Almost all book chapters, review articles, and textbooks in the field of personnel selection suggest that work sample tests are associated with lower levels of ethnic group adverse impact than paper-and-pencil tests of cognitive ability. However, the empirical literature is heavily dependent on...

Although there has been empirical attention paid to the criterion-related validity of predictor composites, there has been much less attention paid to the standardized ethnic group differences associated with these composites. One important area of inquiry in predictor composite research is the...

The method of selecting among job applicants using statistically based banding has been proposed over the last 10 years as a way to increase workforce diversity. The method continues to be reviewed by academics and considered by practitioners. Although the goal of increasing workforce diversity...

The concept of differential validity suggests that cognitive ability tests are associated with varying levels of validity across ethnic groups, such that validity is lower in certain ethnic subgroups than in others. A recent meta-analysis has revived the viability of this concept. Unfortunately,...

Simulations and analyses based on meta-analytic matrices are fairly common in human resource management and organizational behavior research, particularly in staffing research. Unfortunately, the meta-analytic values estimates for validity and group differences (i.e., ρ and δ, respectively)...

The factors that influence franchisors' propensity tofranchise are investigated. Although most studies rely on either resourcescarcity or agency theory to generate hypotheses, the hypotheses in this studyare grounded in both perspectives. The first three hypotheses predict thatyounger, smaller...