The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance.

Hattrup, Keith; Rock, Joanna; Scalia, Christine

doi:10.1037//0021-9010.82.5.656

Journal of Applied Psychology

1997

DOI: 10.1037//0021-9010.82.5.656

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The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance.

Keith Hattrup¹,

Joanna Rock²,

Christine Scalia³

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Cited by 8 publications

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A Practical Procedure to Estimate the Quality and the Adverse Impact of Single–Stage Selection Decisions

Corte¹,

Lievens²

2003

Int J Selection Assessment

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The quandary posed by the conflicting goals of valid selection and a diverse workforce is one of the most perplexing problems facing the practice of personnel selection today. To help address the issue, the article presents a comprehensive method and a related computer program to estimate the expected adverse impact and the expected quality of the majority, the minority and the total selected work force. Compared to previous related procedures, the present method is much more general as it can address situations with both multiple predictor and multiple criterion dimensions. In addition, the expected effects can be computed given the overall selection ratio and the estimates are derived analytically and, hence, are accurate. To assist the selection practitioner, the method is made available as a free download from the Internet.

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A Practical Procedure to Estimate the Quality and the Adverse Impact of Single–Stage Selection Decisions

Corte¹,

Lievens²

2003

Int J Selection Assessment

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Derivation and Implications of a Meta‐analytic Matrix Incorporating Cognitive Ability, Alternative Predictors, and Job Performance

Bobko¹,

Roth²,

Potosky

1999

Personnel Psychology

197

240

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A variety of recent articles in the personnel selection literature have used analyses of meta-analytically derived matrices to draw general conclusions for the field. The purpose of this article is to construct a matrix that incorporates as complete information as possible on the relationships among cognitive ability measures, three sets of alternative predictors, and job performance, We build upon a starting matrix used by Schmitt, Rodgers, Chan, Sheppard, and Jennings (1997). Mean differences, by race, for each of the measures and the potential for adverse impact of predictor composites are also considered. We demonstrate that the use of alternative predictors alone to predict job performance (in the absence of cognitive ability) lowers the potential for adverse impact. However, in contrast to recent claims, adverse impact continues to occur at many commonly used selection ratios. Future researchers are encouraged to use our matrix and to expand upon it as new primary research becomes available. We also report and reaffirm many methodological lessons along the way, including the many judgment calls that appear in an effort of this magnitude and a reminder that the field could benefit from even greater conceptual care regarding what is labeled an "alternative predictor." Directions for future meta-analyses and for future primary research activities are also derived. Although cognitive ability has been consistently demonstrated to be a significant, and predictively useful, correlate of job performance (e.g.,

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Can Changes in Differential Dropout Rates Reduce Adverse Impact? A Computer Simulation Study of a Multi‐wave Selection System

Tam

Murphy

Lyall

2004

Personnel Psychology

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A simulation was used to explore the effects of variations in the rate at which applicants drop out of selection processes on racial differences in selection outcomes. Archival data was used to simulate a realistic range of selection scenarios in which test score differences between groups and selection ratios varied. The basis for dropping out was manipulated in two separate studies. Study 1 simulated dropout decisions that occurred at random within racial subgroups; in this study, dropout rates of minority versus White candidates were varied. Study 2 examined dropout decisions that occurred as a function of test scores. Results from both studies showed that mean test score differences between White and minority applicants have the largest influence on adverse impact. Interventions designed to reduce the tendency of minority applicants to withdraw from selection are likely to have, at best, small effects on the adverse impact of selection tests.

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The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance.

Cited by 8 publications

References 0 publications

A Practical Procedure to Estimate the Quality and the Adverse Impact of Single–Stage Selection Decisions

A Practical Procedure to Estimate the Quality and the Adverse Impact of Single–Stage Selection Decisions

Derivation and Implications of a Meta‐analytic Matrix Incorporating Cognitive Ability, Alternative Predictors, and Job Performance

Can Changes in Differential Dropout Rates Reduce Adverse Impact? A Computer Simulation Study of a Multi‐wave Selection System

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