Using Lancaster's mid-P correction to the Fisher's exact test for adverse impact analyses

Adverse impact is often assessed by evaluating whether the success rates for 2 groups on a selection procedure are significantly different. Although various statistical methods have been used to analyze adverse impact data, Fisher's exact test (FET) has been widely adopted, especially when sample sizes are small. In recent years, however, the statistical field has expressed concern regarding the default use of the FET and has proposed several alternative tests. This article reviews Lancaster's mid-P (LMP) test (Lancaster, 1961), an adjustment to the FET that tends to have increased power while maintaining a Type I error rate close to the nominal level. On the basis of Monte Carlo simulation results, the LMP test was found to outperform the FET across a wide range of conditions typical of adverse impact analyses. The LMP test was also found to provide better control over Type I errors than the large-sample Z-test when sample size was very small, but it tended to have slightly lower power than the Z-test under some conditions.     

Being moved

In this paper, we argue that, barring a few important exceptions, the phenomenon we refer to using the expression “being moved” is a distinct type of emotion. In this paper’s first section, we motivate this hypothesis by reflecting on our linguistic use of this expression. In section two, pursuing a methodology that is both conceptual and empirical, we try to show that the phenomenon satisfies the five most commonly used criteria in philosophy and psychology for thinking that some affective episode is a distinct emotion. Indeed, being moved, we claim, is the experience of a positive core value (particular object) perceived by the moved subject as standing out (formal object) in the circumstances triggering the emotion. Drawing on numerous examples, we describe the distinctively rich phenomenology characteristic of the experience as well as the far-reaching action-tendencies and functions associated with it. Having thus shown that the candidate emotion seem to satisfy the five criteria, we go on, in section three, to compare it with sadness and joy, arguing that it should not be confused with either. Finally, in section four, we illustrate the explanatory power of our account of “being moved” by showing how it can shed light on, and maybe even justify, the widespread distrust we feel towards the exhibition of ‘sentimentality’. On the whole and if we are right, we have uncovered an emotion which, though never or rarely talked about, is of great interest and no small importance.     

A review of Evidence‐Based Evaluation of Measures for Assessing Social and Emotional Well‐Being in Indigenous Australians

Addressing low levels of social and emotional well‐being (SEWB) in Indigenous communities has been a national strategic priority for over 10 years and yet progress in assessing the impact of interventions has been slow. One of the key factors limiting the development of evidence‐based practice has been the lack of well‐validated instruments to assess SEWB and how it changes over time as a result of intervention. This article systematically reviews available measures, classifying them in terms of the evidence base that exists to support their use. It is concluded that there is an ongoing need to develop psychometrically sound, comprehensive, culturally appropriate measures to operationalise Indigenous SEWB at a population health, programme evaluation, and clinical level. It is suggested that seven pathways be followed to achieve this goal, including the need to recognise that the gold standard status for Indigenous measurement tools cannot be ascribed based on evidence‐based assessment criteria alone.     

THE DIVERSITY–VALIDITY DILEMMA: OVERVIEW AND LEGAL CONTEXT

Due to racioethnic and sex subgroup differences on predictor scores in many selection procedures, it is difficult for organizations to simultaneously maximize the validity of their selection procedures and hire a diverse workforce. One response to this diversity–validity dilemma is to revise the selection procedures, an approach developed by Ployhart and Holtz (this issue, 2008) . A second possible response is to use affirmative action to increase workforce diversity, an approach developed by Kravitz (this issue, 2008) . This paper briefly presents the legal context that motivates and constrains these approaches. We begin by defining key terms, describing adverse impact, and outlining the burden of proof in adverse impact cases. We then turn to the use of racioethnic minority and female preferences, summarizing some key court decisions and the conditions under which private and public employers may use preferences.     

Pareto‐Optimal Predictor Composite Formation: A complementary approach to alleviating the selection quality/adverse impact dilemma

In our rejoinder to the comments of Kehoe (this issue) and Potosky, Bobko and Roth (this issue) we emphasize that our proposal on Pareto‐optimal predictor composite formation is a complementary and not a competitive alternative for reducing the tension between selection quality and adverse impact. Our work addresses the decisions to be made once one has decided to use a predictor composite. We also further clarify the basic features of Pareto‐optimal tradeoffs and Pareto‐optimal composites within the context of personnel selection. In particular, we indicate that Pareto‐optimal tradeoffs between validity and adverse impact emerge because these goals are different and not because of any dualism between them.     

