An employment process suprasystem contains human resource-related systems such as training, recruitment, performance appraisal, and personnel selection. Similarly, a personnel selection system consists of interdependent subsystems that work together to manifest its properties (e.g., the acquisition of qualified and high-potential individuals). Finally, each of these complex subsystems (e.g., applicant reactions to selection methods) have interdependent elements (e.g., procedural and distributive justice) that work together to manifest the properties of the subsystem (e.g., applicant fairness perceptions). This dissertation takes such a systems approach to understanding the complexities of a personnel selection system to explore the interactions among three of its subsystems: (1) job performance predictors, (2) multidimensional job performance, and (3) applicant reactions to selection methods. Participants were 214 entry-level managers at a major U.S. airline. First, I examined the notion that job performance is multidimensional, consisting of at least two distinct elements (task and contextual performance). Next, using a concurrent validation design, I explored the relationship that cognitive ability and personality have with task and contextual performance. I also studied whether framing a personality inventory in the context of work yields higher validities and led to more positive fairness perceptions. Finally, I explored whether fairness perceptions moderate test validity. The current study contributes to the selection research in several ways. First, the dissertation used field data to confirm the notion that overall job performance is multidimensional, a function of both task performance and contextual performance. Moreover, results suggested that personality is a better predictor of contextual job performance and that cognitive ability is a better predictor of task performance. Frame-of-reference of a personality test appeared to affect both its validity and applicants' fairness perceptions. Results also suggested that the perceived fairness of a personality test may affect its validity. Therefore, this dissertation demonstrates that taking a systems perspective of personnel selection integrates different branches of selection research and thus begins to identify the interactions and complexities of a selection system.

The current study assessed the convergent validity of the Situational Assessment of Leadership – Student Assessment (SALSA©) and multi-source ratings in Division I intercollegiate athletic teams. Identified student-athlete team leaders were asked to complete the SALSA©, which assesses eight dimensions of leadership. By assessing the relationship between SALSA© scores and multi-source ratings (i.e., self, teammate, and coach), of the same eight leadership dimensions, a unique multi-dimensional perspective of leadership is revealed. Results indicated a significant positive relationship between overall SALSA© scores and overall self and coach performance ratings. Overall SALSA© scores also were significantly correlated with Overall Leadership Effectiveness peer-ratings. The dimension of Problem Solving/Innovation was significantly correlated with self-, peer-, and coach-ratings. Influencing Others and Communication SALSA© scores were significantly correlated with the self rating for their respective dimension. Self-ratings were significantly higher than any other source of rating. This study further validates the effectiveness of the SALSA© to identify and predict leadership behavior.

The profession of nursing is experiencing a shortage of qualified nursing professionals. Hospitals understaffed with nurses are likely to experience several negative consequences including low quality care, which places the health and safety of patients at risk. In order to ensure an effective selection process for hospital nurses, a structured situational interview, developed using a content validation approach, was validated using a criterion-related approach. Interviews that have a high degree of structure consistently demonstrate higher predictive validities with job performance than do interviews with less structure. The structured situational interview in this study had a high degree of structure and was developed after a job analysis was completed. Interviewee responses were evaluated using a behavioral summation scale. The results of the current study confirmed the hypothesis that there would be a positive relationship between nursing student interview scores and Grade Point Average, thus indicating that the structured interview should be useful in the selection of professionals in the field of nursing. However, the observed validity coefficient (r = .29) was lower than expected based on a review of previous research on the criterion-related validity of structured situational interviews. It is recommended that future research with this instrument use a larger sample of nurse incumbents as participants and nurse managers as interviewers. Additional interview items, developed following a content validity approach, would likely increase the reliability and the validity of the interview

Assessment centers, although useful for assessing behaviors and competencies associated with a targeted construct, can be low in economic utility. The current study sought to validate a situational judgment test (SJT) that was developed as an alternate form of assessment for a leadership development program. The first study examined the content validity of the SJT by performing retranslation on item stems and calibration of the item responses. The second study examined alternate forms reliability between the two forms of the leadership SJT that were developed. The third and final study evaluated the relationship between assessment center performance scores and SJT scores by demonstrating their convergent validities. Results from Study 1 demonstrated that the SALSA© test was a content valid measure of leadership ability. Results from Study 2 demonstrated that all available items from SALSA© could be used to make two forms of the test that demonstrate good alternate forms reliability. Finally, Study 3 suggests a moderate correlation between the assessment center and situational judgment test. Future research should focus on the underlying issues pertaining to significant group differences between English as primary language and English as second language students. Alternate developmental procedures, especially with alternate form assignment, should also be considered.

Thesis (M.S.)--Naval Postgraduate School, 2003. / "June, 2003." Includes abstract. DTIC report no.: ADA417061. Includes bibliographical references (p. 87-90). Full text available online from DTIC.

Thesis (M.S.)--Naval Postgraduate School, 2003. / "June, 2003." Includes abstract. DTIC report no.: ADA417081. Includes bibliographical references (p. 115-119). Full text available online from DTIC.

Thesis (Ph.D.) -- McMaster University, 1997. / Includes bibliographical references (leaves 116-130). Also available via World Wide Web.

Thesis (Ed. D.)--Illinois State University, 1974. / Title from title page screen, viewed Nov. 3, 2004. Dissertation Committee: Clayton Thomas (chair), Elwood Egelston, Gary Ramseyer, Mort Waimon, Ronald Laymon. Includes bibliographical references (leaves 104-108) and abstract. Also available in print.

Thesis (Ph. D.)--Illinois State University, 1976. / Title from title page screen, viewed Dec. 10, 2004. Dissertation Committee: Elwood Egelston (chair), Charles Porter, Clayton Thomas, Ralph Meyering, Wilbur Venerable. Includes bibliographical references (leaves 85-89) and abstract. Also available in print.

Thesis (Ph. D.)--University of Missouri-Columbia, 1996. / Typescript. Vita. Includes bibliographical references (leaves 122-131). Also available on the Internet.