K. Hattrup et al., THE EFFECTS OF VARYING CONCEPTUALIZATIONS OF JOB-PERFORMANCE ON ADVERSE IMPACT, MINORITY HIRING, AND PREDICTED PERFORMANCE, Journal of applied psychology, 82(5), 1997, pp. 656-664
The present research explored the effects of various strategies of wei
ghting criterion dimensions on adverse impact, minority hiring, and jo
b performance. In particular, this research compared strategies that v
ary the weight of task and contextual performance dimensions in calcul
ating a composite criterion measure, in terms of their effects on regr
ession weights assigned to predictors and effects on adverse impact, p
ercentage of minorities hired, and predicted performance. With a Monte
Carlo simulation based on meta-analytic evidence of multiple predicto
r and criterion relationships, the authors illustrate how organization
s might think through the consequences of varying conceptualizations o
f job performance in selection contexts. Approaches that simultaneousl
y increase aggregate predicted job performance and reduce adverse impa
ct are described and illustrated.