Top

Journal of Business and Psychology

Published in:

01-12-2008

Using the 4/5ths Rule as an Outcome in Regression Analyses: A Demonstrative Simulation

Authors: Eric M. Dunleavy, Karla M. Stuebing, James E. Campion, Dana M. Glenn

Published in: Journal of Business and Psychology | Issue 3-4/2008

Activate our intelligent search to find suitable subject content or patents.

search-config

AI-assisted search

Off

Abstract

The adverse impact associated with personnel practices is an important issue for personnel psychologists. The purpose of this simulation study is to demonstrate the consequences of using the 4/5ths rule and the adverse impact ratio in analyses designed to predict adverse impact from human resource management (HRM) strategies. Results show that increasing (1) the total number of selections made and (2) the minority representation in the candidate pool may influence adverse impact differently depending on how adverse impact is measured. Specifically, using the 4/5ths rule as an outcome in logistic regression analyses led to unexpected findings regarding the effectiveness of HRM strategies designed to reduce adverse impact. On the other hand, using the adverse impact ratio as an outcome in linear regression analyses produced to intuitive findings.

previous article Designing Organizations: Does Expertise Matter?

next article Positive and Negative Affectivity and Facet Satisfaction: A Meta-analysis

Dont have a licence yet? Then find out more about our products and how to get one now:

Springer Professional "Wirtschaft+Technik"

Online-Abonnement

Mit Springer Professional "Wirtschaft+Technik" erhalten Sie Zugriff auf:

über 102.000 Bücher
über 537 Zeitschriften

aus folgenden Fachgebieten:

Automobil + Motoren
Bauwesen + Immobilien
Business IT + Informatik
Elektrotechnik + Elektronik
Energie + Nachhaltigkeit
Finance + Banking
Management + Führung
Marketing + Vertrieb
Maschinenbau + Werkstoffe
Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

inform now

Springer Professional "Wirtschaft"

Online-Abonnement

Mit Springer Professional "Wirtschaft" erhalten Sie Zugriff auf:

über 67.000 Bücher
über 340 Zeitschriften

aus folgenden Fachgebieten:

Bauwesen + Immobilien
Business IT + Informatik
Finance + Banking
Management + Führung
Marketing + Vertrieb
Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

inform now

Allison, P. D. (1999). Logistic regression using the SAS system: Theory and application. Cary, NC: SAS Institute Inc.

Allen, T. A., Facteau, J. D., & Facteau, C. L. (2004). Structured interviewing for OCB: Construct validity, faking, and the effects of question type. Human Performance, 17, 1–25.CrossRef

Biddle, D. (2005). Adverse impact and test validation: A practitioners guide to valid and defensible employment testing. Burlington, VT: Gower Publishing.

Bobko, P., Roth, P. L., & Potosky, D. (1999). Derivation and implications of a meta-analytic matrix incorporating cognitive ability, alternate predictors, and job performance. Personnel Psychology, 52, 561–589.CrossRef

Campion, M. A., Campion, J. E., & Hudson, J. P. (1994). Structured Interviewing: A note on incremental validity and alternative question types. Journal of Applied Psychology, 79, 988–1002.CrossRef

Carretta, T. R. (1997). Group differences on US Air Force pilot selection tests. International Journal of Selection and Assessment, 5, 115–127.CrossRef

Cohen, J. (1983). The cost of dichotomization. Applied Psychological Detection, 7, 249–253.

Cohen, J. (1991). The earth is round, (p < .05). American Psychologist, 49, 997–1003.CrossRef

Cortina, J. M., Goldstein, N. B., Payne, S. C., Davison, H. K., & Gilliland, S. W. (2000). The incremental validity of interview scores over and above cognitive ability and conscientiousness scores. Personnel Psychology, 53, 325–352.CrossRef

De Corte, W., Lievens, F., & Sackett, P. (2006). Predicting adverse impact and mean criterion performance in multistage selection. Journal of Applied Psychology, 91, 523–537.PubMedCrossRef

Doverspike, D., Winter, J. L., Healy, M. C., & Barrett, G. V. (1996). Simulations as a method of illustrating the impact of differential weights on personnel selection outcomes. Human Performance, 9, 259–273.CrossRef

Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, & Department of Justice. (1978). Uniform guidelines on employee selection procedures. Federal Register, 43, 38290–38315.

Equal Employment Opportunity Commission. (1979). Adoption of questions and answers to clarify and provide common interpretation of the Uniform guidelines on employment selection procedures.

Gutman, A. (2000). EEO law and personnel practices (2nd ed.). Thousand Oaks, CA: Sage Publications.

Gutman, A. (2003). Adverse impact: Why is it so difficult to understand? The Industrial-Organizational Psychologist, 40(3), 42–50.

Hattrup, K., Rock, J., & Scalia, C. (1997). The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance. Journal of Applied Psychology, 82, 656–664.CrossRef

Hough, L. M., & Oswald, F. L. (2000). Personnel selection: Looking toward the future-remembering the past. Annual Review of Psychology, 51, 631–664.PubMedCrossRef

Hough, L. M., Oswald, F. L., & Ployhart, R. E. (2001). Determinants, detection, and amelioration of adverse impact in personnel selection procedures: Issues, evidence, and lessons learned. International Journal of Selection and Assessment, 9, 152–193.CrossRef

Huffcutt, A. I., Conway, J. M., & Roth, P. L. (1999). Identification and meta-analytic assessment of psychological constructs measured in employment interviews. Paper presented at the annual meeting of the Society of Industrial and Organizational Psychology, Atlanta, GA.

