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Moderated regression is widely used to examine differential prediction by race or gender. When using multiple predictors in a selection system, guidance as to whether differential prediction analysis should be conducted on each predictor individually, or on the set of predictors in combination, is lacking. Analyzing predictors individually creates the possibility of an omitted variable problem. Army Project A data were used to examine differential prediction by race with the use of personality measures for 79 predictor-criterion combinations. Traditional analysis indicated predictive bias by intercept in 45 instances and by slope in 7 instances; the inclusion of an Armed Services Vocational Aptitude Battery general factor as an additional predictor changed the conclusion in 32 cases for the intercept and in 3 cases for the slope.

Job analysis a broad term commonly used to describe a wide variety of systematic procedures for examining, documenting, and drawing inferences about work activities, worker attributes, and work context. Following a conceptual overview of the range of choices facing the individual conducting a job analysis, the chapter discusses important changes and challenges to job analysis that have emerged over the last decade. The first is the development of the Occupational Information Network (O*NET); a comprehensive job analysis system designed to replace the Dictionary of Occupational Titles . Second, we discuss the growing trend toward the incorporation of personality variables in job analysis, paralleling the growth of interest in personality within the field of I/O psychology overall. Third, we examine the growth of competency modeling, which is often presented as an alternative to or replacement for job analysis. Fourth, we review developments in the field of cognitive task analysis, which involve efforts to understand unobservable cognitive processes. Fifth, we examine the growth of strategic job analysis, which focuses on analysis for changing job situations and projections about work in the future. Sixth, and finally, we discuss recent developments focusing on the topic of sources of inaccuracy in job analysis.

This paper explores the implications of the fact that range restriction affects reliability coefficients as well as validity coefficients. Of concern was the possibility that, if range restriction produced an underestimate of criterion reliability, the use of such an estimate in correcting observed validity coefficients for attenuation could result in overestimating population validity, lb address this issue, 3 scenarios were considered: truncation on the predictor, truncation on an unobserved variable, and truncation on the criterion. The 3 scenarios were found to have substantial differences in their consequences for reliability and validity estimation. Although range restriction did result in an underestimate of criterion reliability, it is generally not the case that these underestimates will result in overestimates of validity if researchers make effective use of available information about the presence and degree of range restriction.

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