Estimating the Determinants of Employee Performance / Charles Brown.

By:

Brown, Charles

Contributor(s):

National Bureau of Economic Research

Material type: Text

TextSeries: Working Paper Series (National Bureau of Economic Research) ; no. w0353.Publication details: Cambridge, Mass. National Bureau of Economic Research 1979.Description: 1 online resource: illustrations (black and white)Subject(s):

Online resources:

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Abstract: Employers often wish to know whether the factors used in selecting employees do in fact allow them to choose the most qualified applicants. Because the performance of those not chosen is not observed, sample-selection bias is a likely problem in any attempt to "validate" employee-selection criteria. With minor modifications, the recently-developed techniques for dealing with sample-selection problems can be used in this context. Using data on applicants for first-line supervisory positions and ratings of on-the-job performance of those hired, ordinary least squares estimates of the determinants of performance are compared with maximum-likelihood estimates which correct for selection bias. The correction for selection bias produces some appreciable improvements in some variables' coefficients, though the corrected estimates remain "insignificant" at conventional levels. Differences in the firm's stated and actual hiring criteria are also noted.

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Holdings
Item type	Home library	Collection	Call number	Status	Date due	Barcode	Item holds
Working Paper	Biblioteca Digital	Colección NBER	nber w0353 (Browse shelf(Opens below))	Not For Loan

Total holds: 0

May 1979.

Employers often wish to know whether the factors used in selecting employees do in fact allow them to choose the most qualified applicants. Because the performance of those not chosen is not observed, sample-selection bias is a likely problem in any attempt to "validate" employee-selection criteria. With minor modifications, the recently-developed techniques for dealing with sample-selection problems can be used in this context. Using data on applicants for first-line supervisory positions and ratings of on-the-job performance of those hired, ordinary least squares estimates of the determinants of performance are compared with maximum-likelihood estimates which correct for selection bias. The correction for selection bias produces some appreciable improvements in some variables' coefficients, though the corrected estimates remain "insignificant" at conventional levels. Differences in the firm's stated and actual hiring criteria are also noted.