DERIVATION AND IMPLICATIONS OF A META-ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE

A variety of recent articles in the personnel selection literature have used analyses of meta-analytically derived matrices to draw general conclusions for the field. The purpose of this article is to construct a matrix that incorporates as complete information as possible on the relationships among cognitive ability measures, three sets of alternative predictors, and job performance, We build upon a starting matrix used by Schmitt, Rodgers, Chan, Sheppard, and Jennings (1997). Mean differences, by race, for each of the measures and the potential for adverse impact of predictor composites are also considered. We demonstrate that the use of alternative predictors alone to predict job performance (in the absence of cognitive ability) lowers the potential for adverse impact. However, in contrast to recent claims, adverse impact continues to occur at many commonly used selection ratios. Future researchers are encouraged to use our matrix and to expand upon it as new primary research becomes available. We also report and reaffirm many methodological lessons along the way, including the many judgment calls that appear in an effort of this magnitude and a reminder that the field could benefit from even greater conceptual care regarding what is labeled an "alternative predictor." Directions for future meta-analyses and for future primary research activities are also derived.     

Ethnic and gender subgroup differences in assessment center ratings: a meta-analysis

Assessment centers are widely believed to have relatively small standardized subgroup differences (d). However, no meta-analytic review to date has examined ds for assessment centers. The authors conducted a meta-analysis of available data and found an overall Black-White d of 0.52, an overall Hispanic-White d of 0.28, and an overall male-female d of -0.19. Consistent with our expectations, results suggest that Black-White ds in assessment center data may be larger than was previously thought. Hispanic-White comparisons were smaller than were Black-White comparisons. Females, on average, scored higher than did males in assessment centers. As such, assessment centers may be associated with more adverse impact against Blacks than is portrayed in the literature, but the predictor may have less adverse impact and be more "diversity friendly" for Hispanics and females.     

Adverse caregiving in early life: The trauma and deprivation distinction in young children

Knowledge and understanding about the impact of cumulative adverse experiences on the health and wellbeing of children, adolescents, and adults has rapidly expanded over the past 30 years. Despite the invaluable attention and support this proliferation has drawn to the importance of early childhood experiences, we believe that it is time to move beyond broad indices of risk and toward more specific and individualized understanding of how risk exposures are linked to clinical outcomes in young children. Within infant and early childhood mental health, there is a need for greater specificity in linking adverse caregiving experiences in early life to psychopathology in children. We highlight a framework distinguishing experiences of trauma from experiences of deprivation and use the examples of posttraumatic stress disorder and reactive attachment disorder to demonstrate how greater specificity in our understanding of early adverse caregiving can lead to more accurate and targeted diagnosis and treatment for young children. Both researchers and clinicians benefit from an approach to gain a greater appreciation of the links between specific types of experiences and outcomes in the children that we serve.     

When Being “Essential” Illuminates Disparities: Counseling Clients Affected by COVID‐19

The 2019 novel coronavirus (COVID‐19) has highlighted social disparities in the United States. This article examines how preexisting racial and ethnic disparities, exacerbated by COVID‐19, have negatively affected communities of color that tend to be overrepresented in lower socioeconomic groups, have limited access to health care and education, have an undocumented status, and work in jobs considered “essential.” Counselors are encouraged to use creative strategies to design and facilitate telecounseling and reduced‐ or no‐cost workshops in which attendees can participate safely. Specific cultural considerations, aspects of crisis management, and creative interventions that can be used with clients of color at an appropriate social distance are discussed. Counselors can also instill hope in their clients by promoting sociopolitical development. As the impact of COVID‐19 will be felt for years, it is crucial that counselors be prepared to address the needs of those disproportionately affected.     

Hope: Being Human in the Anthropocene

Given the calamities involved in climate change and the impact it is having – and will continue to have, on lives driven towards subsistence – what can be said about the goodness of creation? This essay explores how privileged theologians might rethink the notion of the common good in a situation where the majority are under-privileged. It argues for a need for imaginative investment to develop empathy, not sympathy; a need to listen in ways that are attentive and tending; and for a learning to accompany, such that dependence can be empowering when recognised and practised as mutual. Theologically, the sharing and accompaniment necessary has to be appreciated as inhering to the existence of all things, such that relationality and dependence are living expressions of the goodness of creation. Such sharing and accompaniment are expressions and incarnations of the uncreated goodness of the Triune God, operating in and through the ongoing processes of creation.     

Commentary on Pareto‐Optimality as a Rationale for Adverse Impact Reduction: What would organizations do?

