Criterion‐Related Validity of Dutch Police‐Selection Measures and Differences Between Ethnic Groups

Meijer, Lonneke A. L. de; Born, Marise Ph.; Terlouw, Gert; Molen, Henk T. van der

doi:10.1111/j.1468-2389.2008.00438.x

Cited by 9 publications

(10 citation statements)

References 37 publications

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“…a Based on Ployhart and Holtz () unless stated differently. b Based on De Meijer, Born, Terlouw, and Van der Molen (). c Based on Te Nijenhuis, De Jong, Evers, and Van Der Flier ().…”

Section: Discussionmentioning

confidence: 99%

“…Future research is needed to expand the present findings. Additionally, the ethnic minority sample is characterized by its heterogeneous nature regarding ethnic background, which is common in European settings (i.e., De Meijer, Born, Terlouw, & Van der Molen, ). Although the current study already provides a first important overview among subgroup differences between native Dutch and immigrant applicants, the ethnic minority sample was rather small in order to differentiate among ethnic groups.…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Alternative Predictors for Dealing with the Diversity–Validity Dilemma in Personnel Selection: The constructed response multimedia test

Soete

Lievens

Oostrom³

et al. 2013

Int J Selection Assessment

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In the context of the diversity–validity dilemma in personnel selection, the present field study compared ethnic subgroup differences on an innovative constructed response multimedia test to other commonly used selection instruments. Applicants (N = 245, 27% ethnic minorities) for entry‐level police jobs completed a constructed response multimedia test, cognitive ability test, language proficiency test, personality inventory, structured interview, and role play. Results demonstrated minor ethnic subgroup differences on constructed response multimedia test scores as compared to other instruments. Constructed response multimedia test scores were related to the selection decision, and no evidence for predictive bias was found. Subgroup differences were also examined on the dimensional level, with cognitively loaded dimension scores displaying larger differences.

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“…a Based on Ployhart and Holtz () unless stated differently. b Based on De Meijer, Born, Terlouw, and Van der Molen (). c Based on Te Nijenhuis, De Jong, Evers, and Van Der Flier ().…”

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Alternative Predictors for Dealing with the Diversity–Validity Dilemma in Personnel Selection: The constructed response multimedia test

Soete

Lievens

Oostrom³

et al. 2013

Int J Selection Assessment

View full text Add to dashboard Cite

show abstract

“…Second, as the current research on ethnic subgroup differences has mainly focused on Black-White performance discrepancies, it is imperative to expand this domain with European research findings and to compare ethnic subgroup differences in American and European settings (e.g., Hanges & Feinberg, 2009;Ruggs et al, 2013; for exceptions in European contexts: De Meijer et al, 2006;De Meijer, Born, Terlouw, & van der Molen, 2008;Ones & Anderson, 2002).…”

Section: Avenues For Future Researchmentioning

confidence: 99%

Strategies for dealing with the diversity-validity dilemma in personnel selection: Where are we and where should we go?

Soete

Lievens

Druart

2013

Revista de Psicología del Trabajo y de las Organizaciones

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The diversity-validity dilemma has been a dominant theme in personnel selection research and practice. As some of the most valid selection instruments display large ethnic performance differences, scientists attempt to develop strategies that reduce ethnic subgroup differences in selection performance, while simultaneously maintaining criterion-related validity. This paper provides an evidence-based overview of the effectiveness of six strategies for dealing with the diversity-validity dilemma: (1) using 'alternative' cognitive ability measures, (2) employing simulations, (3) using statistical approaches to combine predictor and criterion measures, (4) reducing criterion-irrelevant predictor variance, (5) fostering positive candidate reactions, and (6) providing coaching and opportunity for practice to candidates. Three of these strategies (i.e., employing simulation-based assessments, developing alternative cognitive ability measures, and using statistical procedures) are identified as holding the most promise to alleviate the dilemma. Potential areas in need for future research are discussed.

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“…While still much work needs to be done in relation to construct validity, a widely accepted position is that predictive validity is the same, or practically the same, for different cultural groups in Europe (e.g. Nijenhuis and Flier, 1997; Salgado et al , 2003; Meijer et al , 2008). In a study examining the relation between the stratum III‐factor g and the stratum II‐factor G f in Swedish groups with different cultural backgrounds Valentin Kvist and Gustafsson (2008) could demonstrate that these two factors are perfectly correlated in groups with similar migrational background as defined by geographical area of education.…”

Section: Theoretical Background: Cognitive Factors and Vocational Trainingmentioning

confidence: 99%

Immigrant groups, vocational training, and employment

Kvist

2012

European Journal of Training and Development

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PurposeThis paper aims to assess the effect of vocational training on employability for immigrant groups.Design/methodology/approachCognitive test results were computed as factor scores on broad ability variables, and group means were calculated. The effects of cognitive factors and training on employment were investigated in a series of regression equations. The development of employment was estimated in a growth curve model.FindingsThere were considerable group differences in mean cognitive estimates. The influence of training on employment was beneficial for all groups. Training courses at different levels of complexity had different long term effects.Research limitations/implicationsA replication with information on grades or other training outcome measures should be useful. Replication studies with other groups should be conducted, such as replication with a more balanced proportion of male and female participants.Practical implicationsImmigrant groups benefit from vocational training despite entering with lower skills. Different long term influence on employment rates could influence choice of course.Originality/valueThis paper contributes information on cognitive achievements and training outcomes for immigrants in working life, an area where much more knowledge is needed. It provides support for the praxis of granting vocational training to immigrants with language skills considerably below those of comparable native groups. It also shows that courses at different levels of complexity have different long‐term impact, which can be useful information in a cost‐benefit perspective.

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Criterion‐Related Validity of Dutch Police‐Selection Measures and Differences Between Ethnic Groups

Cited by 9 publications

References 37 publications

Alternative Predictors for Dealing with the Diversity–Validity Dilemma in Personnel Selection: The constructed response multimedia test

Alternative Predictors for Dealing with the Diversity–Validity Dilemma in Personnel Selection: The constructed response multimedia test

Strategies for dealing with the diversity-validity dilemma in personnel selection: Where are we and where should we go?

Immigrant groups, vocational training, and employment

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