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dc.contributor.authorHausknecht, John
dc.date.accessioned2020-11-17T17:31:12Z
dc.date.available2020-11-17T17:31:12Z
dc.date.issued2002-01-01
dc.identifier.other10360317
dc.identifier.urihttps://hdl.handle.net/1813/76036
dc.description.abstractThis field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually selected into the organization. As predicted from persistence and continuance commitment rationales, the number of tests necessary to gain entry into the organization was positively associated with training performance and negatively associated with turnover probability.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: © American Psychological Association. Final version published as: Hausknecht, J. P., Trevor, C. O., & Farr, J. L. (2002). Retaking ability tests in a selection setting: Implications for practice effects, training performance, and turnover [Electronic version]. Journal of Applied Psychology, 87(2), 243-254. doi: 10.1037//0021-9010.87.2.243 Reprinted with permission. All rights reserved.
dc.subjecttraining performance
dc.subjectlaw enforcement
dc.subjectability tests
dc.subjectselection
dc.subjectturnover
dc.titleRetaking Ability Tests in a Selection Setting: Implications for Practice Effects, Training Performance, and Turnover
dc.typearticle
dc.relation.doihttps://doi.org/10.1037//0021-9010.87.2.243
dc.description.legacydownloadsHausknecht13_Retaking_ability_tests.pdf: 393 downloads, before Oct. 1, 2020.
local.authorAffiliationHausknecht, John: jph42@cornell.edu Cornell University


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