Browsing by Author "Harris, Natalie Joy"
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- ItemNew Zealand personnel consultants and the selection process : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies at Massey University(Massey University, 1992) Harris, Natalie JoyA survey of New Zealand personnel consultants was conducted which focused on the managerial selection process. Overall, the results were found to be similar to other New Zealand and overseas studies for the use and perceived validity of selection methods. Personnel consultants do not appear to have an accurate perception of the validity of most selection methods. They also frequently use those selection methods which are not particularly valid. The correlation between the reported validity of the 27 selection methods included and the perceived validity of these selection methods was small (Spearman's rho = 0.319). As was expected, the respondents' perception of the validity of the managerial selection methods included in the questionnaire had a stronger relationship with their use of those selection methods (rho = 0.622, p < .01). However, when one looks at the individual Pearson product moment correlations for each individual selection method, only half were significant. The correlation between use and reported validity was only slight. Surprisingly it was also negative (rho = -0.220). A disturbing result was found when calculating this relationship using only the most frequently used selection methods. The correlation was again negative, however, it was a lot stronger, rho = -0.62 (p < .05). This means that for the most frequently used selection methods the higher the reported validity of a selection method the less often personnel consultants used it and the lower the level of validity the more frequently personnel consultants used it.
- ItemThe perceived validity and reported use of management selection methods in New Zealand organisations : a research report presented in partial fulfilment of the requirements for the degree of Master of Business Studies at Massey University(Massey University, 1991) Harris, Natalie JoyA study of the use of management selection methods and their perceived ability to accurately predict future job performance was conducted. Managers' perceptions of the validity of management selection methods were also compared with the research evidence of the 'actual' validity of those selection methods. The correlation between the 'actual' validity of the selection methods and the perceived validity was small (Pearson r = 0.471). The respondents' perceptions of the validity of the management selection methods included in the questionnaire also had only a slight relationship with the use of those selection methods in New Zealand organisations (r = 0.4882). Managers appear to have a reasonably accurate perception of the validity of the more uncommon selection methods such as graphology and astrology. However, their perception of the validity of some of the more common selection methods is incorrect. For example, they believe that ordinary interviews, references and work experience have high levels of validity when in fact they do not. In some instances it appeared that managers were using selection methods they knew to be less valid more often than the selection methods they perceive to be more valid. For example, while situational interviews were perceived to be more valid than ordinary interviews they were used less often than ordinary interviews.