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The Prediction of Predictability Revisited: Differential Predictability Applied to Managerial Selection

Lafayette College

Ghiselli's (1956) differential predictability procedure was applied to individual managerial assessment. Candidates for managerial positions (N = 452) were administered a battery of tests as part of the individual assessment selection procedure. This sample was divided into two equal-size groups; a Derivation Group and a Cross-Validation Group. The criterion was the candidate's organizational level; the predictor was a measure of cognitive ability provided by scores on the Adaptability Test. Need for Financial Reward, a subscale of the Self-Description Inventory, was identified as a moderator in the Derivation Group, however, sub grouping chi-square analyses and moderated multiple regression failed to corroborate this finding. Dependent on the selection ratio, use of the moderator was shown to have some limited utility in the Cross-Validation Group, however, its accuracy did not exceed that obtained through use of regression analysis.

Educational and Psychological Measurement, Vol. 53, No. 4, 1085-1094 (1993)
DOI: 10.1177/0013164493053004021


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