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My research deals with various issues in pre-employment testing for personnel selection, with a particular focus on things that affect conclusions about the validity and/or fairness of test use.
Some of the specific issues my research addresses are:
• Do cognitive ability tests relate to performance (job performance, academic performance) equally for each racial/ethnic subgroup? If they do not, then why is this? What are the prospects for viable alternatives (i.e., comparable validity, but less adverse impact) to cognitive tests?
• How useful are various personality tests (e.g., Big Five, Integrity Tests, Conditional Reasoning Tests) for personnel selection? What issues (e.g. response distortion, deficient or contaminated criteria) affect the utility and/or fairness of personality testing for personnel selection, and what can be done about these issues?
• What is the best way to conceptualize the criterion domain that pre-employment tests are designed to predict? What are the interrelationships between job performance behaviors both across and within the broad job performance domains of task performance, citizenship performance, and counterproductive work behavior?
• What effect does range restriction have on the conclusions we draw about the validity of preemployment tests? What are strategies for optimal validity estimation in the face of restriction of range?
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Wayne State University Research Grant (2008-2009) – $10,000
Awarded by Wayne State University in support of a study testing the progression of
withdrawal from work model.
College Board Research Grant (2006-2007) - $28,048
Awarded by the College Board in support of a study of the validity of the SAT.
College Board Research Grant (2005-2006) - $31,708
Awarded by the College Board in support of a study of the validity of the SAT.
Graduate Research Partnership Program Grant (2004) - $4,986
Awarded by the University of Minnesota in support of an integrity testing research study.
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Berry, C. M., Sackett, P. R., & Tobares, V. (in press). A meta-analysis of conditional reasoning tests of aggression. Personnel Psychology.
*Oh, I., & Berry, C. M. (2009). The five-factor model of personality and managerial performance: Validity gains through the use of 360 degree performance ratings. Journal of Applied Psychology, 94, 1498-1513.
*Both authors contributed equally, authorship order was arbitrary.
Berry, C. M., & Sackett, P. R. (2009). Faking in personnel selection: Tradeoffs in performance versus fairness resulting from two cut score strategies. Personnel Psychology, 62, 835-863.
Berry, C. M., & Sackett, P. R. (2009). Individual differences in course choice result in underestimation of college admissions system validity. Psychological Science, 20, 822-830.
Berry, C. M., Ones, D. S., & Sackett, P. R. (2007). Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis. Journal of Applied Psychology, 92, 409-423.
Berry, C. M., Sackett, P. R., & Landers, R. N. (2007). Revisiting interview-cognitive ability relationships: Attending to specific range restriction mechanisms in meta-analysis. Personnel Psychology, 60, 837-874.
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