Journal ArticleDOI
Determinants, Detection and Amelioration of Adverse Impact in Personnel Selection Procedures: Issues, Evidence and Lessons Learned
TLDR
For instance, the authors found that the setting, the sample, the construct and the level of construct specificity can all, either individually or in combination, moderate the magnitude of differences between groups.Abstract:
Mean subgroup (gender, ethnic/cultural, and age) differences are summarized across studies for several predictor domains – cognitive ability, personality and physical ability – at both broadly and more narrowly defined construct levels, with some surprising results. Research clearly indicates that the setting, the sample, the construct and the level of construct specificity can all, either individually or in combination, moderate the magnitude of differences between groups. Employers using tests in employment settings need to assess accurately the requirements of work. When the exact nature of the work is specified, the appropriate predictors may or may not have adverse impact against some groups. The possible causes and remedies for adverse impact (measurement method, culture, test coaching, test-taker perceptions, stereotype threat and criterion conceptualization) are also summarized. Each of these factors can contribute to subgroup differences, and some appear to contribute significantly to subgroup differences on cognitive ability tests, where Black–White mean differences are most pronounced. Statistical methods for detecting differential prediction, test fairness and construct equivalence are described and evaluated, as are statistical/mathematical strategies for reducing adverse impact (test-score banding and predictor/criterion weighting strategies).read more
Citations
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Journal ArticleDOI
Yes, Personality Matters: Moving on to More Important Matters
TL;DR: In this paper, the authors argue that "Personality matters" are moving on to more important matters and "more important matters" should be more important than "personality matters".
Journal ArticleDOI
Core Self-Evaluations: A Review and Evaluation of the Literature
TL;DR: In this article, the authors review 15 years of core self-evaluation (CSE) theory and research, focusing in particular on the outcomes, mediators, and moderators of CSE via qualitative and quantitative literature reviews.
Journal ArticleDOI
Staffing in the 21st Century: New Challenges and Strategic Opportunities
TL;DR: In this article, a review provides a selective and critical analysis of staffing best practices covering literature from roughly 2000 to the present, and several research-practice gaps are also identified. But despite the critical needs for effective staffing practice, staffing research continues to be neglected or misunderstood by many organizational decision makers.
Journal ArticleDOI
Developing a biodata measure and situational judgment inventory as predictors of college student performance.
TL;DR: The development and validation of a biographical data measure and situational judgment inventory (SJI) as useful predictors of broadly defined college student performance outcomes are described.
References
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Book
Culture′s Consequences: International Differences in Work-Related Values
TL;DR: In his book Culture's Consequences, Geert Hofstede proposed four dimensions on which the differences among national cultures can be understood: Individualism, Power Distance, Uncertainty Avoidance and Masculinity as mentioned in this paper.
Journal ArticleDOI
Culture and the self: Implications for cognition, emotion, and motivation.
TL;DR: Theories of the self from both psychology and anthropology are integrated to define in detail the difference between a construal of self as independent and a construpal of the Self as interdependent as discussed by the authors, and these divergent construals should have specific consequences for cognition, emotion, and motivation.
Journal ArticleDOI
The big five personality dimensions and job performance: a meta-analysis
TL;DR: In this article, the authors investigated the relation of the Big Five personality dimensions (extraversion, emotional stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled).
Journal ArticleDOI
Handbook of industrial and organizational psychology
TL;DR: An up-to-date handbook on conceptual and methodological issues relevant to the study of industrial and organizational behavior is presented in this paper, which covers substantive issues at both the individual and organizational level in both theoretical and practical terms.
Journal ArticleDOI
Stereotype threat and the intellectual test performance of African Americans
Claude M. Steele,Joshua Aronson +1 more
TL;DR: The role of stereotype vulnerability in the standardized test performance of ability-stigmatized groups is discussed and mere salience of the stereotype could impair Blacks' performance even when the test was not ability diagnostic.
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