Abstract

Predictive validity was investigated through executive self-reports of work performance and type of work carried out by employees, 258 of these assessed by 94 executives who were recruited using the JobMatchTalent (JMT) recruitment instrument. Three dimensions (criteria) formed the basis of these estimations: (i) Productivity and Motivation, (ii) Quality and Work Structure, and (iii) Cooperativeness. Ten main scales of JMT were applied as predictors of the criteria. Pairwise correlational analysis (Pearson) provided the basis for predictive validity. The 30 possible correlations were assigned a priori according to theoretical formulations expected (middle or higher) and non-expected (zero or weak), respectively, association. The combined results of both studies provided marked support for the assumed association. Predictive validity for the JMT-test instrument was adjudged to be good, particularly in view of being entirely comparable with published meta-analyses wherein associations of almost 0.40 were considered highly impressive. In future, it is likely that those estimations of predictive validity from JMT, involving larger, more accumulated samples for these three as well as other arising categories, are expected to provide greater levels of association than those reported here.