PRIOR SELECTION CAUSES BIASED ESTIMATES OF STANDARDIZED ETHNIC GROUP DIFFERENCES: SIMULATION AND ANALYSIS

Assessment of standardized ethnic group differences ( d ) on predictors of job performance has become an important issue for applied psychologists. A number of studies have used an experimental design in which the predictor of interest was administered after an initial screening predictor. We examined the influence of prior selection on a first predictor on observed ds for second predictors in multiple-hurdle selection systems. Results of a Monte Carlo simulation indicate observed dson the second predictor are underestimated in the presence of prior selection on another predictor. More important, "downward bias" in observed standardized ethnic group difference is substantial (30-70%) when selection ratios are low, standardized ethnic group differences on the screening predictor are high, and when the first and second predictors correlate above .30. Researchers should consider the influence of range restriction in designing studies of ethnic group differences and comparing ds across predictors, particularly when data are collected under a multiple-hurdle design.     

Forming Composites of Cognitive Ability and Alternative Measures to Predict Job Performance and Reduce Adverse Impact: Corrected Estimates and Realistic Expectations

Although there has been empirical attention paid to the criterion‐related validity of predictor composites, there has been much less attention paid to the standardized ethnic group differences associated with these composites. One important area of inquiry in predictor composite research is the influence of adding predictors to a test of general mental ability. The limited empirical literature on this practice is mixed, but the prevailing expectation is that there is likely to be higher validity and less adverse impact. Unfortunately, much of the previous work is limited by the presence of inaccurate validity and standardized ethnic group difference values. In this analysis we formed meta‐analytic matrices to more accurately estimate the validity and standardized ethnic group differences of several composites that combine a measure of cognitive ability with measures of conscientiousness, a structured interview, or biodata. While results were somewhat complex, we found that adding alternative predictors does not result in a situation in which validity automatically goes up and adverse impact potential automatically goes down. In fact, the reductions in adverse impact (if any) from adding “non‐cognitive” predictors were more modest than much of the literature suggests.     

ETHNIC GROUP DIFFERENCES IN COGNITIVE ABILITY IN EMPLOYMENT AND EDUCATIONAL SETTINGS: A META-ANALYSIS

The cognitive ability levels of different ethnic groups have interested psychologists for over a century. Many narrative reviews of the empirical literature in the area focus on the Black-White differences, and the reviews conclude that the mean difference in cognitive ability ( g ) is approximately 1 standard deviation; that is, the generally accepted effect size is about 1.0. We conduct a meta-analytic review that suggests that the one standard deviation effect size accurately summarizes Black-White differences for college application tests (e.g., SAT) and overall analyses of tests of g for job applicants in corporate settings. However, the 1 standard deviation summary of group differences fails to capture many of the complexities in estimating ethnic group differences in employment settings. For example, our results indicate that job complexity, the use of within job versus across job study design, focus on applicant versus incumbent samples, and the exact construct of interest are important moderators of standardized group differences. In many instances, standardized group differences are less than 1 standard deviation. We conduct similar analyses for Hispanics, when possible, and note that Hispanic-White differences are somewhat less than Black-White differences.     

Standardized or simple effect size: What should be reported?

It is regarded as best practice for psychologists to report effect size when disseminating quantitative research findings. Reporting of effect size in the psychological literature is patchy – though this may be changing – and when reported it is far from clear that appropriate effect size statistics are employed. This paper considers the practice of reporting point estimates of standardized effect size and explores factors such as reliability, range restriction and differences in design that distort standardized effect size unless suitable corrections are employed. For most purposes simple (unstandardized) effect size is more robust and versatile than standardized effect size. Guidelines for deciding what effect size metric to use and how to report it are outlined. Foremost among these are: (i) a preference for simple effect size over standardized effect size, and (ii) the use of confidence intervals to indicate a plausible range of values the effect might take. Deciding on the appropriate effect size statistic to report always requires careful thought and should be influenced by the goals of the researcher, the context of the research and the potential needs of readers.     

