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Unintended Consequences of EEO Enforcement Policies: Being Big is Worse than Being Bad
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Unintended Consequences of EEO Enforcement Policies: Being Big is Worse than Being Bad (2012)Unintended Consequences of EEO Enforcemen…Using effect size measures to reform the determination of adverse impact in equal employment litigation. (2012)Using effect size measures to…The Uniform Guidelines Are a Detriment to the Field of Personnel Selection (2011)The Uniform Guidelines Are a …Adverse impact: Implications for organizational staffing and high-stakes selection (2010)Adverse impact: Implications …Adverse Impact: History and Evolution (2010)Adverse Impact: History and E…Uniform Guidelines on Employee Selection Procedures (2007)Uniform Guidelines on Employe…Modeling the behavior of the 4/5ths rule for determining adverse impact: Reasons for caution. (2006)Modeling the behavior of the …Employment Discrimination Litigation: Behavioral, Quantitative, and Legal Perspectives (2005)Employment Discrimination Lit…The earth is round (p < .05). (1994)The earth is round (p < .05).The relationship of validity coefficients to the practical effectiveness of tests in selection: discussion and tables. (1939)The relationship of validity …Belief in the law of small numbers. (1971)The file drawer problem and tolerance for null results. (1979)Effect size, confidence interval and statistical significance: a practical guide for biologists (2007)Effect size estimates: Current use, calculations, and interpretation. (2011)The Logic of Scientific Discovery (2013)Estimating Psychological Networks and their Accuracy: A Tutorial Paper (2016)Handbook of Industrial and Organizational Psychology. (1977)THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS (1991)Comparative evaluation of three situational judgment test response formats in terms of construct-related validity, subgroup differences, and susceptibility to response distortion. (2014)Differential Validity and Differential Prediction of Cognitive Ability Tests: Understanding Test Bias in the Employment Context (2015)Methods of Meta-Analysis: Correcting Error and Bias in Research Findings (2015)Using the IAT to predict ethnic and racial discrimination: Small effect sizes of unknown societal significance. (2015)The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. (1998)THE BIG FIVE PERSONALITY TRAITS, GENERAL MENTAL ABILITY, AND CAREER SUCCESS ACROSS THE LIFE SPAN (1999)Testing for adverse impact when sample size is small. (2008)Not Seeing Clearly With Cleary: What Test Bias Analyses Do and Do Not Tell Us (2010)“Give us your social networking site passwords”: Implications for personnel selection and personality (2014)Managing the human resources (2007)Forced distribution rating systems: When does “rank and yank” lead to adverse impact? (2014)New Effect Sizes for Tests of Categorical Moderation and Differential Prediction (2016)Empirical attrition modelling and discrimination: Balancing validity and group differences (2021)STRUCTURED INTERVIEWING: RAISING THE PSYCHOMETRIC PROPERTIES OF THE EMPLOYMENT INTERVIEW (1988)The effects of staffing and training on firm productivity and profit growth before, during, and after the Great Recession. (2013)Principles for the Validation and Use of Personnel Selection Procedures (2018)Explaining the black–white gap in cognitive test scores: Toward a theory of adverse impact. (2015)The Legal Context of the Management of Human Resources (2017)Discrimination in online ad delivery (2013)Certifying and Removing Disparate Impact (2015)Mitigating bias in algorithmic hiring (2020)Multiple categorization in resume screening: Examining effects on hiring discrimination against Arab applicants in field and lab settings (2011)Intelligence is multidimensional: Theoretical review and implications of specific cognitive abilities (2014)The role of attention control in complex real-world tasks (2022)The Effect of Court-Ordered Hiring Quotas on the Composition and Quality of Police (2007)Stereotypes, Bias, and Personnel Decisions: Strange and Stranger (2008)Implicit Bias and Accountability Systems: What Must Organizations Do to Prevent Discrimination? (2009)
this work references cited by second hop

References

  • 1994The earth is round (p < .05).3,999 cited
  • 1939The relationship of validity coefficients to the practical effectiveness of tests in selection: discussion and tables.491 cited
  • 2007Uniform Guidelines on Employee Selection Procedures389 cited
  • 2010Adverse impact: Implications for organizational staffing and high-stakes selection92 cited
  • 2005Employment Discrimination Litigation: Behavioral, Quantitative, and Legal Perspectives77 cited
  • 2011The Uniform Guidelines Are a Detriment to the Field of Personnel Selection65 cited
  • 2006Modeling the behavior of the 4/5ths rule for determining adverse impact: Reasons for caution.58 cited
  • 2012Using effect size measures to reform the determination of adverse impact in equal employment litigation.19 cited
  • 2010Adverse Impact: History and Evolution18 cited

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