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

Cited by 62 publications

(88 citation statements)

References 34 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The standard deviations of the input parameter distributions (cf. the values reported between brackets in Table 1) are based on results presented by Bobko et al (1999); Hattrup, Rock, and Scalia (1997); Hough et al (2001); Hunter and Hunter (1984);…”

Section: Illustrationmentioning

confidence: 99%

Predicting adverse impact and mean criterion performance in multistage selection.

Corte

Lievens

Sackett

2006

Journal of Applied Psychology

View full text Add to dashboard Cite

The authors present an analytical method to assess the average criterion performance of the selected candidates as well as the adverse impact and the cost of general multistage selection decisions. The method extends previous work on the analytical estimation of multistage selection outcomes to the case in which the applicant pool is a mixture of applicant populations that differ in their average performance on the selection predictors. Next, the method was used to conduct 3 studies of important issues practitioners and researchers have with multistage selection processes. Finally, the authors indicate how the method can be integrated into a broader analytical framework to design multistage selection decisions that achieve intended levels of selection cost, workforce quality, and workforce diversity.

show abstract

Section: Illustrationmentioning

confidence: 99%

Predicting adverse impact and mean criterion performance in multistage selection.

Corte

Lievens

Sackett

2006

Journal of Applied Psychology

View full text Add to dashboard Cite

show abstract

“…Ethnic score differences between .50 SD and 1.50 SD on cognitive ability tests have often been found (e.g., Herrnstein & Murray, 1994). However, evidence has been found that ethnic differences in cognitive ability test scores are considerably larger than ethnic differences in measures of job performance (Hattrup, Rock, & Scalia, 1997;Waldman & Avolio, 1991).…”

Section: Objective Measures Cognitive Ability Testsmentioning

confidence: 99%

Applicant and Method Factors Related to Ethnic Score Differences in Personnel Selection: A Study at the Dutch Police

Meijer¹,

Born²,

Terlouw³

et al. 2006

Human Performance

View full text Add to dashboard Cite

The aim of this study was to examine applicant and method factors related to ethnic score differences on a cognitive ability test, a personality test, an assessment center (AC), an employment interview, and a final employment recommendation in the context of police officer selection (N = 13,526). Score differences between the majority group and the first-generation minority groups were comparable to research findings from the literature. However, score differences between the majority group and second-generation minority groups were much smaller. On the cognitive ability test and the personality test most variability was explained by Dutch language-proficiency. Confirming assumed-characteristics theory, more variability on the interview and the employment recommendation was explained by Dutch language-proficiency and education than on the AC. Unsupportive of complexity-extremity theory, there seemed to be a general tendency to give lower scores to the ethnic minority group.The personnel selection literature has extensively investigated differences on psychological measures between ethnic minority and majority groups. This study focuses on ethnicity-related applicant demographics, such as language-proficiency and education, and their interplay with selection-method factors in their impact on test scores.

show abstract

“…impact (Hattrup, Rock, & Scalia, 1997;Sackett & Ellingson, 1997). Weighting task performance less than contextual performance in the overall performance measure will make cognitive ability less important in hiring and will lead to less adverse impact (Hattrup et al, 1997).…”

Section: Applicants Will Infer Job and Organizational Information Basedmentioning

confidence: 99%

Attracting and selecting: What psychological research tells us

Ryan

Tippins²

2004

Human Resource Management

View full text Add to dashboard Cite

HR professionals are challenged to address an organization's varied needs when it comes to recruiting and staffing. One often hears that the proposed solution to a "people problem" is to do a better job in the recruiting process of attracting better people, do a better job in the hiring process of identifying future stars and "weeding out" the problems, and do a better job of attracting and selecting a more diverse workforce. Moreover, organizational demands require that HR professionals accomplish these goals quickly and in a cost-effective manner. HR professionals are continually called upon to come up with new strategies for attraction, new tools for selection, and new ways to enhance workforce diversity, while incorporating the sometimes competing needs and views of varied stakeholders-the hiring managers, the applicants, the legal department, recruiters, labor unions, other external groups, and so on.While recruitment and staffing strategies and tools are sometimes prone to fads, there is a substantial body of research to guide HR professionals in meeting these challenges. In this article, we will discuss four areas where this research can provide some clarity regarding what works and what does not, yet where the research often gets overlooked. These four areas are (1)

show abstract

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

Cited by 62 publications

References 34 publications

Predicting adverse impact and mean criterion performance in multistage selection.

Predicting adverse impact and mean criterion performance in multistage selection.

Applicant and Method Factors Related to Ethnic Score Differences in Personnel Selection: A Study at the Dutch Police

Attracting and selecting: What psychological research tells us

Contact Info

Product

Resources

About