This paper offers an organizational perspective about the Pareto‐optimality of trade‐offs between selection quality and adverse impact reduction described by De Corte, Lievens and Sackett. Based on considerations of culture and human resource strategy, the need to understand the impact of any trade‐off, and a desire to compare this approach to alternatives, it is concluded that organizations may be strategically disinclined to implement such trade‐offs and, if interested, organizations would desire more information than is available from the accumulated research in this domain. In particular, validity differences between Pareto‐optimal composites are not likely to be good indicators of selection quality differences and the comparative effectiveness of alternative approaches is not clear.     

On Being Responsible and Holding Responsible

A number of philosophers have recently argued that we should interpret the debate over moral responsibility as a debate over the conditions under which it would be “fair” to blame a person for her attitudes or conduct. What is distinctive about these accounts is that they begin with the stance of the moral judge, rather than that of the agent who is judged, and make attributions of responsibility dependent upon whether it would be fair or appropriate for a moral judge to react to the agent in various (negative) ways. This is problematic, I argue, because our intuitions about whether and when it would be fair to react negatively to another are sensitive to a host of considerations that appear to have little or nothing to do with an agent’s responsibility or culpability for her attitudes or behavior. If this is correct, then theories which make attributions of responsibility dependent upon the appropriateness of our reactions as moral judges will turn out to be fundamentally misguided. I am grateful to Barbara Herman, T. M. Scanlon, and two anonymous reviewers for The Journal of Ethics for their helpful comments on earlier drafts of this paper. I am also grateful to Pamela Hieronymi and the members of her Fall 2201 graduate seminar on moral responsibility at UCLA, and to the audience members at Simon Fraser University, for their valuable feedback on earlier versions of this material. My biggest debt of gratitude goes to Jean Roberts, for stimulating discussion and insightful commentary on multiple drafts of this paper.     

Being Helped and Being Harmed: A Theoretical Study of Employee Self-Concept and Receipt of Help

Employee self-concept has long been recognized as a critical factor determining employee performance-related outcomes. As such, a considerable amount of research attention has been paid to exploring employee self-concept. However, relatively little is known about how an employee’s self-concept may be affected when the employee is the recipient of help-giving behavior exhibited by other organizational members. Consequently, we attempt to develop a theoretical model describing how an employee’s self-concept, in the forms of task-specific self-efficacy (TSSE) and organization-based self-esteem (OBSE), is affected by receipt of help. Additionally, we investigate the moderating roles of locus of control (LOC) and individualism–collectivism. In particular, we propose that higher levels of help received result in lower levels of TSSE and OBSE perceived. Moreover, we posit that internal LOC strengthens the negative impact of receiving help on TSSE and OBSE. Furthermore, we argue that individualistic tendencies strengthen the negative relationship between receiving help and TSSE and OBSE. Consequently, our theoretical model provides important insights into understanding employee self-concept in the organization.     

Hybrid Identities and Just Being Yourself

Abstract

This paper points out a tension between Agustín Rayo’s criteria for singulartermhood and his explicit views on the status of Hybrid Identities, that is, identity statements that use singular terms from two different Systems of Representation, such as ‘7=Julius Caesar’ or more suggestively ‘I am b’ where ‘b’ is a singular term referring to my brain. It argues that non-trivial Hybrid Identities are common and important in philosophy and elsewhere, and it suggests a friendly alternative that involves treating Hybrid Identities on the model of Rayo’s ‘Just Is’ statements. The last section of the paper points out that even this friendly alternative has counterintuitive consequences when combined with the metaphysical conventionalism that Rayo finds attractive, when it comes to questions of personal identity over time.     

Metaphyiscal Nihilism and Necessary Being

This paper addresses the most fundamental question in metaphysics, Why is there something rather than nothing? The question is framed as a question about concrete entities, Why does a possible world containing concrete entities obtain rather than one containing no concrete entities? Traditional answers are in terms of there necessarily being some concrete entities, and include the possibility of a necessary being. But such answers are threatened by metaphysical nihilism, the thesis that there being nothing concrete is possible, and the subtraction argument for this thesis, an argument that is the subject of considerable recent debate. I summarize and extend the debate about the argument, and answer the threat it poses, turning the tables on it to show how the subtraction argument supports a cosmological argument for a necessary being.     

