THE EFFECTS OF VARYING CONCEPTUALIZATIONS OF JOB-PERFORMANCE ON ADVERSE IMPACT, MINORITY HIRING, AND PREDICTED PERFORMANCE

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.