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Sample Size Required for Adverse Impact Analysis
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Sample Size Required for Adverse Impact Analysis (2001)Sample Size Required for Adverse Impact A…EEO Law and Personnel Practices (2010)EEO Law and Personnel Practic…SIGNIFICANCE TESTS AND CONFIDENCE INTERVALS FOR THE ADVERSE IMPACT RATIO (2000)SIGNIFICANCE TESTS AND CONFID…Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact. (1999)Weighing job performance pred…DERIVATION AND IMPLICATIONS OF A META‐ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE (1999)DERIVATION AND IMPLICATIONS O…Using personality testing to reduce adverse impact: A cautionary note. (1998)Using personality testing to …THE EFFECTS OF FORMING MULTI‐PREDICTOR COMPOSITES ON GROUP DIFFERENCES AND ADVERSE IMPACT (1997)THE EFFECTS OF FORMING MULTI‐…EXAMINING SELECTION UTILITY WHERE COMPETING PREDICTORS DIFFER IN ADVERSE IMPACT (1997)EXAMINING SELECTION UTILITY W…Adverse impact and predictive efficiency of various predictor combinations. (1997)Adverse impact and predictive…Statistical significance testing and cumulative knowledge in psychology: Implications for training of researchers. (1996)Statistical significance test…Intelligence: Knowns and unknowns. (1996)Intelligence: Knowns and unkn…The Handbook of Research Synthesis. (1995)The Handbook of Research Synt…The earth is round (p < .05). (1994)The earth is round (p < .05).Measures of effect size for categorical data. (1994)Measures of effect size for c…Another Analysis of the EEOCC “Four-Fifths” Rule (1979)Another Analysis of the EEOCC…Statistical power in criterion-related validation studies. (1976)Statistical power in criterio…Best practices in exploratory factor analysis: four recommendations for getting the most from your analysis (2020)Best practices in exploratory…Evaluating the use of exploratory factor analysis in psychological research. (1999)Sample size in factor analysis. (1999)Exploratory Factor Analysis: A Five-Step Guide for Novices (2010)Development and validation of the job crafting scale (2011)A Beginner’s Guide to Factor Analysis: Focusing on Exploratory Factor Analysis (2013)Best practices in exploratory factor analysis: four recommendations for getting the most from your analysis (2020)Design of Experiments (1936)Book Reviews: Statistical Methods for Meta-Analysis Larry V. Hedges and Ingram Olkin New York: Academic Press, 1985. xxii + 369 pp (1988)THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND PROSPECTS. (1996)Methods of Meta-Analysis: Correcting Error and Bias in Research Findings (2015)Bias in Mental Testing (1980)Measurement Theory for the Behavioral Sciences. (1982)PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS (1996)On Interpreting Stereotype Threat as Accounting for African American-White Differences on Cognitive Tests. (2004)GROUP DIFFERENCES IN PERSONALITY: META‐ANALYSES COMPARING FIVE U.S. RACIAL GROUPS (2008)Gender and leadership emergence: A meta‐analysis and explanatory model (2018)The Validity of Occupational Aptitude Tests. (1967)Psychological Tests and Personnel Decisions. (1968)Belief in the law of small numbers. (1971)Development of a general solution to the problem of validity generalization. (1977)A Typology of Mixed Methods Sampling Designs in Social Science Research (2015)The file drawer problem and tolerance for null results. (1979)Corporate Social and Financial Performance: A Meta-Analysis (2003)The Logic of Scientific Discovery (2013)Using PLS path modeling in new technology research: updated guidelines (2016)Assessing measurement model quality in PLS-SEM using confirmatory composite analysis (2019)THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS (1991)The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. (1998)Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research (2002)You can take it with you: Individual differences and expatriate effectiveness. (2006)The Oxford Handbook of Human Resource Management (2008)Handbook of Industrial and Organizational Psychology. (1977)Validity and utility of alternative predictors of job performance. (1984)A meta-analytic review of predictors of job performance for salespeople. (1998)Personality and job performance: The Big Five revisited. (2000)Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects (2008)Mind in Society: The Development of Higher Psychological Processes (1978)Frames of Mind: The Theory of Multiple Intelligences (1984)Cognition in Practice (1988)Emotional intelligence meets traditional standards for an intelligence (1999)Grit: Perseverance and passion for long-term goals. (2007)Psychological correlates of university students' academic performance: A systematic review and meta-analysis. (2012)Statistical methods in psychology journals: Guidelines and explanations. (1999)Effect size, confidence interval and statistical significance: a practical guide for biologists (2007)The Essential Guide to Effect Sizes (2010)Trim and Fill: A Simple Funnel‐Plot–Based Method of Testing and Adjusting for Publication Bias in Meta‐Analysis (2000)Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: Conceptual issues and research evidence. (2003)Methods for the thematic synthesis of qualitative research in systematic reviews (2008)
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References

  • 1994The earth is round (p < .05).4,014 cited
  • 1995The Handbook of Research Synthesis.3,657 cited
  • 1996Intelligence: Knowns and unknowns.2,922 cited
  • 1996Statistical significance testing and cumulative knowledge in psychology: Implications for training of researchers.1,031 cited
  • 1994Measures of effect size for categorical data.248 cited
  • 1999DERIVATION AND IMPLICATIONS OF A META‐ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE224 cited
  • 1976Statistical power in criterion-related validation studies.195 cited
  • 1997Adverse impact and predictive efficiency of various predictor combinations.162 cited
  • 1997THE EFFECTS OF FORMING MULTI‐PREDICTOR COMPOSITES ON GROUP DIFFERENCES AND ADVERSE IMPACT159 cited
  • 1998Using personality testing to reduce adverse impact: A cautionary note.92 cited
  • 2010EEO Law and Personnel Practices69 cited
  • 2000SIGNIFICANCE TESTS AND CONFIDENCE INTERVALS FOR THE ADVERSE IMPACT RATIO58 cited
  • 1997EXAMINING SELECTION UTILITY WHERE COMPETING PREDICTORS DIFFER IN ADVERSE IMPACT42 cited
  • 1999Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact.36 cited
  • 1979

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Another Analysis of the EEOCC “Four-Fifths” Rule
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