THE VALIDITY and FAIRNESS OF EMPLOYMENT and EDUCATIONAL TESTS FOR HISPANIC AMERICANS: A REVIEW and ANALYSIS

This study examined the questions of whether employment and educational tests demonstrate either differential validity or test unfairness to Hispanic Americans relative to the majority group. Relevant data from 19 published and unpublished studies formed the basis of the review and analysis. Results for employment tests, based on a very large amount of data, indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. The frequencies of slope and intercept differences between Hispanic and majority regressions were also within the chance range. A similar pattern of results obtained for the more limited amount of data available on educational tests. Taken together, the results provide strong evidence that tests are neither differentially valid for, nor unfair to, Hispanics. These findings are consistent with the results of previous studies of test validity and fairness for blacks.     

Dual trajectories of maternal parenting stress and marital intimacy during toddlerhood

Parenting stress disrupts both parenting and child adjustment. Marital intimacy is often conceptualized as a source of support that may reduce parenting stress. We examined the association between mothers' trajectories of parenting stress and marital intimacy when their children were 15–36 month old. We also explored whether maternal depressive symptoms at 15 months accounted for individual differences concurrently or in the trajectories of parenting stress and marital intimacy. Mothers' marital intimacy was negatively associated with their concurrent levels of parenting stress and declines in parenting stress over time. Depressive symptoms were associated with 15‐month parenting stress and marital intimacy. Overall, intimacy within the marriage appears to be a resource that reduces mothers' parenting stress during the toddler years     

ASSESSING THE ECONOMIC IMPACT OF PERSONNEL PROGRAMS ON WORKFORCE PRODUCTIVITY

This article describes and illustrates the adaptation of the linear-regression-based decision-theoretic equations used to estimate the dollar impact of valid selection procedures on workforce productivity to the evaluation of intervention programs designed to improve job performance. The appropriate equations are derived and explained, methods for estimating equation parameters are discussed, and the use of these equations is illustrated by means of a hypothetical example. It is concluded that in the future these methods and equations will allow psychologists to make more accurate assessments of the impact of intervention programs on workforce productivity than has heretofore been the case.     

A TEST OF THE PATH-GOAL THEORY OF LEADERSHIP AND SOME SUGGESTED DIRECTIONS FOR FUTURE RESEARCH

Several hypotheses on the moderating effect of task structure from Path-Goal leadership theory were tested in a large public utility. No support was found for the moderating effect of task structure, despite multiple analyses and large and statistically significant differences in moderator variables: instrumental leadership obtained few significant correlations with criteria regardless of task structure, and supportive leadership was strongly related to criteria at all levels of task structure. Based on these results and theoretical considerations, suggestions are made for modification of the manner in which the theory has generally been tested, and for attention to specific testing of several assumptions upon which the theory is based.     

THE PRACTICE OF COMPETENCY MODELING

The purpose of this article is to define and explain a trend that has caused a great deal of confusion among HR researchers, practitioners, and consumers of HR-related services: competency modeling. The Job Analysis and Competency Modeling Task Force, a work group jointly sponsored by the Professional Practice Committee and the Scientific Affairs Committee of the Society For Industrial and Organizational Psychology, has recently concluded a 2-year investigation into the antecedents of competency modeling and an examination of the current range of practice. Competency modeling is compared and contrasted to job analysis using a conceptual framework (reflected in a 10-dimension Level of Rigor Scale) that practitioners and researchers may use to guide future work efforts, and which could be used as a basis for developing standards for practice. The strengths and weaknesses of both competency modeling and job analysis are identified and, where appropriate, recommendations are made for leveraging strengths in one camp to shore-up weaknesses in the other.     

UNPROCTORED INTERNET TESTING IN EMPLOYMENT SETTINGS

As the Internet has become more accessible to individuals and organizations, the use of computerized testing has become more feasible. Computerized testing has brought with it a demand for unproctored testing that allows test takers to take employment tests at times and places convenient to them. However despite the advantages of costs and convenience, unproctored Internet testing (UIT) introduces a number of issues, many of which have not yet been resolved. These problems range from hardware and software issues to concerns about the security of the test content, the identity of candidates, and cheating. This article explores the pros and cons of unproctored, Internet testing. Six panelists share their opinions and experiences regarding issues around UIT and offer suggestions for appropriate use and future research.     

VIOLENT SPLITS OR HEALTHY DIVIDES? COPING WITH INJUSTICE THROUGH FAULTLINES

In 2 studies, we investigated how groups with strong divisions may, paradoxically, help members to cope with injustice. We tested our theoretical predictions using a survey methodology and data from 57 (Study 1) and 36 (Study 2) workgroups across different industries. Consistent with our hypotheses, we found that group faultlines weakened the positive relationship between perceived interpersonal injustice and psychological distress. Cooperative behaviors within subgroups mediated the interactive effect of faultlines and injustice with psychological distress.