with regard to personnel selection, an approach to evaluating if a test or predictor has validity in foretelling performance on a specific task criterion. An analysis is undertaken wherein the average validity for the predictor is evaluated on the premise of prior validation analyses. It is then decided upon whether the degree to which variations in validities can be credited to variations among analyses in artifacts like criterion gauges, sample sizes, and the spanning of test scores. If minor variations are discovered after fixing these artifacts, it is concluded that the validity of the predictor generalizes among scenarios; in other words, the validity discovered in prior analyses can be generalized or carried to a new circumstance. Based upon these proofs, an employer might be correct in concluding that the predictor will be valid in choosing workers in another employment environment.