Biomedical subjects

P R Sackett

Publications and source records attributed to P R Sackett.

7 recordsLinked to original sources

PubMed2001

Investigating the influence of social desirability on personality factor structure.

This study provides a comprehensive investigation into whether social desirability alters the factor structure of personality measures. The study brought together 4 large data sets wherein different organizational samples responded to different personality measures. This facilitated conducting 4 separate yet parallel investigations. Within each data set, individuals identified through a social desirability scale as responding in an honest manner were grouped together, and individuals identified as responding in a highly socially desirable manner were grouped together. Using various analyses, the fit of higher order factor structure models was compared across the 2 groups. Results were the same for each data set. Social desirability had little influence on the higher order factor structures that characterized the relationships among the scales of the personality measures.

Adult↗

PubMed2001

A meta-analytic review of gender differences in perceptions of sexual harassment.

Research on gender differences in perceptions of sexual harassment informs an ongoing legal debate regarding the use of a reasonable person standard instead of a reasonable woman standard to evaluate sexual harassment claims. The authors report a meta-analysis of 62 studies of gender differences in harassment perceptions. An earlier quantitative review combined all types of social-sexual behaviors for a single meta-analysis; the purpose of this study was to investigate whether the magnitude of the female-male difference varies by type of behavior. An overall standardized mean difference of 0.30 was found, suggesting that women perceive a broader range of social-sexual behaviors as harassing. However, the meta-analysis also found that the female-male difference was larger for behaviors that involve hostile work environment harassment, derogatory attitudes toward women, dating pressure, or physical sexual contact than sexual propositions or sexual coercion.

Adult↗

PubMed2001

High-stakes testing in employment, credentialing, and higher education. Prospects in a post-affirmative-action world.

Cognitively loaded tests of knowledge, skill, and ability often contribute to decisions regarding education, jobs, licensure, or certification. Users of such tests often face difficult choices when trying to optimize both the performance and ethnic diversity of chosen individuals. The authors describe the nature of this quandary, review research on different strategies to address it, and recommend using selection materials that assess the full range of relevant attributes using a format that minimizes verbal content as much as is consistent with the outcome one is trying to achieve. They also recommend the use of test preparation, face-valid assessments, and the consideration of relevant job or life experiences. Regardless of the strategy adopted, it is unreasonable to expect that one can maximize both the performance and ethnic diversity of selected individuals.

Aptitude Tests↗

PubMed2000

Correction for range restriction: an expanded typology.

A common research problem is the estimation of the population correlation between x and y from an observed correlation rxy obtained from a sample that has been restricted because of some sample selection process. Methods of correcting sample correlations for range restriction in a limited set of conditions are well-known. An expanded classification scheme for range-restriction scenarios is developed that conceptualizes range-restriction scenarios from various combinations of the following facets: (a) the variable(s) on which selection occurs (x, y and/or a 3rd variable z), (b) whether unrestricted variances for the relevant variables are known, and (c) whether a 3rd variable, if involved, is measured or unmeasured. On the basis of these facets, the authors describe potential solutions for 11 different range-restriction scenarios and summarize research to date on these techniques.

Humans↗

PubMed2000

The homogeneity assumption in differential prediction analysis: does it really matter?

In simulation studies, the F test for differences in regression slopes has tended to distort nominal Type I and II error rates when the 2 subgroup error variances exceeded a 1.50:1 ratio. This study examines the frequency and extent that this ratio is violated within data sets relevant to applied psychology. The General Aptitude Test Battery (GATB) validity study database contained ability data and overall job performance ratings. The Project A military database contained both ability and personality data, along with job performance factor scores and an overall job performance rating. Results suggest that subgroup (White-Black, male-female) error variances are often homogeneous enough to support F test results from past empirical work. Enough heterogeneity was found, however, to urge applied psychologists investigating differential prediction to explore their data and consider the possibility of alternative statistical tests.

Adult↗

PubMed1994

Within-group norming and other forms of score adjustment in preemployment testing.

Various forms of score adjustment have been suggested and used when mean differences by gender, race, or ethnicity are found using preemployment tests. This article examines the rationales for score adjustment and describes and compares different forms of score adjustment, including within-group norming, bonus points, separate cutoffs, and banding. It reviews the legal environment for personnel selection and the circumstances leading to the passage of the Civil Rights Act of 1991. It examines score adjustment in the use of cognitive ability tests, personality inventories, interest inventories, scored biographical data, and physical ability tests and outlines the implications for testing practice of various interpretations of the Civil Rights Act of 1991.

Aptitude Tests↗

PubMed1994

Job-specific applicant pools and national norms for cognitive ability tests: implications for range restriction corrections in validation research.

Correcting validity coefficients for range restriction requires the applicant pool predictor standard deviation (SD). As this is frequently unknown, some researchers use national norm SDs as estimates of the applicant pool SD. To test the proposition that job-specific applicant pools are markedly more homogeneous than broad samples of applicants for many jobs, job-specific applicant pool SDs on the Wonderlic Personnel Test for 80 jobs were compared with a large multijob applicant sample. For jobs at other than the lowest level of complexity, job-specific applicant pool SDs average 10% lower than the broad norm group SDs. Ninety percent of the job-specific applicant pool SDs lie within 20% of the norm group SD, suggesting that reducing a norm group SD by 20% provides a conservative estimate of the applicant pool SD for use in range restriction corrections for other than low-complexity jobs.

Aptitude↗