Hostname: page-component-78c5997874-t5tsf Total loading time: 0 Render date: 2024-11-10T13:30:30.173Z Has data issue: false hasContentIssue false
  • English
  • Français

Abolishing the Uniform Guidelines: Be Careful What You Wish For

Published online by Cambridge University Press:  07 January 2015

James L. Outtz
James L. Outtz*
Affiliation:
Outtz and Associates
*
E-mail: jlouttz@aol.com, Address: Outtz and Associates, 816 Connecticut Avenue, N.W. Suite 800, Washington, DC 20006
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 4 , Issue 4 , December 2011 , pp. 526 - 533
Copyright
Copyright © Society for Industrial and Organizational Psychology 2011 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

American Educational Research Association, American Psychological Association, & National Council on Measurement in Testing. (1999). Standards for educational and psychological testing. Washington, DC: American Psychological Association. Google Scholar
Bobko, P., Roth, P. L., & Potosky, D. (1999). Derivation and implications of a meta-analytic matrix incorporating cognitive ability, alternative predictors, and job performance. Personnel Psychology, 52, 561–589. Google Scholar
Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, & Department of Justice. (1978). Adoption of four agencies of Uniform Guidelines on employee selection procedures. Federal Register, 43, 38290–39315. Google Scholar
McDaniel, M. A., 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.Google Scholar
Murphy, K. R., & Shiarella, H. A. (1997). Implications of the multidimensional nature of job performance for the validity of selection tests: Multivariate frameworks for studying test validity. Personnel Psychology, 50, 823–854. Google Scholar
Newman, D. A., Hanges, P. J., & Outtz, J. L. (2007). Racial groups and test fairness: Considering history and construct validity. American Psychologist, 62, 1082–1083. Google Scholar
Outtz, J. (1998). Testing medium validity and test performance. In Hakel, M. (Ed.), Beyond multiple choice: Evaluating alternatives to traditional testing for selection. Mahwah, NJ: Erlbaum. Google Scholar
Outtz, J. (2011a). Addressing the flaws in our assessment decisions: The untold story. In Scott, J. & Reynolds, D. (Eds.), Handbook of workforce assessment: Selecting and developing organizational talent. San Francisco, CA: Wiley. Google Scholar
Outtz, J. (2011b). The unique origins of advancements in selection and personnel psychology. In Zedeck, S. (Ed.), APA handbook of industrial organizational psychology , Volume 2. Selecting and developing members. Washington, DC: American Psychological Association.Google Scholar
Outtz, J., & Newman, D. (2010). A theory of adverse impact. In Outtz, J. (Ed.), Adverse impact: Implications for organizational staffing and high stakes selection. New York: Routledge, Taylor & Francis Group. Google Scholar
Reilly, R. R., & Chao, G. T. (1982). Validity and fairness of some alternative employee selection procedures. Personnel Psychology, 35, 1–61. 10.1111/j.1744-6570.1982.tb02184.xGoogle Scholar
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–274. 10.1037/0033-2909.124.2.262Google Scholar
Schmitt, N., Chan, D., Sheppard, L., & Jennings, D. (1997). Adverse impact and predictive efficiency of various predictor combinations. Journal of Applied Psychology, 82, 719–730.Google Scholar
Society for Industrial and Organizational Psychology (SIOP). (2003). Principles for the validation and use of personnel selection procedures (4th ed.). Society for Industrial and Organizational Psychology, Bowling Green, OH: Author.Google Scholar
Steel, P., Johnson, J., Jeanneret, P., Scherbaum, C., Hoffman, C., & Foster, J. (2010). At sea with synthetic validity. Industrial and Organizational Psychology, 3, 371–838. Google Scholar