Time-honored notions of fairness are cast aside for millions of workers. Working temp or part-time often means being treated as a second-class citizen by both employers and permanent workers.- Castro (1993: 44) 5 †We thank Cheryl Kaiser for her comments on earlier drafts.

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To determine whether profiles of predictor variables provide incremental prediction of college student outcomes, the authors 1st applied an empirical clustering method to profiles based on the scores of 2,771 entering college students on a battery of biographical data and situational judgment measures, along with SAT and American College Test scores and high school grade point average, which resulted in 5 student groups. Performance of the students in these clusters was meaningfully different on a set of external variables, including college grade point average, self-rated performance, class absenteeism, organizational citizenship behavior, intent to quit their university, and satisfaction with college. The 14 variables in the profile were all significantly correlated with 1 or more of the outcome measures; however, nonlinear prediction of these outcomes on the basis of cluster membership did not add incrementally to a linear-regression-based combination of these 14 variables as predictors.

The potential for applicant response distortion on personality measures remains a major concern in high-stakes testing situations. Many approaches to understanding response distortion are too transparent (e.g., instructed faking studies) -or are too subtle (e.g., correlations with social desirability measures as indices of faking). Recent research reveals more promising approaches in two methods: using forced-choice (FC) personality test items and warning against faking. The present study examined effects of these two methods on criterion-related validity and test-taker reactions. Results supported incremental validity for an FC and Likert-scale measure in warning and no-warning conditions, above and beyond cognitive ability. No clear differences emerged between the FC vs Likert measures or warning vs no-warning conditions in terms of validity. However, some evidence suggested that FC measures and warnings may produce negative test-taker reactions. We conclude with implications for implementation in selection settings.

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