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Adverse Impact : Implications for Organizational Staffing and High Stakes Selection.
This text is the best single repository for a comprehensive examination of the scientific research and practical issues associated with adverse impact. Adverse impact occurs when there is a significant difference in organizational outcomes to the disadvantage of one or more groups defined on the bas...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Hoboken :
Taylor & Francis,
2009.
|
| Temas: | |
| Acceso en línea: | Texto completo |
MARC
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| 082 | 0 | 4 | |a 658.3/112 |
| 049 | |a UAMI | ||
| 100 | 1 | |a Outtz, James L. | |
| 245 | 1 | 0 | |a Adverse Impact : |b Implications for Organizational Staffing and High Stakes Selection. |
| 260 | |a Hoboken : |b Taylor & Francis, |c 2009. | ||
| 300 | |a 1 online resource (585 pages) | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 505 | 0 | |a Book Cover; Title; Copyright; Contents; Series Foreword; Preface; Contributors; Section I: Background; 1 Adverse Impact: History and Evolution; 2 An Analysis of Two Methods for Assessing and Indexing Adverse Impact: A Disconnect Between the Academic Literature and Some Practice; Section II: Theoretical Perspectives; 3 A Theory of Adverse Impact; 4 Revisiting g: Intelligence, Adverse Impact, and Personnel Selection; Section III: Adverse Impact and Traditional Selection Theory; 5 How a Broader Definition of the Criterion Domain Changes Our Thinking About Adverse Impact. | |
| 505 | 8 | |a 6 What Are the Criteria for Adverse Impact?Section IV: Facets of the Adverse Impact Problem; 7 Adverse Impact in Employee Selection Procedures From the Perspective of an Organizational Consultant; 8 Performance Ratings: Then and Now; 9 Perspectives on Adverse Impact in Work Performance: What We Know and What We Could Learn More About; 10 Validity, Utility, and Adverse Impact: Practical Implications From 30 Years of Data; 11 Cut Scores and Adverse Impact; 12 Subgroup Differences on Cognitive Tests in Contexts Other Than Personnel Selection. | |
| 505 | 8 | |a Section V: Adverse Impact From an International Perspective13 International Perspectives on Adverse Impact: Europe and Beyond; 14 Adverse Impact in South Africa; Section VI: Methods of Reducing Adverse Impact; 15 Balancing Adverse Impact, Selection Errors, and Employee Performance in the Presence of Test Bias; 16 Reductions in Measured Subgroup Mean Differences: What Is Possible?; 17 Decision Aids for Addressing the Validity-Adverse Impact Trade-Off; 18 A Five-Year Journey With Coca-Cola; 19 Conclusions; Author Index; Subject Index. | |
| 520 | |a This text is the best single repository for a comprehensive examination of the scientific research and practical issues associated with adverse impact. Adverse impact occurs when there is a significant difference in organizational outcomes to the disadvantage of one or more groups defined on the basis of demographic characteristics such as race, ethnicity, gender, age, religion, etc. This book shows, based on scientific research, how to design selection systems that minimize subgroup differences. The primary object of this volume in the SIOP series is to bring together renowned experts in this. | ||
| 588 | 0 | |a Print version record. | |
| 590 | |a ProQuest Ebook Central |b Ebook Central Academic Complete | ||
| 650 | 0 | |a Employee selection. | |
| 650 | 0 | |a Employment tests. | |
| 650 | 0 | |a Personnel management. | |
| 650 | 0 | |a Psychology, Industrial. | |
| 650 | 2 | |a Personnel Selection | |
| 650 | 2 | |a Personnel Management | |
| 650 | 2 | |a Psychology, Industrial | |
| 650 | 4 | |a Employee selection. | |
| 650 | 4 | |a Employment tests. | |
| 650 | 4 | |a Personnel management. | |
| 650 | 4 | |a Psychology, Industrial. | |
| 650 | 4 | |a Business. | |
| 650 | 4 | |a Physics. | |
| 650 | 6 | |a Personnel |x Sélection. | |
| 650 | 6 | |a Personnel |x Sélection |x Tests. | |
| 650 | 6 | |a Personnel |x Direction. | |
| 650 | 6 | |a Psychologie du travail. | |
| 650 | 7 | |a Employee selection |2 fast | |
| 650 | 7 | |a Employment tests |2 fast | |
| 650 | 7 | |a Personnel management |2 fast | |
| 650 | 7 | |a Psychology, Industrial |2 fast | |
| 758 | |i has work: |a Adverse impact (Text) |1 https://id.oclc.org/worldcat/entity/E39PCGc7QQBcpc76FKh8Qh6BT3 |4 https://id.oclc.org/worldcat/ontology/hasWork | ||
| 776 | 0 | 8 | |i Print version: |a Outtz, James L. |t Adverse Impact : Implications for Organizational Staffing and High Stakes Selection. |d Hoboken : Taylor & Francis, ©2009 |z 9780805863741 |
| 856 | 4 | 0 | |u https://ebookcentral.uam.elogim.com/lib/uam-ebooks/detail.action?docID=668520 |z Texto completo |
| 938 | |a EBL - Ebook Library |b EBLB |n EBL668520 | ||
| 994 | |a 92 |b IZTAP | ||