Job analysis, personnel selection, and the ADA

Human Resource Management Review

Volumn 2, Issue 3, 1992, Pages 171-182

  Brannick, Michael T ^a   Brannick, Joan P ^a   Levine, Edward L ^a  

^a UNIVERSITY OF SOUTH FLORIDA   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 38249008239     PISSN: 10534822     EISSN: None     Source Type: Journal    
DOI: 10.1016/1053-4822(92)90010-N     Document Type: Article

References (34)

1. The psychometric characteristics of the SAT for nine handicapped groups
2. Direct Estimates of SDy and the Implications for Utility Analysis
3. Economic Considerations in Estimating the Utility of Human Resource Productivity Improvement Programs
4. Nonlinear Noncompensatory Processes in Performance Evaluation
5. Specifying Importance Weights Consistent with a Covariance Structure
6. The predictive validity of the Scholastic Aptitude Test for disabled students
7. When Testing Pays Off
8. Interdisciplinary Approaches to Job Design: A Constructive Replication with Extensions
9. Development and Field Evaluation of an Interdisciplinary Measure of Job Design
10. Functional Job Analysis
11. Development of the Job Diagnostic Survey
12. Lower Back Disability in Occupational Settings A Review of the Literature from a Human Resource Management View
13. Predictive validity of the SAT on two handicapped groups: The deaf and the learning disabled
14. Designing Jobs for Handicapped Employees
15. Selecting a Job Analysis Approach
16. The Application of Brunswikian Methodology to Policy Formation
17. Employment Testing for Handicapped People
18. A History of Job Analysis
19. A survey of handicapped students taking special test administrations of the SAT and GRE
20. A New Approach for Utility Analysis
21. Comparison of Bayesian and Regression Approaches to the Study of Information Processing in Judgment
22. What the ADA Means to the Nondisabled
23. Legal Basis for Job Analysis
24. The Relationship of Validity Coefficients to the Practical Effectiveness of Tests in Selection: Tables and Discussion
25. Court Standards for Job Analysis in Test Validation