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This research is concerned with the question of differential predictability of handicapped and non-handicapped subgroups. The specific question posed was: Is the performance of non-handicapped subgroups of skilled, clerical, and non-skilled workers more predictable than that of handicapped sub-groups when aptitude measures are used as predictors? Correlations between scores on selected scales of the CATB and a composite performance criterion were obtained for each of the subgroups. Results showed a pattern of consistently lower validities for the handicapped which suggests that aptitude measures typically used in selection may not be appropriate for the handicapped, and that validity coefficients may be diluted by the inclusion of this subgroup with the non-handicapped in validity studies. [ABSTRACT FROM AUTHOR]

This article discusses the relative practical effectiveness of programmed instruction. The degree of synchronization with learning theory, one would expect that programmed instruction would provide an extremely efficient method of training. The evidence concerning the relative effectiveness of programmed instruction in comparison with other training methods is equivocal. Differences between academic and industrial settings are rather small when the question of programmed instruction's superiority is considered for the three criteria. The expectation that programmed materials would be more superior for high and low ability groups than for average groups is strongly supported by the research, but unfortunately more for immediate learning than retention.

This article discuses the application of objective measures of vocational interests to the problems of counseling and selecting managers. The difficulties in identifying a unique interest pattern for a broad class of executives became evident at the time of selection. However, the extent to which measured interests have been applied in managerial selection programs and the degree of success achieved, is generally unknown. On the other hand, standard occupational scales have been constructed in such a way that it is unlikely that a high degree of predictive efficiency will be attained.

The article focuses on the study which identifies predictors of managerial effectiveness to be used in variety of managerial staffing situations. The study uses cross-validation sample to measure the personal characteristics and managerial effectiveness of 468 managers in Minnesota through psychological tests and biographical experiences questionnaire. Results show that the prediction method can be a useful tool in predicting managerial effectiveness and valid for various selection process. Moreover, personal characteristics are associated with the general effectiveness of managers.