Huffcutt, A. I., Conway, J. M., Roth, P. L., & Stone, N. J. (2001). Identification and meta-analytic assessment of psychological constructs measured in employment interviews. Journal of Applied Psychology, 86, 897–913.PubMedCrossRef

Huselid, M., & Day, N. (1991). Organizational commitment, job involvement, and turnover: A substantive and methodological analysis. Journal of Applied Psychology, 76(3), 380–391.CrossRef

Kehoe, J. F., & Olson, A. (2005). Cut scores in employment discrimination litigation. In Landy, F. J. (Ed.), Employment discrimination litigation: Behavioral, quantitative, and legal perspectives. San Francisco, CA: Jossey-Bass Publishing.

Latham, G. P., & Skarlicki, D. P. (1995). Criterion-related validity of the situational and patterned behavior description interviews with Organizational citizenship behavior. Human Performance, 8, 67–80.CrossRef

Ledvinka, J., & Scarpello, V. G. (1992). Federal regulation of personnel and human resource management (2nd ed.). Belmont, CA: Wadsworth Publishing.

MacCallum, R. C., Zhang, S., Preacher, K. J., & Rucker, D. D. (2002). On the practice of dichotomization of quantitative variables. Psychological Methods, 7(1), 19–40.PubMedCrossRef

Maxwell, S. E., & Delaney, H. G. (1993). Bivariate median splits and spurious statistical, Significance. Psychological Bulletin, 113, 181–190.CrossRef

Meier, P., Sacks, J., & Zabell, S. L. (1984). Statistics, employment discrimination, and the 80% rule. American Board Foundation Research Journal, 139.

Morris, S. B., & Lobsenz, R. E. (2000). Significance tests and confidence intervals for the adverse impact ratio. Personnel Psychology, 53, 89–112.CrossRef

Murphy, K. R., Osten, K., & Myors, B. (1995). Modeling the effects of banding in personnel selection. Personnel Psychology, 48, 61–84.CrossRef

Murphy, K. R., & Shiarella, A. H. (1997). Implications of the multidimensional nature for the validity of selection tests: Multivariate frameworks for studying test validity. Personnel Psychology, 50, 823–854.CrossRef

Roth, P. L., Bobko, P., & Switzer, F. S. (2006). Modeling the behavior of the 4/5ths rule for determining adverse impact: Reasons for caution. Journal of Applied Psychology, 91, 507–522.PubMedCrossRef

Roth, P. L., Huffcutt, A. I., & Bobko, P. (2003). Racial group differences in measures of job performance: A new meta analysis. Journal of Applied Psychology, 88, 674–706.CrossRef

Rybecki, S. L. (1998). The big-five structured interview: Development and investigation of construct and interviewer validity. Dissertation Abstracts International: Section B: The Sciences and Engineering, 59, 1400.

Sackett, P. R., & Roth, L. (1996). Multi-stage selection strategies: A Monte Carlo investigation of effects on performance and minority hiring. Personnel Psychology, 49, 549–572.CrossRef

Sackett, P. R., & Wilke, S. L. (1994). Within-group norming and other forms of score adjustment in preemployment testing. American Psychologist, 49, 929–954.PubMedCrossRef

Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–274.CrossRef

Siskin, B. R., & Trippi, J. (2005). Statistical issues in employment litigation. In F. J. Landy (Ed.), Employment discrimination litigation: Behavioral, quantitative, and legal perspectives. San Francisco, CA: Jossey-Bass Publishing.

Society for Industrial, Organizational Psychology (SIOP). (2003). Principles for the validation and use of personnel selection procedures (4th ed.). College Park, MD: Author.

Stauffer, J., & Ree, M. J. (1996). Predicting with logistic or linear regression: Will it make a difference in who is selected for pilot training? The International Journal of Aviation Psychology, 6, 233–240.CrossRef

Tabachnick, B. G., & Fidell, L. S. (2001). Using multivariate statistics. Needham Heights, MA: Allyn & Bacon Publishing.

Tam, A. P., Murphy, K. R., & Lyall, J. T. (2004). Can changes in differential dropout rates reduce adverse impact? A computer simulation study of a multi-wave selection system. Personnel Psychology, 57, 905–934.CrossRef

Zickar, M. J., & Slaughter, J. E. (2002). Computational modeling. In S. G. Rogelberg (Ed.), Handbook of research methods in industrial and organizational psychology (pp. 185–197). Oxford, UK: Blackwell Ltd.

Albemarle Paper Co. v. Moody (1975) 422 US 405.

Castanza v. Partida (430 U. S., 482, 496, 1977).

Clady v. County of Los Angeles (770 F.2d 1267, 9th Cir., 1985).

Griggs v. Duke Power Co. (1971) 401 US 424.

Grutter v. Bollinger. (2003) 02–241, 539 U. S.

Hazelwood School District v. United States, (1977) 433 U.S. 299.

Title: Using the 4/5ths Rule as an Outcome in Regression Analyses: A Demonstrative Simulation
Authors: Eric M. Dunleavy
Karla M. Stuebing
James E. Campion
Dana M. Glenn
Publication date: 01-12-2008
Publisher: Springer US
Published in: Journal of Business and Psychology / Issue 3-4/2008
Print ISSN: 0889-3268
Electronic ISSN: 1573-353X
DOI: https://doi.org/10.1007/s10869-008-9077-x

Springer Professional

Abstract

Please log in to get access to your license.

Dont have a licence yet? Then find out more about our products and how to get one now:

Springer Professional "Wirtschaft+Technik"

Springer Professional "Wirtschaft"

Other articles of this Issue 3-4/2008

Designing Organizations: Does Expertise Matter?

Positive and Negative Affectivity and Facet Satisfaction: A Meta-analysis

The Effects of the Ability to Choose the Type of Human Resources System on Perceptions of Invasion of Privacy and System Satisfaction

The Effects of a Diversity Learning Experience on Positive and Negative Diversity Perceptions

Premium Partner