# Module 6 Assignment – Chapter 6

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PSYC 470 D1 – Spring 2019

Module 6 Assignment – Chapter 6

1. As an external I-O consultant, you are asked by a manager in the Human Resources department of a large organization to calculate whether there is adverse impact in a selection system that has been used over the last year.  You are provided with the following data:

# of majority group members that applied: 300

# job offers to majority group members: 100

# minority group members that applied: 75

# job offers to minority group members: 15

What is the adverse impact ratio?  Given what you found, is there evidence of adverse impact?  If there is adverse impact, what would you recommend in terms of next steps that the organization takes? Hint: take into account the 80% or 4/5th rule. (10 points)

• The selection/percentage hired rate for the majority group is 100/300=33%. The selection/percentage rate hired for the minority group is 15/75=20%. Compared to the majority group with 33%, the adverse impact ratio for the minority group is 20/33= 60%. There is evidence of adverse impact because the minority group is below the 80% or 4/5th rule. Whether it was intentional or unintentional discrimination, there are some small things that can help avoid adverse impact. I would recommend that the organization’s next steps would be to expand their sample size and selection rates. Also, measures of statistical and practical significance should be included in determining the existence of adverse impact.

1. Go back to the assignment you completed in Module 4 in which you searched O*NET (http://online.onetcenter.org/) for “Industrial-Organizational Psychologist.”  After going to the Details Report and identifying the top 3 KSAs that are required for successful performance as an Industrial-Organizational Psychologist, identify 3-4 predictors that you would recommend be used in a selection system that is hiring entry-level I-O psychology consultants and why? (10 points)

• Predictors I would recommend to be used in a selection system that is hiring entry-level I-O psychology consultants would be to use cognitive ability and personality tests.
1. Describe the two general approaches that can be used to establish cut scores. (5 points)
• The two general approaches that can be used to establish cut scores are criterion-referenced cut score and norm-referenced cut score. The criterion- referenced cut score considers the desired level of performance and then finds test scores corresponding to that level. Norm-referenced cut score is based on an index of the test-takers’ scores rather than job performance. They both have a specified point in the distribution of scores which the candidates are rejected if below.

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