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I/O

TermDefinition
Title VII of the Civil Rights Act --> Equal Employment Opportunity Act --> 1964
Uniform Guidelines on Employee Selection --> no tests should be used to exclude for hiring, promotion, etc - is discrimination --> can be used if it's validated, has utility, and there are no other alternatives.
ADA --> make resonable accommodations
Griggs v Duke Power --> measures of broad abilities can not be used b/c minorities pass at lower rates than whites
adverse impact 80% / 4/5ths Rule selection rate for non-minorities x .80
unfairness --> when minorities and non minorities score differently on predictor test (i.e. MCAT) but similar on criterion (i.e. GPA or outcome) --> two parallel regression lines = bad!
differential validity --> test is more valid for predicting the performance of one group than another...
identical elements --> used to optimize transfer of training
tests with highest criterion-related validity with performance across a broad range of job levels cognitive ability tests
Equity Theory
Created by: Dr. Rinaldi
 

 



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