THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.     

Anti‐Immigrant Prejudice in Rising East Asia: A Stereotype Content and Integrated Threat Analysis

Immigration is a global phenomenon, yet comparatively few psychological investigations of anti‐immigrant prejudice have been conducted in East Asia, a region of high economic growth that is set to become a leading destination for international migrants. Over two studies, we examined Singaporean attitudes towards four prominent immigrant groups: Chinese, Filipino, South Asian, and Western immigrants. Each immigrant group was found to be associated with a unique attitudinal profile. Chinese immigrants, who are culturally the most closely related to most Singaporeans, were viewed the most negatively in terms of prejudice, stereotyped warmth, and realistic and symbolic threat. Westerners were viewed the most positively despite higher ratings of perceived competence, possibly due to Western cultural influence, whereas South Asians and Filipinos were viewed as being relatively unthreatening, possibly due to their occupation of undesirable social roles. Perceived threat—both realistic and symbolic—proved to be stronger predictors of anti‐immigrant prejudice than stereotypes. Implications for immigration policy in the region are discussed.