Personality Testing in Personnel Selection: Adverse impact and differential hiring rates

Personality tests are often used in selection and have demonstrated predictive validity across a variety of occupational groups and performance criteria. Although different selection decision methods can be used to make selection decisions (e.g., compensatory top down, compensatory with sliding bands, noncompensatory) from personality test results, there is a paucity of research addressing the influence of these different selection decision methods on issues such as, adverse impact and differential hiring rates. This gap in the literature is redressed in the current study. Results from 398 bus operator candidates indicated that there may be adverse impact and differential hiring rate issues depending on the selection decision method used and the designated group being assessed. Implications and future research directions are discussed.     

Impact of health beliefs, quality of life, and the physician-patient relationship on the treatment intentions of inflammatory bowel disease patients.

The research tested a model of treatment decision making in chronic illness that includes health beliefs, quality of life, and relationship with the physician (shared or not). Inflammatory bowel disease patients (N = 218) reported on their physician-patient relationship, general and disease-specific quality of life, and intentions to take a drug, for which perceived benefits and costs were manipulated. For more symptomatic patients, both costs and benefits predicted intentions; however, for less symptomatic patients, costs played a more important role. Physician recommendation predicted intention primarily among those who shared a decision-making relationship with their physician. Overall, the model accounted for 57.8% of the variance in medication-taking intention. Findings suggest that an integrative consideration of relationship factors, health beliefs, and health status may help explain treatment intentions among the chronically ill.