Cross‐examination: The Testimony of Children With and Without Intellectual Disabilities

The present study assessed how children with a range of cognitive abilities fared during a mock cross‐examination. Ninety children (aged 4 to 11 years; 18 with intellectual disabilities, 13 with borderline intellectual disabilities and 59 who were typically developing) witnessed a staged event, participated in an initial forensic interview (a few days later) and were cross‐examined by a barrister‐in‐training (10 months later). During cross‐examination, 98% of all children changed at least one response from their initial interview when challenged. However, group differences in performance (total number of changed responses, ‘resistance’ to challenges), controlling for age and memory for event details, were not significant or did not prove reliable at the level of individual group contrasts. Overall, little robust evidence for group differences in performance on cross‐examination could be identified, and memory for event details was the most reliable predictor of performance. Copyright © 2013 John Wiley & Sons, Ltd.     

WORK SAMPLE TESTS IN PERSONNEL SELECTION: A META‐ANALYSIS OF BLACK–WHITE DIFFERENCES IN OVERALL AND EXERCISE SCORES

Work sample exams are generally thought to have either low or comparatively low levels of ethnic group differences when used for personnel selection. Such exams are sometimes called “simulation exercises” and involve having applicants perform a set of tasks that are similar to those performed on the job. The nearly ubiquitous meta‐analytic value of Black–White subgroup differences in the literature is d= .38. Unfortunately, this estimate is plagued by a variety of problems (e.g., range restriction, inclusion of nonwork sample tests). Further, there are virtually no analyses that examine how the saturation of different constructs influence work sample tests. We gathered available data for Black–White ethnic group differences and found that overall work sample differences were markedly larger for samples of job applicants (d= .73) than previously thought. We also examined how different exercises and saturation of different constructs influenced work sample ds. For example, work sample test ratings of cognitive and job knowledge skills were associated with a mean observed d= .80, whereas ratings of various social skills were associated with mean observed ds that varied from .21 to .27. We urge scientists and practitioners to consider both the method and the constructs that are targeted when forecasting predictor ds.     

Ethnic group differences in measures of job performance: a new meta-analysis

The authors conducted a new meta-analysis of ethnic group differences in job performance. Given a substantially increased set of data as compared with earlier analyses, the authors were able to conduct analyses of Black-White differences within more homogeneous categories of job performance and to reexamine findings on objective versus subjective measurement. Contrary to one perspective sometimes adopted in the field, objective measures are associated with very similar, if not somewhat larger, standardized ethnic group differences (ds) than subjective measures across a variety of indicators. This trend was consistent across quality, quantity, and absenteeism measures. Further, work samples and job knowledge tests are associated with larger ds than performance ratings or measures of absenteeism. Analysis of Hispanic-White standardized differences shows that they are generally lower than Black-White differences in several categories.     

The Role of Dispositional Traits in Accounting for Country and Ethnic Group Differences on Adjustment

ABSTRACT Country and ethnic group differences on adjustment have been demonstrated numerous times, and the source of these differences has been typically interpreted as cultural. We report two studies in which country ( Study 1 ) and ethnic group ( Study 2 ) differences on depression, anxiety, optimism versus pessimism, well-being, and self-esteem are mediated by dispositional traits. These findings provide an alternative explanation for previously reported country and ethnic group differences on these variables and encourage researchers to consider multiple sources, including traits, in their models and studies.     

Double Jeopardy Upon Resumé Screening: When Achmed Is Less Employable Than Aïsha

Applicants belong to multiple categories (e.g., male, ethnic minority) and a complex set of factors affects category activation and inhibition when making hiring decisions. Two field experiments with recruiters who regularly engage in resumé screening showed that the role of multiple categories (applicants’ ethnicity and sex) in discrimination depended on job type and prejudice. Specifically, in both low‐ and high‐demand (i.e., complex) jobs, Arab women were rated more favorably than Arab men, particularly when considering levels of client contact. Across both studies, recruiters high in explicit ethnic prejudice were discriminatory only when applicants’ job qualifications fit the job position less, lending support for the attributional‐ambiguity effect. Implicit attitudes did not play a strong role. Our study findings point to the complex nature of multiple categorization effects in the hiring process. Implications are considered as to how to avert hiring discrimination during resumé screening.     

