81 and .77, singif8icant at the .05 level, shows that the tests while valid, are not reliable in measuring ongoing performance gains. The r with complaints for Work Sample (T) of .37 and .35 also indicate that the test is highly valid yet lacks reliability in ensuring long-term customer service levels. Work Sample (T) shows that it is only sporadically valid as well with the very low r with speed and negative values for r with error rate. The Work Sample tests are ideal for capturing applicants' ability to manage complaints yet cannot be used with any validity over other areas of their responsibilities. In conclusion these tests also need modification before they can be used "for keeps" as part of the overall methodology for hiring at the company.
3. What limitations in the above study should be kept in mind when interpreting the results and deciding whether to use the clerical test and work sample?
There are many limitations that need to be kept in mind in interpreting the study. The first and most significant is that the Clerical Test is specifically designed for reliability of test taking skills and not necessarily the effectiveness of the applicant across the entire breadth of responsibilities. This limitation is common in tests to evaluate employability and skills sets, as activity-based test show proficiency...
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