. How do you interpret the reliability results for the clerical test and work sample?

1. How do you interpret the reliability results for the clerical test and work sample? Are they favorable enough for the company to consider using them “for keeps” in selecting job applicants?

A. Clerical Test

• Coefficient alpha is high (.85, .86). This is a positive sign.
• Test-retest reliability is also high (.92).

B. Work Sample (T)

• Inter-rater agreement is relatively high (88%, 79%)

C. Work Sample (C)

• Inter-rater agreement is okay (81% , 77%)

Conclusion: The results above suggest that the three tests have adequate reliability

2. How do you interpret the validity results for the clerical test and work sample? Are they favorable enough for the company to consider using them “for keeps” in selecting new job applicants?
A. Clerical Test

• Correlations with work sample (T) and work sample (C) are low and n.s.
• Criterion-Related Validity
Significant correlations with error rate (negative) and speed (positive).
Non-significant correlations with complaints

B. Work Sample (T)

• High correlation with work sample (C).
• Criterion-Related Validity
Correlations with error rate (negative) and speed (positive) are not significant.
Correlations with complaints high and significant.

C. Work Sample (C)

• High correlation with work sample (T).
• Criterion-Related Validity
Correlations with error rate (negative) and speed not significant.
Correlations with complaints significant.

Conclusion: The results above suggest that the clerical test and either the work sample test (T) or (C) should be used in the selection process for CSRs. The work sample tests produce similar results; this suggests that they are redundant. The clerical test is a good predictor of a different criteria (i.e., error rate and speed). Thus, using both the clerical test and one of the work sample test appears to be the best combination of predictors.

3. What limitations in the above study should be kept in mind when interpreting the results and deciding whether or not to use the clerical test and work sample?

A. How similar are the new applicants to the workers used for the study? If they are not similar, then the results of this study are less generalizable to other populations.

B. Are the criterion measures used (e.g., error rate, complaints) really valid indicators of CSR performance? If they are not, then the tests are not really predicting important dimensions of CRS performance.
Please expand the answer of questions 1-3 to 250 words, this is from the staffing organizations book by Herbert G. Heneman III/Timothy A. Judge and John D. Kammeyer-Mueller that can be found on page 361.
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