A MATHEMATICAL STRUCTURE FOR ANALYZING FAIRNESS IN SELECTION1

A model for examining tradeoffs between rate of minority hiring and quality of selectees is presented. Each case is to be defined in terms of the selection ratio, the relation of outcome to predictor within each group, and other parameters. It is shown that, in a representative case, substantial changes in the rate of minority hiring have only small effects on the quality of the work force. How changes in this rate affect indices of adverse impact and other aspects of fairness is also examined.     

EFFECTS OF RATER-CONCEPT-SCALE INTERACTIONS AND USE OF DIFFERENT FACTORING PROCEDURES UPON EVALUATIVE FACTOR STRUCTURE

Subjects (N=225) drawn from ten subpopulations were asked to rate nine different concepts on 39 evaluative semantic differential scales plus the “strong-weak” and “fast-slow” scales. Nineteen separate factor analyses (principal factoring with iteration followed by Varimax rotation) were performed for: (1) all subjects rating all concepts, (2–10) all subjects rating each concept, (11) adult males rating all concepts, (12) adult females rating all concepts, (13) college students rating all concepts, (14) nonstudents rating all concepts, (15) fifth grade students rating all concepts, (16) all males rating “Liz Taylor,” (17) all females rating “Liz Taylor,” (18) all males rating “your father,” and (19) all females rating “your father.” Rotated factor loadings greater than .50 are displayed for all analyses. There is little apparent similarity among the factor structures. In addition, oblique (Oblimin) and Quartimax rotations are performed for two of the analyses (all subjects rating “LBJ” and “U.S. Government”). The three rotated factor structures for each concept differ radically.     

VALIDATING SYNTHETIC VALIDATION: COMPARING TRADITIONAL AND SYNTHETIC VALIDITY COEFFICIENTS

We describe a unique application of a synthetic validation technique to a selection system development project in a large organization. Job analysis data were collected from 4,725 job incumbents and 619 supervisors, and were used to identify 11 job families and 27 job components. We developed 12 tests to predict performance on these job components and conducted a concurrent validation study to collect test and job component data for 1,926 incumbents. We created a test composite for each job component and then chose a test battery for each job family based on its relevant job components. Synthetic validity coefficients were computed for each test battery and compared to traditional validity coefficients that were computed within job families with large sample sizes. The synthetic validity coefficient was very close to the within-family validity coefficient for most job families and was within the bounds of sampling error for all job families. Validities tended to be highest when predictors were weighted according to the number of job components to which they were relevant and job component criterion measures were unit weighted.     

Missing a romantic partner: A prototype analysis

In this study, a prototype analysis of romantic missing was conducted. College‐age participants in the United States generated features of missing a partner (Study 1) and rated their centrality (Study 2). In a reaction time task, participants made category judgments for central features more quickly than for noncentral features (Study 3). In recognition and recall tasks, central features were more salient in participants’ memory, and participants evaluated individuals experiencing central features in vignettes as missing their partners more (Study 4). A prototype‐based measure of missing administered to individuals in long‐distance relationships (Study 5) correlated with commitment and attachment dimensions but only weakly with loneliness. Finally, level of missing differed based on whether individuals were in a geographically distant (vs. proximal) relationships (Study 6).     

An Epistemic Argument for Enduring Human Persons

A typical human person has privileged epistemic access to its identity over time in virtue of having a first-person point of view. In explaining this phenomenon in terms of an intimate relation of self-attribution or the like, I infer that a typical human person has direct consciousness of itself through inner awareness or personal memory. Direct consciousness of oneself is consciousness of oneself, but not by consciousness of something else . Yet, a perduring human person, S_p , i.e., a human person with temporal parts, is identical with the complete series of its temporal parts. I argue that because S_p is diverse from any incomplete series of its S_p cannot be conscious of all of its temporal parts through inner awareness or personal memory, S_p cannot have direct consciousness of itself. I conclude that a human person endures , i.e., wholly exists at each of the times it exists.     

On‐again/off‐again dating relationships: How are they different from other dating relationships?

This article explores the understudied yet prevalent phenomenon of on‐again/off‐again (on‐off) dating relationships. Study 1 (N= 445 U.S. college students) showed that almost two thirds of participants had experienced an on‐off relationship. Analyses of open‐ended responses about relationship experiences showed on‐off partners were less likely to report positives (e.g., love and understanding from partners) and more likely to report negatives (e.g., communication problems, uncertainty) than partners who had not broken up and renewed. Study 2 (N= 236), employing quantitative measures, substantiated these findings and further showed a greater number of renewals was associated with greater negatives and fewer positives. Results highlight the need for further investigation regarding on‐off relationships, and theories potentially useful in explaining these relationships are discussed.