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Textbook edit #1: Transactional Leaders

"Adhering to the path-goal theory, transactional leaders are expected to do the following:

"Set goals, articulate explicit agreements regarding what the leader expects from organizational members and how they will be rewarded for their efforts and commitment, and provide constructive feedback to keep everybody on task" (Vera & Crossan, 2004, p. 224).
Transactional leaders focus on increasing the efficiency of established routines and procedures and are more concerned with following existing rules than with making changes to the structure of the organization.
They operate most effectively in organizations that are no longer in a maniacal, no-rules stage of development that characterizes numerous companies. *Transactional leadership establishes and standardizes practices that will help the organization reach maturity, emphasizing setting of goals, efficiency of operation, and increase of productivity. "

^ Schultz & Schultz, Duane (2010). Psychology and work today. New York: Prentice Hall. pp. 164. ISBN 0-205-68358-4.

Textbook edit #2: Face Validity

"Face validity is not a statistical measure but a subjective impression of how well the test items seem to be related to the job in question.

Airline pilots would not think it unusual to take tests about mechanics or navigation because these topics are directly related to the job they expect to perform, but they might balk at being asked if they loved their parents or slept with a light on in their room.
Such questions might be related to emotional stability, but they do not appear to be related to flying an airplane. If a test lacks face validity, applicants may not take it seriously, and this may lower their test performance.
The best psychological tests include in their manuals the results of validation studies. Without this information, the human resource or personnel manager can have little confidence that the tests in the company's employee selection program are actually measuring the qualities and abilities being sought in new employees.
Test validation is expensive, but proper validation procedures will more than pay for themselves."

^ Schultz & Schultz, Duane (2010). Psychology and work today. New York: Prentice Hall. pp. 84. ISBN 0-205-68358-4.