03061oam 2200733Ma 450 991077857320332120230725041214.01-136-94818-X1-282-29361-397866122936101-136-94819-80-203-84841-11-4416-2382-5(CKB)1000000000805901(EBL)668520(OCoLC)729166453(SSID)ssj0000099470(PQKBManifestationID)11116955(PQKBTitleCode)TC0000099470(PQKBWorkID)10007198(PQKB)11423802(MiAaPQ)EBC668520(Au-PeEL)EBL668520(CaPaEBR)ebr10462522(CaONFJC)MIL229361(OCoLC)1086463680(OCoLC-P)1086463680(FlBoTFG)9780203848418(EXLCZ)99100000000080590120110307d2010 uy 0engurcn|||||||||txtccrAdverse impact[electronic resource] implications for organizational staffing and high stakes selection /edited by James L. OuttzNew York Routledge20101 online resource (564 p.)Organizational frontiers seriesDescription based upon print version of record.0-415-84588-2 0-8058-6374-5 Includes bibliographical references and indexes.section 1. Background -- section 2. Theoretical perspectives -- section 3. Adverse impact and traditional selection theory -- section 4. Facts of the adverse impact problem -- section 5. Adverse impact from an international perspective -- section 6. Methods of reducing adverse impact.This text is the best single repository for a comprehensive examination of the scientific research and practical issues associated with adverse impact. Adverse impact occurs when there is a significant difference in organizational outcomes to the disadvantage of one or more groups defined on the basis of demographic characteristics such as race, ethnicity, gender, age, religion, etc.This book shows, based on scientific research, how to design selection systems that minimize subgroup differences. The primary object of this volume in the SIOP series is to bring together renowned expertOrganizational frontiers series.Employee selectionEmployment testsPersonnel managementPsychology, IndustrialEmployee selection.Employment tests.Personnel management.Psychology, Industrial.658.3658.3/112Outtz James1570194Society for Industrial and Organizational Psychology (U.S.)OCoLC-POCoLC-PBOOK9910778573203321Adverse impact3843662UNINA