The Initial Interview with Asian American Clients

When grouped with Pacific Islanders, Asian Americans constitute the fastest growing ethnic group in the United States. In this article, the authors provide background information for understanding the diversity and commonalities within Asian American populations and discuss the challenges of initial assessment with clients who identify as Asian Americans. We conclude this article with guidelines for conducting an effective initial interview with Asian American clients.     

How immigrant adolescents' self‐views in school and family context relate to academic success in Germany

Immigrants' sense of self can be derived both from being members of their ethnic in‐group and their country of residence. We examined how the ways in which immigrant adolescents integrate these self‐views in relation to academic success in German schools. Students describe themselves at school and when with family. Using a standardized literacy performance test, analyses revealed that immigrants whose school‐related self‐view did not include Germany were less successful: Students who described their self as including both aspects of their ethnic group and Germany, and students who saw themselves predominantly as German, outperformed students with purely ethnic school‐related selves. As expected, though, an ethnic family‐related self‐view did not have a negative impact on scholastic achievements.     

回族儿童族群偏爱态度的形成与发展

以回族儿童为被试,从发展心理学的视角,两个研究分别考察了回族儿童族群偏爱态度的形成及其发展特点。研究1借鉴经典的学前儿童种族族态度测验法,发现儿童在4岁时开始具有民族类别意识,并产生内群（回族）偏爱态度;研究2运用内隐联想测验范式以及自我报告法,发现无论内隐态度还是外显态度,儿童均表现出强劲的内群（外群体为汉族）偏爱态度,并且内隐偏爱态度随年龄增长而增强,外显态度随年龄增长趋于稳定。最后讨论了本研究与国外研究结果差异的原因,并展望了未来研究的方向。     

REVISITING INTERVIEW–COGNITIVE ABILITY RELATIONSHIPS: ATTENDING TO SPECIFIC RANGE RESTRICTION MECHANISMS IN META-ANALYSIS

This study revisits the relationship between interviews and cognitive ability tests, finding lower magnitudes of correlation than have previous meta-analyses; a finding that has implications for both the construct and incremental validity of the interview. Our lower estimates of this relationship than previous meta-analyses were mainly due to (a) an updated set of studies, (b) exclusion of samples in which interviewers potentially had access to applicants' cognitive test scores, and (c) attention to specific range restriction mechanisms that allowed us to identify a sizable subset of studies for which range restriction could be accurately accounted. Moderator analysis results were similar to previous meta-analyses, but magnitudes of correlation were generally lower than in previous meta-analyses. Findings have implications for the construct and incremental validity of interviews, and meta-analytic methodology in general.     

Development and preliminary validation of a semi-structured interview for the screening of law enforcement candidates

A standard practice among most law enforcement agencies is to include psychological screening in the selection of job candidates. Although the use of personality tests in predicting job performance of law enforcement officers has received empirical support (e.g., the Minnesota Multiphasic Personality Inventory, the Inwald Personality Inventory), there is a conspicuous absence of data regarding the reliability and validity of interview procedures. The present study represents the first step in the development of a standardized, semi-structured interview for use in the screening of law enforcement personnel. This interview, the Law Enforcement Candidate Interview, was constructed using content areas drawn from measures used in the screening of law enforcement personnel (e.g., Inwald Personality Inventory) and assessment of personality functioning (Structured Clinical Interview for DSM-III-R Personality Disorders). This interview was then administered by two doctoral students to a group of law enforcement academy cadets (n=34). A modest degree of inter-rater reliability was achieved, although internal consistency was somewhat lacking. Interview scores were correlated with measures of academy performance (final grade-point average and peer and supervisor ranking of academy performance). Results of these analyses suggest the LECI is a modest predictor of academy performance. Potential uses of the LECI and future research indications are outlined.     

