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Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact

Wilfried De Corte UGent (1999) JOURNAL OF APPLIED PSYCHOLOGY. 84(5). p.695-702
abstract
Considerable thought has been given to the effects of various strategies of weighing predictor information on adverse impact, minority hiring, and quality of the selected workforce. However, these efforts do not solve the dilemma faced by employers who want to achieve an optimally qualified workforce but at the same time want to eliminate adverse impact. To remove this limitation, the present article shows how constrained nonlinear programming can be used to combine job performance predictors into a predictor composite such that the average quality of the composite selected employees is maximized, the intended overall selection rate is achieved, and the adverse impact ratio remains within acceptable bounds. Although the new procedure allows for situations in which the performance criterion is multidimensional, a further extension is needed to handle multistage selection decisions.
Please use this url to cite or link to this publication:
author
organization
year
type
journalArticle (original)
publication status
published
subject
keyword
UTILITY, DECISIONS
journal title
JOURNAL OF APPLIED PSYCHOLOGY
J. Appl. Psychol.
volume
84
issue
5
pages
695 - 702
Web of Science type
Article
Web of Science id
000083816600005
ISSN
0021-9010
DOI
10.1037/0021-9010.84.5.695
language
English
UGent publication?
yes
classification
A1
id
119331
handle
http://hdl.handle.net/1854/LU-119331
date created
2004-01-14 13:35:00
date last changed
2016-12-19 15:37:22
@article{119331,
  abstract     = {Considerable thought has been given to the effects of various strategies of weighing predictor information on adverse impact, minority hiring, and quality of the selected workforce. However, these efforts do not solve the dilemma faced by employers who want to achieve an optimally qualified workforce but at the same time want to eliminate adverse impact. To remove this limitation, the present article shows how constrained nonlinear programming can be used to combine job performance predictors into a predictor composite such that the average quality of the composite selected employees is maximized, the intended overall selection rate is achieved, and the adverse impact ratio remains within acceptable bounds. Although the new procedure allows for situations in which the performance criterion is multidimensional, a further extension is needed to handle multistage selection decisions.},
  author       = {De Corte, Wilfried},
  issn         = {0021-9010},
  journal      = {JOURNAL OF APPLIED PSYCHOLOGY},
  keyword      = {UTILITY,DECISIONS},
  language     = {eng},
  number       = {5},
  pages        = {695--702},
  title        = {Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact},
  url          = {http://dx.doi.org/10.1037/0021-9010.84.5.695},
  volume       = {84},
  year         = {1999},
}

Chicago
De Corte, Wilfried. 1999. “Weighing Job Performance Predictors to Both Maximize the Quality of the Selected Workforce and Control the Level of Adverse Impact.” Journal of Applied Psychology 84 (5): 695–702.
APA
De Corte, Wilfried. (1999). Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact. JOURNAL OF APPLIED PSYCHOLOGY, 84(5), 695–702.
Vancouver
1.
De Corte W. Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact. JOURNAL OF APPLIED PSYCHOLOGY. 1999;84(5):695–702.
MLA
De Corte, Wilfried. “Weighing Job Performance Predictors to Both Maximize the Quality of the Selected Workforce and Control the Level of Adverse Impact.” JOURNAL OF APPLIED PSYCHOLOGY 84.5 (1999): 695–702. Print.