Loneliness and Attitudes Toward Being Alone in Belgian and Chinese Adolescents: Examining Measurement Invariance

Loneliness is an adverse phenomenon that tends to peak during adolescence. As loneliness is a subjective state, it is different from the objective state of being alone. People’s attitudes toward being alone can be more or less negative or positive. Cultures differ in the form and meaning of social behavior, interpersonal relationships, and time spent alone. However, for cross-cultural comparisons to be meaningful, measurement invariance of the measure should be established. The present study examined measurement invariance of the Loneliness and Aloneness Scale for Children and Adolescents (LACA) in a sample of 218 Belgian and 190 Chinese early adolescents, aged 11–15 years. Using nested multigroup confirmatory factor analyses, measurement invariance of the LACA across Belgium and China was established. More specifically, evidence was found for configural, metric, and partial scalar invariance. Because partial scalar invariance was established, the two cultural groups could be compared. No significant differences were found for peer-related loneliness. Regarding the attitudes toward aloneness, Belgian adolescents were more negative and less positive toward being alone than Chinese adolescents. The present study is encouraging for researchers who want to use the LACA for cross-cultural comparisons, in that we found evidence for measurement invariance across two disparate cultural groups speaking completely different languages.     

On Being Annoyed

What is it that unites episodes of the emotion of annoyance? The paper considers possible analyses of the content of the state of annoyance, and concludes that this emotion should be understood to involve a negative construal of an object, event, or state of affairs as having failed to exemplify one of a suite of kinds of everyday quality or excellence. This account permits us to see what is common to a varied range of superficially‐disjointed emotional responses, and to make sense of the conditions under which annoyance is appropriate or inappropriate. Moreover, it reveals something of what we care about in everyday and social contexts, in our ordinary dealings with persons and artefacts.     

Varenicline-induced mixed mood and psychotic episode in a patient with a past history of depression

Varenicline is a promising agent with demonstrated efficacy in the promotion of smoking cessation. However, from the time of initial trials, it has been associated with significant psychiatric adverse effects. We describe a case where mixed mood and psychotic disturbance developed in an individual with a history of depression and a family history of bipolar disorder. Based on this case, we hypothesize a possible mechanism of action for these adverse effects and preventive measures that could be undertaken in its effective use.     

Higher Cost,Lower Validity and Higher Utility: Comparing the Utilities of Two Tests that Differ in Validity,Costs and Selectivity

Traditional approaches to comparing the utility of two tests have not systematically considered the effects of different levels of selectivity that are feasible and appropriate in various selection situations. For example, employers who hope to avoid adverse impact often find they can be more selective with some tests than with others. We conducted two studies to compare the utilities of two tests that differ in costs, validity, and feasible levels of selectivity which can be employed. First, an analytical solution was conducted starting with a standard formula for utility. This analysis showed that for both fixed and variable hiring costs, a higher-cost, lower-validity procedure can have higher utility than a lower-cost, higher-validity procedure when the selection ratios permissible using the two procedures are sufficiently (yet realistically) different. Second, using a computer simulation method, several combinations of the critical variables were varied systematically to detect the limits of this effect in a finite set of specific selection situations. The results showed that the existence of more severe levels of adverse impact greatly reduced the utility of a written test with relatively high validity and low cost in comparison with an assessment center with lower validity and higher cost. Both studies showed that the consideration of selectivity can yield surprising conclusions about the comparative utility of two tests. Even if one test has lower validity and higher cost than a second test, the first may yield higher utility if it allows the organization to exercise stricter levels of selectivity.     

Chasing the Title VII Holy Grail: The Pitfalls of Guaranteeing Adverse Impact Elimination

Purpose

Title VII of the Civil Rights Act of 1964 provided industrial/organizational (I/O) psychologists with a unique role as professional test developers and consultants involved in assisting organizations in establishing the job-relatedness/validity defense to charges of discrimination, specifically charges based on an adverse or disparate impact theory. However, these activities have transmogrified into the fairly common occurrence of public municipalities and organizations demanding the reduction or absence of adverse impact as part of the scope of work or contracts and for practitioners and consultants to guarantee adverse impact reduction or elimination a priori. Plaintiffs and their experts also routinely argue that the observed adverse impact could have been allayed or eliminated if the defendant had only just used alternative testing methods. This then begs the following question: “Are there well established techniques and procedures that can reduce, minimize, or eliminate adverse impact in a predictable, generalizable, and replicable fashion in the same manner that we might guarantee validity?” The present paper seeks to answer this question.

Approach and Findings

With the preceding as a backdrop, the present paper identifies and discusses four overlooked critical attributes of adverse impact that collectively and in conjunction work against and obviate adverse impact reduction and elimination guarantees.

Conclusions and Implications

We conclude that the search for guaranteed adverse impact reduction or elimination is a “Holy Grail” and that we should avoid predictions and guarantees regarding adverse impact elimination in specific situations, including those based on the inclusion of “alternative” selection devices. However, in the context of civil rights legislation, and the intersection of I/O psychologists with said legislation, what we can guarantee as a science and profession are sound and valid tests and assessment devices that can be defended accordingly should the use of said tests and devices be challenged.