Cultural influences on responses to items on the strong interest inventory

This study examined racial/ethnic group differences on an interest inventory at the item level using differential bundle functioning (DBF) analyses. Specifically, responses of males and females from five different racial/ethnic groups (N=3750) on the General Occupational Themes of the Strong were examined. Items were grouped together based on substantive considerations to determine if they functioned differentially due to racial/ethnic group differences in role modeling, perceptions of opportunities/barriers, familiarity with activities, and cultural expectations, as opposed to true racial/ethnic group differences in interests. Very high levels of DBF were found for most of the item sets considered in this study, implying that diverse cultural groups have a different conditional probability of endorsing some sets of items due to the items measuring a secondary trait in addition to the main trait the scale was designed to measure.     

Reasons for the trend toward null findings in research on Type A behavior.

The findings of many studies conducted before 1978 suggest that Type A behavior (TAB) contributes to the development of coronary heart disease (CHD). In contrast, many recent studies have found no association between these variables. Through meta-analysis, several reasons for null findings are identified. First, a type of range restriction bias, disease-based spectrum (DBS) bias, produced many null findings. A study is vulnerable to DBS bias when researchers select only high-risk or diseased Ss for study. Second, self-report measures of TAB were often associated with null findings. Finally, null results were found for all studies that used fatal myocardial infarction as a disease criterion. In addition to identifying the reasons for null findings, this research suggests that TAB, as assessed by the structured interview, is associated with CHD. More Type As (70%) were found in diseased populations of middle-aged men than in healthy populations of middle-aged men (46%).     

Therapeutic social influence: sternly strike while the iron is hot

Two studies tested social influence options in symbolic modeling therapy. The first gave a pretreatment interview in which the therapist behaved in a “warm” or “businesslike” manner, and then urged the clients to approach a snake as closely as possible when (immediately afterward) they repeated a prior runway BAT and fear assessment. The “businesslike” group reported less fear than the “warm” group, but differential therapist perceptions did not affect overt avoidance. Study 2 compared directive social influence or its omission when clients performed approach immediately vs. the next week. The strongest BAT gains occurred if social influence was followed by prompt execution of the relevant task, but these differences were not maintained after treatment. The data suggested that timing is critical for applying social influence, which should be given immediately before task demands. Continued efforts to capitalize on initial differences might sustain socially-influenced gains for enduring treatment purposes.     

Extent of food restriction affects probability but not delay-based decision-making

Rodent studies on decision-making often use food rewards and food-restrict subjects in order to motivate performance. However, food restriction has widespread effects on brain and behavior, which depend on factors including extent of restriction and feeding schedule. These factors are well recognized for their effects on motivation, but may also cause effects on decision-making independent of motivation. We examined how the degree of weight-based food restriction in rats influenced decision-making on the probability and delay discounting tasks. Additionally, we examined how the method of food restriction (consistent amount vs. time constrained feeding schedule) influenced decision-making. Our results showed that the degree of weight-based food restriction significantly altered probability, but not delay discounting, and that these effects were not entirely explainable by differences in motivation. Additionally, the method of food restriction did not significantly influence discounting when animals were within the same range of weight-based restriction. Together, our findings suggest that the degree of food restriction may modulate the neural circuitry responsible for selective aspects of decision-making related to probability. Further, these data support the need for tight control and reporting of weight and feeding in studies relying on food restriction, and suggest that the effects of food restriction may be broader than previously considered.     

Updating the trainability tests literature on Black-White subgroup differences and reconsidering criterion-related validity

A number of applied psychologists have suggested that trainability test Black–White ethnic group differences are low or relatively low (e.g., Siegel & Bergman, 1975), though data are scarce. Likewise, there are relatively few estimates of criterion-related validity for trainability tests predicting job performance (cf. Robertson & Downs, 1989). We review and clarify the existing (and limited) literature on Black–White group differences on trainability tests, provide new trainability test data from a recent video-based trainability exam, and present archival data about how trainability test scores relate to cognitive ability, Black–White differences, and job performance. Consistent with hypotheses, our results suggest large correlations of trainability tests with cognitive ability (e.g., .80) and larger standardized ethnic group differences than previously thought (ds of 0.86, 1.10, and 1.21 for 3 samples). Results also suggest that trainability tests have higher validity than previously thought. Overall, our analysis provides a substantial amount of data to update our understanding of the use of trainability tests in personnel selection.