Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact.

Corte, Wilfried De

doi:10.1037/0021-9010.84.5.695

Cited by 30 publications

(34 citation statements)

References 16 publications

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“…Initial evidence obtained by Oswald et al (2004) seems to provide evidence that this is the case. In addition, SJT research in personnel selection has generally found lower subgroup differences for SJTs than for cognitive ability tests (Clevenger et al, 2001;Motowidlo et al, 1990;Weekley & Jones, 1997, 1999, even though the occurrence of adverse impact seems to be moderated by the presentation method (Chan & Schmitt, 1997) and the constructs measured by the SJTs (Schmitt, Clause, & Pulakos, 1996). In particular, SJTs with a lower cognitive loading seem to have less adverse impact than SJTs that are more g-loaded.…”

Section: Future Research Directionsmentioning

confidence: 99%

The Operational Validity of a Video-Based Situational Judgment Test for Medical College Admissions: Illustrating the Importance of Matching Predictor and Criterion Construct Domains.

Lievens

Buyse

Sackett

2005

Journal of Applied Psychology

135

160

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This study is part of a trend of examining noncognitive predictors, for example, a situational judgment test (SJT), as supplements to cognitive predictors for making college admission decisions. The authors examined criterion data over multiple academic years and universities. The criterion domain was broadly conceptualized, including both cognitive and interpersonal domains. The sample consisted of 7,197 candidates of the Medical and Dental Studies Admission Exam in Belgium. Results confirmed the importance of cognitive predictors. A video-based SJT was differentially valid for predicting overall grade point average for different curricula. The SJT showed incremental validity over cognitively oriented measures for curricula that included interpersonal courses, but not for other curricula. The SJT became more valid through the years. This demonstrates the importance of carefully specifying predictor-criterion linkages and of differentiating both predictor and criterion constructs.

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Section: Future Research Directionsmentioning

confidence: 99%

The Operational Validity of a Video-Based Situational Judgment Test for Medical College Admissions: Illustrating the Importance of Matching Predictor and Criterion Construct Domains.

Lievens

Buyse

Sackett

2005

Journal of Applied Psychology

135

160

View full text Add to dashboard Cite

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“…Increasing the weights of the work performance dimensions less susceptible to ethnic or gender differences and decreasing the weights associated with dimensions on which larger differences exist would also reduce adverse impact on the composite criterion (De Corte, 1999;Hattrup, Rock & Scalia, 1997). The weighing of performance dimensions should, however, only reflect the relative importance of the various competencies in achieving the objective for which the job exists.…”

Section: Psychometric Testing and The Law 111mentioning

confidence: 99%

Confessions, scapegoats and flying pigs: Psychometric testing and the law

Theron

2007

SA j ind psychol

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The use of psychometric tests in personnel selection has been regarded with an extraordinary degree of suspicion and scepticism. This is especially true when selection occurs in respect of a diverse applicant group. Concern is expressed about the seemingly uncritical embracing of specific tenets related to the use of psychometric tests in personnel selection in the absence of any systematic coherent psychometric argument to justify these beliefs. The absence of such a supporting psychometric rationale seems unfortunate in as far as it probably would inhibit the independent critical evaluation of the psychometric merits of these generally accepted beliefs. Specific beliefs related to selection fairness, measurement bias and adverse impact are critically examined.

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“…Other recent selection research has focused on the selection interview (e.g., Barrick, Patton, & Haugland, 2000;Cortina, Goldstein, Payne, Davison, & Gilliland, 2000;Ganzach, Kluger, & Klayman, 2000), test-taking motivation (e.g., Sanchez, Truxillo, & Bauer, 2000), applicant reactions to selection systems (Ryan & Ployhart, 2000), and adverse impact (e.g., Bobko, Roth, & Potosky, 2000;De Corte, 1999;Ryan, Ployhart, & Friedel, 1998). Much of this research explores the role of personality and/or cognitive ability, providing further evidence as to the importance of these constructs in the selection literature.…”

Section: Single Practice Research At the Individual Levelmentioning

confidence: 99%

Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research

Wright

Boswell

2002

Journal of Management

734

261

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Since the early 1980's the field of HRM has seen the independent evolution of two independent subfields (strategic and functional), which we believe is dysfunctional to the field as a whole. We propose a typology of HRM research based on two dimensions: Level of analysis (individual/ group or organization) and number of practices (single or multiple). We use this framework to review the recent research in each of the four subareas. We argue that while significant progress has been made within each area, the potential for greater gains exists by looking across each area. Toward this end we suggest some future research directions based on a more integrative view of HRM. We believe that both areas can contribute significantly to each other resulting in a more profound impact on the field of HRM than each can contribute independently. http://www.ilr.cornell.edu/cahrs This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research available to others interested in preliminary form to encourage discussion and suggestions. Desegregating HRM: A Review and Synthesis CAHRS WP02-11Page 3 AbstractSince the early 1980's the field of HRM has seen the independent evolution of two independent subfields (strategic and functional), which we believe is dysfunctional to the field as a whole. We propose a typology of HRM research based on two dimensions: Level of analysis (individual/ group or organization) and number of practices (single or multiple). We use this framework to review the recent research in each of the four sub-areas. We argue that while significant progress has been made within each area, the potential for greater gains exists by looking across each area. Toward this end we suggest some future research directions based on a more integrative view of HRM. We believe that both areas can contribute significantly to each other resulting in a more profound impact on the field of HRM than each can contribute independently.The authors wish to thank Michael Wesson, Quinetta Roberson, Christopher Collins and two anonymous reviewers for their helpful comments on an earlier draft of this paper. The first author also wishes to acknowledge that support for the preparation of this paper was provided by the Center for Advanced Human Resource Studies at Cornell University. While these reviews have commendably identified some of the major issues surrounding the various aspects of HRM, they have consistently segregated different aspects of the field, most notably the macro (strategic) and micro (functional) sides. It is our belief that while there is much yet to be discovered in each of these areas, the time is ripe to unify the field. Through examining the linkages between these sub-fields, we attempt to integrate the previously independent issues and concerns. The purpose of this paper is to provide a framework for identifying the intersections of macro and micro HRM research and to explore how those intersections can result in more profound research ...

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Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact.

Cited by 30 publications

References 16 publications

The Operational Validity of a Video-Based Situational Judgment Test for Medical College Admissions: Illustrating the Importance of Matching Predictor and Criterion Construct Domains.

The Operational Validity of a Video-Based Situational Judgment Test for Medical College Admissions: Illustrating the Importance of Matching Predictor and Criterion Construct Domains.

Confessions, scapegoats and flying pigs: Psychometric testing and the law

Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research

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