THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB-PERFORMANCE AND TURNOVER OF MOTION-PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee pe rformance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores o n a ''value composite'' (reflecting a combination of job performance a nd employee retention criteria) as defined by the research sponsor (r = .41, p< .01). Furthermore, job compatibility scores explained a stat istically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonre dundant with hiring decisions based on an application review, referenc e check, and interview, whereas the cognitive ability test scores shar ed considerable redundancy with hiring decisions based on the current selection system.