Adverse Impact Is Far More Complicated Than the Uniform Guidelines Indicate

Industrial and Organizational Psychology

Volumn 4, Issue 4, 2011, Pages 558-561

  Jacobs, Rick ^a   Deckert, Paige J ^a   Silva, Jay ^b  

^a PENNSYLVANIA STATE UNIVERSITY   (United States)

^b EB Jacobs LLC   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84867625380     PISSN: 17549426     EISSN: 17549434     Source Type: Journal    
DOI: 10.1111/j.1754-9434.2011.01392.x     Document Type: Article

References (7)

1. Bobko, P., & Roth, P. (2004). The four-fifths rule for assessing adverse impact: An arithmatic, intuitive and logical analysis of the rule and implications for future research. In J. Martocchio (Ed.), Reseach in personnel and human resources management (Vol. 23, pp. 177-197). New York, NY: Elsevier.
2. Cascio, W. F., Jacobs, R., & Silva, J. (2010). Validity, utility, and adverse impact: Practical implications from 30 years of data. In J. L. Outtz (Ed.), Adverse impact: Implications for organizational staffing and high stakes selection (pp. 271-288). New York, NY: Routledge.
3. Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, & Department of Justice. (1978). Uniform guidelines on employee selection procedures. Federal Register, 43, 38290-39315.
4. McDaniel, M. D., Kepes, S., & Banks, G. C. (2011). The Uniform Guidelines are a detriment to the field of personnel selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 494-514.
5. Roth, P. L., Huffcutt, A. I., & Bobko, P. (2003). Ethnic group differences in measures of job performance: A new meta-analysis. Journal of Applied Psychology, 88, 694-706.
6. Taylor, H. C., & Russell, J. T. (1939). The relationship of validity coefficients to the practical effectiveness of tests in selection. Journal of Applied Psychology, 23, 565-578.
7. Vulcan Society of New York City Fire Department Inc. v. Civil Service (1973). Commission of City of New York 490 F2d387