UNDERSTANDING THE IMPACT OF TEST VALIDITY AND BIAS ON SELECTION ERRORS AND ADVERSE IMPACT IN HUMAN RESOURCE SELECTION

We propose an integrative framework for understanding the relationship among 4 closely related issues in human resource (HR) selection: test validity, test bias, selection errors, and adverse impact. One byproduct of our integrative approach is the concept of a previously undocumented source of selection errors we call bias‐based selection errors (i.e., errors that arise from using a biased test as if it were unbiased). Our integrative framework provides researchers and practitioners with a unique tool that generates numerical answers to questions such as the following: What are the anticipated consequences for bias‐based selection errors of various degrees of test validity and test bias? What are the anticipated consequences for adverse impact of various degrees of test validity and test bias? From a theory point of view, our framework provides a more complete picture of the selection process by integrating 4 key concepts that have not been examined simultaneously thus far. From a practical point of view, our framework provides test developers, employers, and policy makers a broader perspective and new insights regarding practical consequences associated with various selection systems that vary on their degree of validity and bias. We present a computer program available online to perform all needed calculations.     

Relational closeness: Comparing undergraduate college students' geographically close and long‐distance friendships

Abstract As interpersonal relationships change with the advent of new technology, researchers need to reexamine their theoretical constructs ( R. G. Adams, 1998 ). This study uses survey methodology to examine college undergraduates from the United States. It explores the concept of relational closeness by comparing how geographically close and long‐distance friends define closeness in their relationships. It assesses prior methods of defining and measuring closeness in interpersonal relationships for the impact of physical distance between the friends. Differences illustrate factors that are important in understanding relational closeness in general and in long‐distance relationships in particular.     

How They View Their Role: A Survey of Counselors in Different Secondary Schools

This study investigated how counselors in differently structured secondary schools look at their functions. Differences found were examined in relationship to expectations set forth in professional guidelines.     

INDIVIDUAL DIFFERENCES IN INTERVIEWER RATINGS: THE IMPACT OF STANDARDIZATION, CONSENSUS DISCUSSION, AND SAMPLING ERROR ON THE VALIDITY OF A STRUCTURED INTERVIEW

This research investigated empirical issues regarding the validity of individual interviewers'( N = 62) ratings collected after a structured interview. Each interviewer rated an average of 25 interviewees. One hypothesis examined but not supported was that systematic interviewer errors will attenuate interview validity when data are aggregated across interviewers. Also investigated was the validity of ratings averaged across interviewers compared to consensus ratings; consensus ratings were shown to have significantly but probably not practically higher validities. Third, a meta-analysis of individual interviewer validities revealed that all of the variance in validities could be attributed to sampling error. Results and implications are discussed.     

Analyzing Ethical Conflict in the Transracial Adoption Debate: Three Conflicts Involving Community

This essay explores ethical conflicts underlying the discourse of the policy debate about transracial adoption, focusing on the adoption of Black children by whites. Three underlying conflicts are analyzed, namely, the values of equality versus community, interracial community versus mukiculturalism, individuality versus racial-ethnic community. The essay concludes with observations on multicultural families.     

Downsizing: Case Study of a Career in Crisis

Downsizing is a major concern in American industry today. Although much has been written about the effects of downsizing on corporations, little has been said about its effect on individuals. This case presents downsizing from one individual's perspective and suggests strategies and procedures for reducing the negative effect of downsizing on employees. Strategies and procedures that firms can adopt to make downsizing programs effective include planning in advance, developing effective communications, centralizing decision making, and educating personnel specialists and managers.     

Psycho-Palliation and the Enlightened Counselor

The counseling process of psycho-palliation is presented as a type of spiritual journey that leads to enlightenment. First, the theory of psycho-palliation is defined. Then, a step-by-step outline is given on how a psycho-palliative attitude produces enlightenment for the counselor. Throughout the exposition, the theory of psycho-palliative counseling is expanded upon through the use of parables and spiritual references from the world's religions. Wosong had learned much and thought that he was ready to enter Heaven. So he went to the doors of Heaven and knocked. A voice said, “Who is there?” “It is Wosong, and I am ready to enter.” The voice replied, “I am sorry Wosong, but there is not room for me and thee.” Dejected, Wosong returned to his place, studied all the prophets and gave all he had to the poor. Once again he returned to the doors of Heaven and knocked. A voice said, “Who is there?” “It is Wosong.” The voice replied, “I am sorry Wosong, but there is not room for me and thee.” In complete confusion, Wosong returned to his place. For 7 years, he meditated on the voice of Heaven. Then, in complete humility, he knocked on the doors of Heaven. A voice said, “Who is there?” Wosong replied, “It is thyself.” So the voice said, “Enter. I always have room for myself.”     

Interpersonal attraction as a function of extreme gender role adherence

Although gender-specific constructs of hypertraditionality qualitatively differ (e.g., hyperfemininity and hypermasculinity), we view them as analogous constructs that can predict similarity/attraction effects. The similaritylattraction paradigm showed that individuals find attractive the traits in others that are similar to their own traits. We suggest that this effect applies to levels of hypertraditionality, as measured by the hyperfemininity and hypermasculinity personality scales. The studies were conducted to test this hypothesis. We began by manipulating stranger similarity in an attraction experiment. Results showed that similarity of hypertraditionality led to attraction. Women preferred target persons similar to themselves in hypertraditionality. Data from men revealed an unexpected interaction. Low hypermasculine men preferred women similar to themselves in hypertraditionality, yet high hypermasculine men did not distinguish between female strangers based on the stranger's level of hypertraditionality. We then studied dating couples. These couples provided real-world data that supported and expanded the laboratory observations. We found a significant positive correlation between the partners' levels of hypertraditionality. The implications of attraction based on hypertraditionality may provide insights for future studies of relationship formation and maintenance.