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131.
132.
Pyburn, Ployhart, and Kravitz (this issue, 2008) introduced the diversity–validity dilemma: that some of the most valid predictors of job performance are also associated with large racioethnic and sex subgroup predictor score differences. This article examines 16 selection strategies hypothesized to minimize racioethnic and sex subgroup differences and adverse impact and, hence, balance diversity and validity. Rather than presenting a highly technical review, our purpose is to provide practitioners with a concise summary, paying particular attention to comparing and contrasting the effectiveness of the strategies and reporting new developments. The paper is organized around 4 key questions: (a) Which strategies are most effective for reducing subgroup differences? (b) Which strategies do not involve a validity tradeoff? (c) What are the major new developments in strategies for reducing adverse impact? (d) What are the major new developments in alternative predictor measurement methods (e.g., interviews, situational judgment tests, assessment centers) for reducing adverse impact? We then conclude with recommendations and caveats for how to best balance diversity and validity. These ideas are developed further in Kravitz (this issue, 2008) , who considers even broader approaches for solving the diversity–validity dilemma. 相似文献
133.
The use of validated employee selection and promotion procedures is critical to workforce productivity and to the legal defensibility of the personnel decisions made on the basis of those procedures. Consequently, there have been numerous scholarly developments that have considerable implications for the appropriate conduct of criterion‐related validity studies. However, there is no single resource researchers can consult to understand how these developments impact practice. The purpose of this article is to summarize and critically review studies published primarily within the past 10 years that address issues pertinent to criterion‐related validation. Key topics include (a) validity coefficient correction procedures, (b) the evaluation of multiple predictors, (c) differential prediction analyses, (d) validation sample characteristics, and (e) criterion issues. In each section, we discuss key findings, critique and note limitations of the extant research, and offer conclusions and recommendations for the planning and conduct of criterion‐related studies. We conclude by discussing some important but neglected validation issues for which more research is needed. 相似文献
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THE COMPARATIVE EFFECTIVENESS OF WEB-BASED AND CLASSROOM INSTRUCTION: A META-ANALYSIS 总被引:3,自引:0,他引:3
Meta-analytic techniques were used to examine the effectiveness of Web-based instruction (WBI) relative to classroom instruction (CI) and to examine moderators of the comparative effectiveness of the 2 delivery media. The overall results indicated WBI was 6% more effective than CI for teaching declarative knowledge, the 2 delivery media were equally effective for teaching procedural knowledge, and trainees were equally satisfied with WBI and CI. However, WBI and CI were equally effective for teaching declarative knowledge when the same instructional methods were used to deliver both WBI and CI, suggesting media effects are spurious and supporting Clark's (1983, 1994) theory. Finally, WBI was 19% more effective than CI for teaching declarative knowledge when Web-based trainees were provided with control, in long courses, and when trainees practiced the training material and received feedback during training. Study limitations and directions for future research are discussed. 相似文献
136.
STEPHANIE M. BREWER JAMES J. JOZEFOWICZ & ROBERT J. STONEBRAKER 《Journal for the scientific study of religion》2006,45(3):389-396
Free riders can be a problem in large congregations. Many studies have shown that large congregations attract members who are less active and who contribute smaller sums of money. We extend this literature by studying the impact of denominational market share on free-riding behavior. We hypothesize that people who want the benefit of a church affiliation without contributing to its mission may be drawn to the more popular denominations in their region. For example, in an area dominated by Lutherans, membership in a Lutheran congregation may offer potential free riders more social acceptance and connections. However, where Lutherans are in a distinct minority, free riders may perceive less benefit in being Lutheran. If so, only those who are serious about being a Lutheran are likely to join and free-riding behavior should be less evident. Tests using data for the Evangelical Lutheran Church of America (ELCA) congregations are consistent with our hypothesis. 相似文献
137.
ELIZABETH ANNE OLDMIXON BRIAN ROBERT CALFANO 《Journal for the scientific study of religion》2007,46(1):55-70
In recent decades, homosexuality has emerged as a truly national political issue. As a result, the U.S. Congress is increasingly called upon to consider and set policy on an array of issues related to the status of gay men and lesbians. This article investigates legislator decision making pertaining to gay issues in the U.S. House of Representatives. Specifically, we examine the effect of several indicators on legislator support for progressive gay policies, including ideology, partisanship, and the characteristics of district religious affiliation. We use additive indices of legislator support for progressive gay policies, and use logit and ordered logit to derive estimates of influence. The findings indicate that even while legislator partisanship and ideology largely structure decision making, legislators are also highly responsive to the presence of conservative Protestants and (to a lesser extent) Roman Catholics in their constituency . 相似文献
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FREDERICK P. MORGESON MICHAEL A. CAMPION ROBERT L. DIPBOYE JOHN R. HOLLENBECK KEVIN MURPHY NEAL SCHMITT 《Personnel Psychology》2007,60(4):1029-1049
We recently published an article in which we highlighted a number of issues associated with the use of self-report personality tests in personnel selection contexts ( Morgeson et al., 2007 ). Both Ones, Dilchert, Viswesvaran, and Judge (2007) and Tett and Christiansen (2007) have written responses to this article. In our response to these articles we address many of the issues raised by Ones et al. and Tett and Christiansen. In addition to a detailed response, we make the following 4 key points: (1) Our criticisms of personality testing apply only to the selection context, not to all research on personality; (2) the observed validities of personality tests predicting job performance criteria are low and have not changed much over time; (3) when evaluating the usefulness of using personality tests to select applicants, one must not ignore the observed, uncorrected validity; and (4) when discussing the value of personality tests for selection contexts, the most important criteria are those that reflect job performance. Implications for personality testing research and practice are discussed. 相似文献
140.