TOOLS Constable Selection Recommended Reading and References This initiative was funded by the Government of Canada’s Sector Council Program This is a living document. Last updated July 2009 © POLICE SECTOR COUNCIL References Aamodt, M. G. (2004). Research in law enforcement selection. BrownWalker Press: Boca Raton, FL. Aamodt, M. G. (2004) Special issue on using MMPI-2 scale configurations in law enforcement selection: Introduction and meta-analysis. Applied H.R. M. Research, 9, 41-52. Anderson, G. S., Plecas, D., & Segger, T. (2001). Police officer physical ability testing. Re-evaluating a selection criterion. Policing: An International Journal of Police Strategies and Management, 24, 8-31. Arthur, W., Day, E. A., McNelly, T. L., & Edens, P. S. (2003). A meta-analysis of the criterion-related validity of assessment center dimensions. Personnel Psychology, 56, 125-154. Arvey, R. D., Landon, T. E., Nutting, S. M., & Maxwell, S. E. (1992). Development of Physical Ability Tests for Police Officers. Journal of Applied Psychology, 77, 996-1009. Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A metaanalysis. Personnel Psychology, 44, 1-26. Becker, T. (2005). Development and validation of a situational judgment test. International Journal of Selection and Assessment, 13, 225-232. Black, J. (2000). Personality testing and police selection: Utility of the “Big Five”. New Zealand Journal of Psychology, 29, 2-9. Blakeley, B. V., Quinones, M. A., Crawford, M. S., & Jago, I. A. (1994). The validity of the isometric strength tests. Personnel Psychology, 47, 247-274. Bonnani, C., Drysdale, D., Hughes, A., & Doyle, P. (2006). Employee background verification: The crossreferencing effect. International Business and Economics Research Forum, 5, 1-7. Borum, R., Super, J., & Rand, M. (2003). Forensic assessment for high risk occupation. In A. Goldstein (Ed.). Comprehensive handbook of psychology (Vol. 11, pp. 133-148). New York, NY: Wiley. Breaugh, J. A. (2009). The use of biodata for employee selection: Past research and future directions. Human Resource Management Review, 19, 219-231. Caldwell, C., Thornton, G. C., & Gruys, M. L. (2003). Ten classic assessment center errors: Challenges to selection validity. Public Personnel Management, 32, 73-88. Campion, M. A. (1983). Personnel selection for physically demanding jobs: Review and recommendations. Personnel Psychology, 36, 527-548. Cortina, J. M., Doherty, M. L., Schmitt, N., Kaufman, G., & Smith, R.G. (1992). The “Big Five” personality factors in the IPI and MMPI: Predictors of police performance. Personnel Psychology, 45, 119-139. Cullen, M.J., Ones, D. S., Drees, S. A., Viswesvaran, C., & Langkamp, K. (2003, April). A meta-analysis of the MMPI and police officer performance. In S. W. Spilberg, & D. S. Ones (Chairs). Personality and work behaviors of police officers. 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Toronto, ON Guidelines and Ethical Considerations for Assessment Center Operations: International Task Force on Assessment Center Guidelines, 28th International Congress on Assessment Center Methods, May 4, 2000, San Francisco, California. Retrieved December 3, 2009 from www.allbusiness.com/human-resources/employeedevelopment-employee-productivity/708321-1.html Hargrave, G. E., Hiatt, D., & Gaffney, T. W. (1988). F+4+9+Cn: An MMPI measure of aggression in law enforcement officers applicants. Journal of Police Science and Administration, 16, 268-273. Harold, C. M., McFarland, L. A., & Weekley, J. A. (2006). The reliability of verifiable and non-verifiable biodata items: An examination across applicants and incumbents. International Journal of Selection and Assessment, 14, 336-346. Hirsch, H. R., Northrop, L., & Schmidt, F. L. (1986). Validity generalization results for law enforcement occupations. Personnel Psychology, 39, 399-420. Hough, L. M. (1998). The millennium for personality psychology. New horizons for good ole daze. Applied Psychology: An International Review, 47, 233-261. Hough, L. M., Oswald, F. L., & Ployhart, R. E. (2001). Determinants, detection, and amelioration of adverse impact and personnel selection procedures: Issues, evidence, and lessons learned. International Journal of Selection and Assessment, 9, 152-194. Hunter, J. E., & Hunter, R. F. (1984). Validity and utility of alternate predictors of job performance. Psychological Bulletin, 96, 72-98. Huffcutt, A. I., & Youngcourt, S. S. (2007). Employment interviews. In D. L. Whetzel & G. R. Wheaton (Eds.). Applied measurement: Industrial psychology in human resources management. (pp. 181-201). Mahwah, NJ: Lawrence Erlbaum Associates. Iacono, W. G., & Lykken, D. T. (1997). The validity of the lie detector: Two surveys of scientific opinion. Journal of Applied Psychology, 82, 426-433. Inwald, R. E., & Resko, J. A. (1995). Pre-employment screening for public safety personnel. In L. VandeCreek, S. Knapp, & T. L. Jackson (Eds.). Innovations in clinical practice: A source book (pp. 365-382). Sarasota, FL: Professional Resource Press. Kanfer, R., & Ackerman, P. L. (1989). Motivation and cognitive abilities. An integrative aptitude-treatment interaction approach to skill acquisition. Journal of Applied Psychology, 74, 657-690. Lautenschlager, G J. (1994). Accuracy and faking of background data. In G.S. Stokes & M. D. Mumford, & W. A. Owens (Eds.). Biodata handbook: Theory research, and use of biographical information in selection and performance prediction (pp. 341-420). Palo Alton, CA: Consulting Psychologist Press. McDaniel, M. A., Morgeson, F. P., Finnegan, E. B., Campion, M., & Braverman, E. P. (2001). Use of situational judgment tests to predict job performance: A clarification of the literature. Journal of Applied Psychology, 86, 730-740. O’Brien, S. G. (1996). The predictive validity of personality testing in police selection: Meta-analysis. Unpublished master’s thesis, University of Guelph, Guelph, ON. Ones, D. S., & Viswesvaran, C. (1998). The effects of social desirability and faking on personality and integrity assessment for police selection. Human Performance, 11, 245-269 Ployhart, R. E., Schneider, B., & Schmitt, N. (2006). Staffing organizations: Contemporary practice and theory. Mahwah, NJ: Lawrence Erlbaum Associates Publishers. The Polygraph and Lie Detection (2003). Committee to Review Scientific Evidence on the Polygraph, National Research Council, Washington, DC: National Academies Press Pre-employment Psychological Evaluation Services Guidelines (2004) Police Psychological Services of the International Association of Chiefs of Police. Los Angeles, CA. The Principles for the Validation and Use of Personnel Selection Procedures (2003). Society for Industrial and Organizational Psychology, Bowling Green, OH. Professional Standards for Educational and Psychological Testing (1999). American Educational Research Association. Washington, DC: AERA Publications. Pulakos, E. (2005). Selection Assessment Methods: A guide to implementing formal assessments to build a high-quality workforce. Alexandria, VA: Society for Human Resource Management Foundation. Roth, P., Bobko, P, McFarland, L., & Buster, M. (2008). Work sample tests in personnel selection: A metaanalysis of black–white differences in overall and exercise scores. Personnel Psychology, 61, 632-662. Rothstein, M. G., & Goffin, R. D. (2006). The use of personality measures in personnel selection. What does current research support? Human Resource Management Review, 16, 155-180. Sackett, P. R., & Roth, P. (1996). Multi-stage selection strategies: A Monte Carlo investigation of effects on performance and minority hiring. Personnel Psychology, 49, 549-572. Sackett, P. R., & Wilk, S. L. (1994). Within group norming and other forms of score adjustment in preemployment testing. American Psychologist, 49, 929-954. Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43. Salgado, J. F., Anderson, N., Moscoso, S., Bertua, C., De Fruyt, F., & Rolland, J. P. (2003). A metaanalytic study of general mental ability validity for different occupations in the European community. Journal of Applied Psychology, 6, 1068-1081. Salgado, J. F., Viswesvaran, C., & Ones, D. S. (2002). Predictors used for personnel selection: An overview of constructs, methods, and techniques. In N. Anderson, D. S. Ones, H. K. Sinangil, & C. Viswesvaran (Eds.), Handbook of industrial, work, and organizational psychology (Vol. 1, pp.165199). Thousand Oaks, Ca: Sage Publications. Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274. Schmidt, F. L., Hunter, J. E., & Outerbridge, A. N. (1986). The impact of job experience and ability on job knowledge, work sample performance and supervisory ratings of job performance. Journal of Applied Psychology, 71, 432-439. Schmitt. N., & Kunce, C. (2002). The effects of required elaboration of answers to biodata questions. Personnel Psychology, 55, 569-586. Taylor, P. J., Pajo, K., Cheung, G. W., & Stringfiield, P. (2004). Dimensionality and validity of a structured telephone reference check procedure. Personnel Psychology, 57, 745-772. Testing and Assessment: An Employer’s Guide to Good Practices (2000). U.S. Department of Labor, Employment and Training Administration, Washington, DC. Varela, J. G., Boccaccini, M. T., Scogin, F., & Stump, J., & Caputo, A. (2004). Personality testing in law enforcement employment settings: Meta-analysis. Criminal Justice and Behavior, 31, 649-675. Your Privacy Responsibilities. Canada’s Personal Information Protection and Electronic Documents Act: A guide for businesses and organizations (2004). The Office of the Privacy Commissioner of Canada, Ottawa, ON. Recommended Reading Catano, V. M., Cronshaw, S. F., Wiesner, W. H., Hackett, R. D., & Methot, L. M. (1997). Recruitment and selection in Canada. Scarborough, ON: International Thompson Publishing Gatewood, R., & Field, H. S. (2007). Human Resource Selection. Florence, KY: South-Western College Publisher Guide for Assessing Persons with Disabilities – How to determine and implement assessment accommodations (2007). Personnel Psychology Centre. Retrieved December 1, 2009 from http://www.psc-cfp.gc.ca/plcy-pltq/guides/assessment-evaluation/apwd-eph/index-eng.htm Pulakos, E. (2005). Selection Assessment Methods: A guide to implementing formal assessments to build a high-quality workforce. Alexandria, VA: Society for Human Resource Management Foundation. Testing and assessment: An employer’s guide to good practices. (2000). U.S. Department of Labour. Employment and Training Administration. Retrieved December 1, 2009 from http://www.onetcenter.org/dl_files/empTestAsse.pdf The Principles for the Validation and Use of Personnel Selection Procedures (2003). Society for Industrial and Organizational Psychology, Bowling Green, OH. Whetzel, D. L., & Wheaton, G. R. (2007). Applied measurement: Industrial psychology in human resource management. Mahwah, NJ: Lawrence Erlabum Associates.