Using an actuarial and a linear model for predicting
organizational behavior, employee subgroups
were identified through a hierarchical and
convergent clustering of assessment variable profiles
in a validation sample (N = 2,899) and cross-validated
by assigning a holdout sample (N = 2,899)
to the original subgroups on the basis of a minimum
distance qualifier. Subgroup membership in
both samples was significantly associated with current
employment status and job performance. A
linear discriminant function analysis of employment
status and a linear regression analysis of job performance
also yielded significant results. A comparison
of the two models in terms of predictive accuracy
indicated that the two models were essentially
equivalent. However, it was concluded that the
actuarial model was superior to the linear model,
since a descriptive and behavioral taxonomy based
on stable, homogeneous employee subgroups could
Frank, Blake A. (1980). A comparison of an actuarial and a linear model for predicting organizational behavior. Applied Psychological Measurement, 4, 171-181. doi:10.1177/014662168000400204
Frank, Blake A..
A comparison of an actuarial and a linear model for predicting organizational behavior.
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