Small businesses are limited in their ability to validate selection tests using criterion-related validation, given the small sample sizes available and consequent reduction in statistical power. Such businesses often rely on synthetic validation, validity generalization, or content validity strategies. This study examined the feasibility of increasing statistical power for criterion-related validation in small sample sizes by using a repeated-measures design to increase test reliability, and the potential validity of the selection test, despite the small sample size. If statistically significant, the resulting empirical evidence could be used within the small business context to provide the legal defensibility of the selection test (i.e., evidence of job-relatedness). The implications of such an approach for personnel selection in small businesses are discussed.
|Original language||English (US)|
|Number of pages||25|
|Journal||Journal of Managerial Issues|
|State||Published - Mar 1 2009|