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The implications of the Civil Rights Act of 1964 for psychological assessment in industry.
2 references·4 citing·26 second hop
The implications of the Civil Rights Act of 1964 for psychological assessment in industry. (1966)The implications of the Civil Rights Act …The ad hoc committee on social impact of psychological assessment. (1965)The ad hoc committee on socia…EXPERIMENTAL FOUNDATIONS FOR APPLIED PSYCHOLOGY (1964)EXPERIMENTAL FOUNDATIONS FOR …AI for hiring in context: a perspective on overcoming the unique challenges of employment research to mitigate disparate impact (2022)AI for hiring in context: a p…A MATHEMATICAL STRUCTURE FOR ANALYZING FAIRNESS IN SELECTION1 (1980)A MATHEMATICAL STRUCTURE FOR …LA CONTESTATION DES TESTS 1 (1975)LA CONTESTATION DES TESTS 1A DIFFERENTIAL PREDICTION MODEL TO MODERATE THE EFFECTS OF HETEROGENEOUS GROUPS IN PERSONNEL SELECTION AND CLASSIFICATION1 (1969)A DIFFERENTIAL PREDICTION MOD…Moderating effects and differential reliability and validity. (1963)3. CURRENT PROBLEMS IN TEST PERFORMANCE OF JOB APPLICANTS: I (1966)THE VALIDITY OF ACADEMIC PREDICTORS FOR BLACK AND WHITE STUDENTS AT A PREDOMINANTLY WHITE UNIVERSITY1 (1971)Regressing group on individual effectiveness (1974)Test Bias, Differential Prediction, and a Revised Approach for Determining the Suitability of a Predictor in a Selection Context (2009)TEST BIAS: PREDICTION OF GRADES OF NEGRO AND WHITE STUDENTS IN INTEGRATED COLLEGES (1968)Development of a general solution to the problem of validity generalization. (1977)Handbook of Industrial and Organizational Psychology. (1977)Ethical standards of psychologists (1953)The Miseducation of American Teachers (1964)The Organization Man (2002)Psychological Tests and Personnel Decisions. (1958)On the social psychology of the psychological experiment: With particular reference to demand characteristics and their implications. (1962)Some determinants of job satisfaction: A study of the generality of Herzberg's theory. (1964)Employment Discrimination Law and Industrial Psychology: Social Science as Social Authority and the Co-Production of Law and Science (2011)The Association Across Europe (1951–1971) (2020)Guidelines for Testing Minority Group Children* (1964)MMPI: Professional use by professional people. (1964)The effects of positive vs. negative wording on subjects' validity ratings of “true” and “false” feedback statements (1978)Attitudes toward employment testing: Scale development, correlates, and "known-group" validation. (1989)Legal Ambiguity and Symbolic Structures: Organizational Mediation of Civil Rights Law (1992)The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. (1998)Choosing Prediction Over Explanation in Psychology: Lessons From Machine Learning (2017)THE ROLE OF LEGAL PRACTITIONERS IN MITIGATING CORPORATE RISKS IN NIGERIA: A COMPREHENSIVE REVIEW OF EXISTING LITERATURE ON THE STRATEGIES AND APPROACHES ADOPTED BY LEGAL PRACTITIONERS IN NIGERIA TO MITIGATE CORPORATE RISKS (2023)From Bias to Brilliance: The Impact of Artificial Intelligence Usage on Recruitment Biases in China (2024)Reducing AI bias in recruitment and selection: an integrative grounded approach (2025)
this work references cited by second hop

References

  • 1965The ad hoc committee on social impact of psychological assessment.15 cited
  • 1964EXPERIMENTAL FOUNDATIONS FOR APPLIED PSYCHOLOGY3 cited

Cited by

  • 1969A DIFFERENTIAL PREDICTION MODEL TO MODERATE THE EFFECTS OF HETEROGENEOUS GROUPS IN PERSONNEL SELECTION AND CLASSIFICATION152 cited
  • 2022AI for hiring in context: a perspective on overcoming the unique challenges of employment research to mitigate disparate impact42 cited
  • 1980A MATHEMATICAL STRUCTURE FOR ANALYZING FAIRNESS IN SELECTION121 cited
  • 1975LA CONTESTATION DES TESTS 13 cited

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