The effects of number of predictors, predictor intercorrelations, validity, and level of subgroup difference on composite validity, adverse impact ratios, and mean subgroup difference associated with various predictor composites, including and excluding a ' 'high impact'' ability measure, were assessed. The size of subgroup differences is substantially smaller when low-impact predictors are combined with a high-impact predictor, but hiring ratios for majority and minority groups still indicate a prima facie case of discrimination, using the fourth-fifths rule for most predictor-criterion combinations. However, the validity of a composite of alternate predictors and cognitive ability may exceed the validity of cognitive ability alone and reduce the size of subgroup differences.

The justice perspective is the current dominant framework for research on applicant perceptions of test fairness. Recently, an emerging perspective suggests that self-serving bias mechanisms may be operative in the development of test fairness perceptions. Using data from 494 actual applicants to an entry-level State Police Trooper position, this study integrates both the justice and self-serving bias perspectives to achieve a better understanding of test fairness perceptions. Results from structural equation modeling show that perceived jobrelevance affects perceived fairness. In addition, test performance affects both perceptions indirectly through perceived performance.Applicant reactions, test fairness, organizational justice, self-serving bias R ecent selection research emphasized the importance of investigating the applicant's perspective when considering the implementation and use of selection (Gilliland 1993;Herriot 1989;Schmitt and Chan 1998;Smither, Reilly, Millsap, Pearlman and Stoffey 1993). Specifically, a substantial number of studies have examined applicant test fairness and related test perceptions and discussed how these perceptions could affect both the short and long term effectiveness of selection procedures (e.

Person-fit indices ( lz and multitest lzm) derived from item response theory and used to identify misfitting examinees were computed based on responses to cognitive ability and personality tests. lz indices from different ability domains within the cognitive tests were uncorrelated with each other; lz indices from different tests within the personality domain were moderately intercorrelated. Cross-domain correlations were near 0. Test-taking motivation and conscientiousness were correlated moderately with multitest lzm for personality tests and to a lesser extent for cognitive tests. Test reactions were uncorrelated with any of the lz measures. Males had higher mean lz s than females. This difference could be partly attributed to differences in conscientiousness. African-Americans had higher mean lz than Whites. This effect could not be accounted for by test-taking motivation or conscientiousness. High values of lz affected the criterion-related validity of the set of cognitive tests such that the validity estimate decreased as lz increased.

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In cats anesthetized with alpha-chloralose, the activities of aortic and carotid chemoreceptor nerves were measured during a control period and during anemia where the hematocrit was lowered in steps by dextran-for-blood exchange. With anemia there was a sustained nonlinear increase in firing of aortic chemoreceptors. There was a greater firing of aortic chemoreceptors for a given lowering of hematocrit from an initial low blood hematocrit than for a similar decrease in hematocrit from an initial high blood hematocrit. Tonic carotid chemoreceptor firing was independent of blood hematocrit and was only transiently increased at the time of dextran-for-blood exchange. The lack of effect of anemia on carotid chemoreceptor activity appeared to be due to sympathetic nerve activity. Section of the sympathetic nerves to the carotid chemoreceptors resulted in an increase in carotid chemoreceptor afferent activity during anemia in a manner similar to the increase in aortic chemoreceptor activity.