Access the full text.
Sign up today, get DeepDyve free for 14 days.
M. Mount, Murray Barrick, G. Stewart (1998)
Five-Factor Model of personality and Performance in Jobs Involving Interpersonal InteractionsHuman Performance, 11
M. Bowman (1989)
Testing individual differences in ancient China.American Psychologist, 44
C. Kreiter, Yuka Kreiter (2007)
A Validity Generalization Perspective on the Ability of Undergraduate GPA and the Medical College Admission Test to Predict Important OutcomesTeaching and Learning in Medicine, 19
C. Kreiter, J. Otaki (2015)
Constructing a More Comprehensive Validity Argument for Medical School Admission Testing: Predicting Long-Term OutcomesTeaching and Learning in Medicine, 27
James Heckman, Jora Stixrud, Sergio Urzua (2006)
The Effects of Cognitive and Noncognitive Abilities on Labor Market Outcomes and Social BehaviorJournal of Labor Economics, 24
(2014)
Standards for education and psychological testing
N. Dorans, Linda Cook (2016)
Fairness in Educational Assessment and Measurement
Gregory Hurtz, John Donovan (2000)
Personality and job performance: the Big Five revisited.The Journal of applied psychology, 85 6
Jill Ellingson, P. Sackett, L. Hough (1999)
Social desirability corrections in personality measurement : Issues of applicant comparison and construct validityJournal of Applied Psychology, 84
Sandra Barbuti, Brian Patterson, J. Kobrin, K. Mattern (2008)
Validity of the SAT for Predicting First-Year College Grade Point Average
F. Schmidt, J. Hunter, Robert McKenzie, Tressie Muldrow (1979)
Impact of valid selection procedures on work-force productivity.Journal of Applied Psychology, 64
C. Kreiter (2007)
A Commentary on the Use of Cut-Scores to Increase the Emphasis of Non-Cognitive Variables in Medical School AdmissionsAdvances in Health Sciences Education, 12
FL Schmidt (2009)
Handbook of principle of organizational behavior
F. Morgeson, M. Campion, R. Dipboye, J. Hollenbeck, K. Murphy, N. Schmitt (2007)
RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTSPersonnel Psychology, 60
E. Julian (2005)
Validity of the Medical College Admission Test for Predicting Medical School PerformanceAcademic Medicine, 80
C. Kreiter (2002)
The Use of Constrained Optimization to Facilitate Admission DecisionsAcademic Medicine, 77
G. Norman (2015)
Identifying the bad applesAdvances in Health Sciences Education, 20
P. Dubois (1970)
A history of psychological testing
Adv in Health Sci Educ (2017) 22:559–563 DOI 10.1007/s10459-017-9758-1 COMMENTARY A research agenda for establishing the validity of non- academic assessments of medical school applicants Clarence Dennis Kreiter Received: 15 February 2016 / Accepted: 17 February 2016 / Published online: 27 March 2017 Springer Science+Business Media Dordrecht 2017 Keywords Admissions Non-academic Validity Non-cognitive Selection The current use of assessments to choose individuals for occupational and educational opportunity has an ancient pedigree that began as an effort to promote a more meritocratic society by selecting civil service applicants on ability rather than through nepotism or political patronage (Bowman 1989; DuBois 1970). Overall, selection testing has made impressive progress in more efficiently and fairly awarding opportunity in many areas of public life. While social fairness may to some extent be in the eyes of the beholder, the validity evidence generated over the last six decades clearly demonstrates that selecting on cognitive ability has significantly enhanced outcomes in both education and employment, and that the magnitude of the improvements realized is a function of the selection ratio and the skill demands of the profession or training program (Bobin et al. 2008; Schmidt 2009; Schmidt et al. 1979). Specifically,
Advances in Health Sciences Education – Springer Journals
Published: Mar 24, 2017
Read and print from thousands of top scholarly journals.
Already have an account? Log in
Bookmark this article. You can see your Bookmarks on your DeepDyve Library.
To save an article, log in first, or sign up for a DeepDyve account if you don’t already have one.
Copy and paste the desired citation format or use the link below to download a file formatted for EndNote
Access the full text.
Sign up today, get DeepDyve free for 14 days.
All DeepDyve websites use cookies to improve your online experience. They were placed on your computer when you launched this website. You can change your cookie settings through your browser.