{"product_id":"adverse-impact-implications-for-organizational-staffing-and-high-stakes-selection-siop-organizational-frontiers-series-9780805863741","title":"Adverse Impact Implications for Organizational","description":"\u003cb\u003eBook Synopsis\u003c\/b\u003e\u003cbr\u003e\u003cp\u003eThis text is the best single repository for a comprehensive examination of the scientific research and practical issues associated with adverse impact. Adverse impact occurs when there is a significant difference in organizational outcomes to the disadvantage of one or more groups defined on the basis of demographic characteristics such as race, ethnicity, gender, age, religion, etc.\u003c\/p\u003e\u003cp\u003eThis book shows, based on scientific research, how to design selection systems that minimize subgroup differences. The primary object of this volume in the SIOP series is to bring together renowned experts in this field to present their viewpoints and perspectives on what underlies adverse impact, where we are in terms of assessing it and what we may have learned (or not learned) about minimizing it.\u003c\/p\u003e\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTrade Review\u003c\/b\u003e\u003cbr\u003e\u003cp\u003e\u003cem\u003e\"This book goes beyond the simplistic notions that prejudice can explain adverse impact, that it is enough to measure subgroup mean differences or compute adverse impact ratios, or that it happens only \"at-the-front-door\" when employees are selected. The book shows the complexities of adverse impact and of understanding it from the perspectives of psychology theory and of organizational leadership. It goes far beyond the concerns of industrial and organizational psychologists, touching on cognitive, developmental, social, and educational psychology. A lot of dissertation topics can be expected to a arise from reading this book. It will be cited often in diverse literatures.\"\u003c\/em\u003e - \u003cstrong\u003eRobert M. Guion, Distinguished University Professor Emeritus, Bowling Green State University\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003e\u003cem\u003e\u003cstrong\u003e\"\u003c\/strong\u003eInternationally renowned I\/O psychologist and practitioner, Dr. James Outtz, has assembled a who's who of organizational scholars to write on the topic of adverse impact. Our diverse workplaces and the insidious forms of prejudice and diversity resistance that plague today's employers make this volume a necessity for practitioners and researchers alike.\"\u003c\/em\u003e - \u003cstrong\u003eKecia M. Thomas, Professor of Psychology, University of Georgia\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003e\u003cem\u003e\"Essential reading for anyone who uses test scores and wants to know what they mean.\"-\u003c\/em\u003e\u003cstrong\u003eMilton D. Hakel, Department of Psychology, Bowling Green State University\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003e\u003cem\u003e\"This is the most comprehensive treatment of a critical issue in EEO Law. It considers adverse impact from every angle imaginable, and it is written by an impressive group of authors. It is a must read for any scholar or practioner interested in understanding the issues associated with adverse impact, including how to understand it and deal with it on a social and legal level.\"\u003c\/em\u003e \u003cstrong\u003e- Arthur Gutman, Florida Institute of Technology\u003c\/strong\u003e\u003c\/p\u003e\u003cbr\u003e\u003cp\u003e\u003cem\u003e\"This book goes beyond the simplistic notions that prejudice can explain adverse impact, that it is enough to measure subgroup mean differences or compute adverse impact ratios, or that it happens only \"at-the-front-door\" when employees are selected. The book shows the complexities of adverse impact and of understanding it from the perspectives of psychology theory and of organizational leadership. It goes far beyond the concerns of industrial and organizational psychologists, touching on cognitive, developmental, social, and educational psychology. A lot of dissertation topics can be expected to arise from reading this book. It will be cited often in diverse literatures.\"\u003c\/em\u003e - \u003cstrong\u003eRobert M. Guion, Distinguished University Professor Emeritus, Bowling Green State University\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003e\u003cem\u003e\u003cstrong\u003e\"\u003c\/strong\u003eInternationally renowned I\/O psychologist and practitioner, Dr. James Outtz, has assembled a who's who of organizational scholars to write on the topic of adverse impact. Our diverse workplaces and the insidious forms of prejudice and diversity resistance that plague today's employers make this volume a necessity for practitioners and researchers alike.