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.     

PERCEIVED INGROUP AND OUTGROUP PREFERENCE: A LONGITUDINAL CAUSAL INVESTIGATION

Although there has been substantial research on perceptions of preference in hiring, there is considerably less focus on perceptions of preference in organizational activities more generally. Researchers seldom assess perceptions of preference for both historically high- and low-status groups and for both one's own group and others. Using a three-wave longitudinal survey of 1,094 employees, the causal direction between perceived preference and satisfaction with management, moderators of that relationship, and whether responses to perceived preference differed by group were examined. On average, groups perceived more outgroup than ingroup preference. The satisfaction to perceived preference causal direction was significantly stronger than the reverse for outgroup preference, suggesting that increased satisfaction with management leads to decreased future perceptions of outgroup preference more so than vice versa. The relationship between satisfaction with management and perceived outgroup preference was moderated by perceived organizational tolerance of discrimination, suggesting that positive diversity climate can alleviate the negative effects of dissatisfaction with management on perceived outgroup preference.