Comment on Le, Oh, Shaffer, and Schmidt

Osterman, Paul
August 2007
Academy of Management Perspectives;Aug2007, Vol. 21 Issue 3, p16
Academic Journal
This article discusses how human resource practitioners and academics have continued to rely on unscientific approaches to selection and promotion. The author suggests that General Mental Ability (GMA) provides excellent prediction of performance for all jobs and all settings. Other approaches to employee selection and promotion are often biased. The meta analysis of a wide range of performance research proves this theory. In terms of supervisory performance evaluations, the author purports that this assessment is subject to a wide range of biases, including the rater-ratee bias where the supervisor inflates the ratings of subordinates of the same race.


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