\"\u003c\/em\u003e - \u003cstrong\u003eKecia M. Thomas, Professor of Psychology, University of Georgia\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003e\u003cem\u003e\"Essential reading for anyone who uses test scores and wants to know what they mean.\"-\u003c\/em\u003e\u003cstrong\u003eMilton D. Hakel, Department of Psychology, Bowling Green State University\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003e\u003cem\u003e\"This is the most comprehensive treatment of a critical issue in EEO Law. It considers adverse impact from every angle imaginable, and it is written by an impressive group of authors. It is a must read for any scholar or practioner interested in understanding the issues associated with adverse impact, including how to understand it and deal with it on a social and legal level.\"\u003c\/em\u003e \u003cstrong\u003e- Arthur Gutman, Florida Institute of Technology\u003c\/strong\u003e\u003c\/p\u003e\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTable of Contents\u003c\/b\u003e\u003cbr\u003e\u003cp\u003e\u003cstrong\u003ePart 1. Background.\u003c\/strong\u003e \u003cem\u003eS. Zedeck,\u003c\/em\u003e Adverse Impact: History and Evolution. \u003cem\u003eP. Bobko, P.L. Roth, \u003c\/em\u003eAn Analysis of Two Methods for Assessing and Indexing Adverse Impact-and a Disconnect Between the Academic Literature and Some Practice. \u003cstrong\u003ePart 2. Theoretical Perspectives.\u003c\/strong\u003e \u003cem\u003eJ. Outtz, D. Newman, \u003c\/em\u003eA Theory of Adverse Impact. \u003cem\u003eH.W. Goldstein, C.A. Scherbaum, K.P. Yusko, \u003c\/em\u003eRevisiting: Intelligence, Adverse Impact, and Personnel Selection. \u003cstrong\u003ePart 3. Adverse Impact and Traditional Selection Theory.\u003c\/strong\u003e \u003cem\u003eK. Murphy, \u003c\/em\u003eHow a Broader Definition of the Criterion Domain Changes Our Thinking about Adverse Impact. \u003cem\u003eK. Hattrup, B.G. Roberts, \u003c\/em\u003eWhat are the Criteria for Adverse Impact? \u003cstrong\u003ePart 4. Facets of the Adverse Impact Problem.\u003c\/strong\u003e \u003cem\u003eN. Tippins, \u003c\/em\u003eAdverse Impact in Employee Selection Procedures from the Perspective of an Organizational Consultant. \u003cem\u003eF. Landy, \u003c\/em\u003ePerformance Ratings: Then and Now. \u003cem\u003eP.F. McKay, \u003c\/em\u003ePerspectives on Adverse Impact in Work Performance: What We Know and What We Could Learn More About. \u003cem\u003eW. Cascio, R. Jacobs, J. Silva, \u003c\/em\u003eValidity, Utility, and Adverse Impact: Practical Implications from 30 Years of Data. \u003cem\u003eJ.F. Kehoe, \u003c\/em\u003eCut Scores and Adverse Impact. \u003cem\u003eP. Sackett, W. Shen, \u003c\/em\u003eSubgroup Differences on Cognitive Tests in Contexts Other Than Personnel Selection. \u003cstrong\u003ePart 5. Adverse Impact from an International Perspective.\u003c\/strong\u003e \u003cem\u003eP. Hanges, E.G. Feinberg, \u003c\/em\u003eInternational Perspectives on Adverse Impact: Europe and Beyond. \u003cem\u003eH. Kriek, K. Dowdeswell, \u003c\/em\u003eAdverse Impact in South Africa. \u003cstrong\u003ePart 6.\u003c\/strong\u003e\u003cem\u003e \u003c\/em\u003e\u003cstrong\u003eMethods of Reducing Adverse Impact. Herman Aguinis and Marlene A. Smith.\u003c\/strong\u003e \u003cem\u003eN. Schmitt, A. Quinn, \u003c\/em\u003eBalancing Adverse Impact, Selection Errors, and Employee Performance in the Presence of Test Bias. \u003cem\u003eP.R. Sackett, W. De Corte, F. Lievens, \u003c\/em\u003eReductions in Measured Subgroup Mean Differences: What is Possible? \u003cem\u003eI.L. Goldstein, K.L. Lundquist, \u003c\/em\u003eDecision Aids for Addressing the Validity-Adverse Impact Tradeoff. \u003cem\u003eJ. Outtz, \u003c\/em\u003eA Five Year Journey with Coca-Cola. Conclusions. \u003c\/p\u003e","brand":"Taylor \u0026 Francis Inc","offers":[{"title":"Default Title","offer_id":49405653320023,"sku":"9780805863741","price":128.25,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0817\/1739\/5799\/files\/9780805863741.jpg?v=1730493146","url":"https:\/\/bookcurl.com\/products\/adverse-impact-implications-for-organizational-staffing-and-high-stakes-selection-siop-organizational-frontiers-series-9780805863741","provider":"Book Curl","version":"1.0","type":"link"}