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100   $a20110307d2010      uy         0
101 0 $aeng
135   $aurcn|||||||||
181   $ctxt
182   $cc
183   $acr
200 00$aAdverse impact $eimplications for organizational staffing and high stakes selection /$fedited by James L. Outtz
205   $a1st ed.
210   $aNew York $cRoutledge$d2010
215   $a1 online resource (564 p.)
225 1 $aOrganizational frontiers series
300   $aDescription based upon print version of record.
311   $a0-415-84588-2 
311   $a0-8058-6374-5 
320   $aIncludes bibliographical references and indexes.
327   $asection 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.
330   $aThis text is the best single repository for a comprehensive examination of the scientific research and practical issues associated with adverse impact. Adverse impact occurs when there is a significant difference in organizational outcomes to the disadvantage of one or more groups defined on the basis of demographic characteristics such as race, ethnicity, gender, age, religion, etc.This book shows, based on scientific research, how to design selection systems that minimize subgroup differences. The primary object of this volume in the SIOP series is to bring together renowned expert
410  0$aOrganizational frontiers series.
606   $aEmployee selection
606   $aEmployment tests
606   $aPersonnel management
606   $aPsychology, Industrial
615  0$aEmployee selection.
615  0$aEmployment tests.
615  0$aPersonnel management.
615  0$aPsychology, Industrial.
676   $a658.3
676   $a658.3/112
701   $aOuttz$b James$01715785
712 02$aSociety for Industrial and Organizational Psychology (U.S.)
801  0$bOCoLC-P
801  1$bOCoLC-P
906   $aBOOK
912   $a9910820258503321
996   $aAdverse impact$94110713
997   $aUNINA