Responses were obtained on a 5- Likert scale. Furthermore (ANOVA) was used to measure the coefficient of depend variable.
Results showed that invasiveness had a little effect on situation satisfaction when face validity was high (M2. 45 for the high invasiveness groups and M2. 47 for the low invasiveness group). However, invasiveness had a strong effect when face validity was low (M2. 29 for the low invasiveness groups and M1. 38 for the high invasiveness groups).
A similar invasiveness effect was found for organization satisfaction in that there was no significant difference between the means when face validity was high. In contrast, in the low face validity conditions, subjects in low invasiveness groups had higher organization satisfaction scores (M2. 40) than subjects in high invasiveness groups (M1. 81).
Results for job choice were similar. When face validity was high, the subjects didnt differ in their preference (M4. 08 for high invasiveness groups and M4. 04 for low invasiveness groups). When face validity was low, invasiveness had a strong effect on job choice (M4. 24 for the low invasiveness group and M 1. 72 for the high invasiveness group).
The article is clearly and logically developed. However, it deserve to be mentioned that organizations should screen their personality test items and consider eliminating items from scales that are not used in making selection decision.
The next research is headlined Face Validity Revisited. The author Baruch Nevo, has embarked on a detailed discussion of face validity (FV). First, the author gives survey of the literature on FV. After that, he defines FV in the form of a mapping sentence which includes a proposal for a measuring FV. Further, he presents empirical evidence that FV can be meas
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