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The present research explored the effects of various strategies of weighting criterion dimensions on adverse impact, minority hiring, and job performance. In particular, this research compared strategies that vary the weight of task and contextual performance dimensions in calculating a composite criterion measure, in terms of their effects on regression weights assigned to predictors and effects on adverse impact, percentage of minorities hired, and predicted performance. With a Monte Carlo simulation based on meta-analytic evidence of multiple predictor and criterion relationships, the authors illustrate how organizations might think through the consequences of varying conceptualizations of job performance in selection contexts. Approaches that simultaneously increase aggregate predicted job performance and reduce adverse impact are described and illustrated.A consistent body of research has offered support for conceptualizations of the job performance domain that emphasize the multidimensional nature of performance in organizations (e.g.,

System dynamics is a field that emphasizes the complex demands on human decisionmakers and the cognitive processes that are either wired into the brain by nature or by education or that are stimulated by nurture. The world can be regarded as a complex system and it is a fascinating question how the human brain has adapted to its complexity and survived. Of considerable interest are the human dispositions or characteristics that are responsible for survival and adaptation. Are individual differences in human ability, aptitude, personality, or knowledge the origin of failures and successes in complex environments? These constructs are at the center of much research in psychology and cognitive sciences. Much controversy has revolved around whether dispositions like intelligence or situational constraints and characteristics of the environment are the most important predictive and explanatory constructs. The present work describes recent psychological research on working memory, intelligence, and performance on complex tasks. This research shows that intelligence, combined with personality and interests, are indeed constructs of impressive power in predicting performance. Implications of this research for selecting, educating, and training managers and decision-makers in charge of handling such complex systems are proposed and elaborated.

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This study explored the measurement equivalence of 3 commonly used psychological measures across samples of U.S. and Indian male and female respondents. Multiple groups structural equations modeling indicated that locus of control was measured equivalently across U.S. and Indian male and female groups, whereas measurement equivalence of a self-esteem scale and a higher order need strength scale was observed across U.S. men, U.S. women, and Indian men. Baseline models for self-esteem and for higher order need strength failed to fit in the Indian female sample, suggesting basic differences in how respondents from this group conceptualized scale items. The results underscore the potential importance of culture as a factor that may moderate the types of inferences that can be made from test scores in cross-cultural research applications.Recognition of the need for cross-cultural research has stimulated considerable discussion and activity among social scientists from a number of disciplines (Kim, Triandis, Kagitcibasi, Choi, & Yoon, 1994). A major issue raised by researchers studying cross-cultural phenomena is how transportable research methods (e.g., personality inventories, attitude surveys, interviewing techniques) developed in one culture are to another culture (Church & Lonner, 1998;Paunonen & Ashton, 1998;Triandis, 1994). The attractiveness of using methods across multiple cultures can be understood by contemplating the alternative-developing tools from scratch for each culture to be studied. Besides being costly in terms of time and money, this alternative prevents cross-cultural applicability of instruments, a fundamental requirement for establishing universals of human behavior (Church & Lonner, 1998).The decision to use methods cross-culturally, however, presents some daunting challenges. A pivotal issue in being able to transport methods cross-culturally is establishing equivalence of the measures across cultures before drawing