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Narrow Standards for Efficacy and the Research Playground: Why Either–Or Conclusions Do Not Help

Published online by Cambridge University Press:  07 January 2015

Robert G. Jones  and
Richard J. Klimoski
Robert G. Jones*
Affiliation:
Missouri State University
Richard J. Klimoski
Affiliation:
George Mason University
*
E-mail: [email protected], Address: Department of Psychology, Missouri State University, Springfield, MO 65897
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Abstract

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Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 1 , Issue 1 , March 2008 , pp. 137 - 139
Copyright
Copyright © Society for Industrial and Organizational Psychology 2008 

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Footnotes

*

Department of Psychology, Missouri State University

**

School of Management, George Mason University

References

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Lance, C. E. (2008). Why assessment centers do not work the way they are supposed to. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 84–97.Google Scholar
Muchinsky, P. M. (2004). When the psychometrics of test development meets organizational realities: A conceptual framework for organizational change, examples, and recommendations. Personnel Psychology, 57, 175–209.Google Scholar
Thornton, G. C., & Rupp, D. E. (2006). Assessment centers in human resource management: Strategies for prediction, diagnosis, and development. Mahwah, NJ: Erlbaum.Google Scholar