Assessing radiologist performance.

Unless radiologist performance assessment is sufficiently deep, comprehensive, and balanced, it may tend to omit, obscure, or distort key aspects of the important contributions that radiologists make, with adverse consequences for employers, radiologists themselves, and above all, the patients they serve. Here we present a model of performance assessment that includes eight key dimensions, which can be tailored as appropriate to the needs of particular programs and radiologists.

Assessment centers versus cognitive ability tests: Challenging the conventional wisdom on criterion-related validity.

Separate meta-analyses of the cognitive ability and assessment center (AC) literatures report higher criterion-related validity for cognitive ability tests in predicting job performance. We instead focus on 17 samples in which both AC and ability scores are obtained for the same examinees and used to predict the same criterion. Thus, we control for differences in job type and in criteria that may have affected prior conclusions.

Why women perform better in college than admission scores would predict: Exploring the roles of conscientiousness and course-taking patterns.

Women typically obtain higher subsequent college GPAs than men with the same admissions test score. A common reaction is to attribute this to a flaw in the admissions test. We explore the possibility that this underprediction of women's performance reflects gender differences in conscientiousness and college course-taking patterns.

The dispositional flow scale-2 as a measure of autotelic personality: an examination of criterion-related validity.

The Dispositional Flow Scale-2 (DFS-2; Jackson & Eklund, 2002) may be one of the most promising measures for assessing Csikszentmihalyi's (1990) construct of "autotelic personality." Despite strong internal validity, external validity of the DFS-2 remains open. We used 2 methods to provide evidence for external validity: (1) multiple-time assessments of experience sampling (1,856 entries generated over 7 days) to derive aggregate indices of criterion validity; and (2) single-time assessments of flow and personality for additional criterion-related validity.