The Controversy Over Score Banding in Personnel Selection: Answers to 10 Key Questions

Campion, Michael A.; Outtz, James L.; Zedeck, Sheldon; Schmidt, Frank L.; Kehoe, Jerard F.; Murphy, Kevin R.; Guion, Robert M.

doi:10.1111/j.1744-6570.2001.tb00090.x

Cited by 55 publications

(56 citation statements)

References 29 publications

(50 reference statements)

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“…accepted solution (although still not free of controversy) in industrial/organizational psychology is known as score banding, in which scores within a certain range are treated as equivalent (see Campion et al, 2001), with the goal of more representative hiring or promotion decisions. However, if scalar invariance holds, but metric invariance does not, the construct factor itself is different.…”

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confidence: 99%

Impulsivity and the Sexes

Cyders

2011

Assessment

134

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Before it is possible to test whether men and women differ in impulsivity, it is necessary to evaluate whether impulsivity measures are invariant across sex. The UPPS-P Impulsive Behavior Scale (negative urgency, lack of premeditation, lack of perseverance, and sensation seeking, with added subscale of positive urgency) is one measure of five dispositions toward rash action that has shown to have robust and clinically useful relationships among risk-taking outcomes. In the current research, the author examined (a) the psychometric measurement invariance of the UPPS-P across sex, (b) the scale's structural invariance across sex, and (c) whether the five impulsivity traits differentially relate to risk outcomes as a function of sex. In a sample of 1,372 undergraduates, the author found evidence for measurement and invariance across sex: Thus, comparisons of men and women on the UPPS-P can be considered valid. Additionally, although males tend to report higher levels of sensation seeking and positive urgency (and possibly lack of perseverance), the relationships between the UPPS-P traits and risk outcomes were generally invariant across sex. The UPPS-P appears to function comparably across males and females, and mean differences on this scale between the sexes can be thought to reflect trait-level differences.

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confidence: 99%

Impulsivity and the Sexes

Cyders

2011

Assessment

134

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“…The test results gave applicants' scores on each test, their overall score (i.e., combination of the written and video tests), and their band based on the overall score. Specifically, scores were grouped into ranges called bands (in the present case, a 95% confidence interval based on the standard error of measurement) so that scores within bands were considered statistically equal (see Campion et al, 2001). Applicants were told at this time which bands were to be considered for further selection hurdles.…”

Section: Participants and Proceduresmentioning

confidence: 99%

Selection fairness information and applicant reactions: A longitudinal field study.

Truxillo¹,

Bauer²,

Campion³

et al. 2002

Journal of Applied Psychology

136

164

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Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N ϭ 274) in a longitudinal study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was related to perceived fairness measured at the time of testing and 1 month later when applicants received their results. Information moderated the relationship between outcome favorability and test-taking self-efficacy among African Americans but not among Whites. Information was not related to the behavioral measures. The discussion focuses on why certain findings from previous studies were not replicated and on the use of information when applicants have an investment in getting a job.

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“…16 The procedure developed and demonstrated in this study essentially sidesteps the score banding by simply pro viding options for treating MQ's as just another metric.…”

Section: Discussionmentioning

confidence: 99%

A Content-Oriented Approach to Setting Minimum Qualifications

Prien¹,

Hughse²

2004

Public Personnel Management

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Minimum qualifications (MQ's) are typically estimated using a whole job, impressionistic approach. This article reports a series of quantitative job analysis studies using a decomposed approach with replication, and then extended to a comparison using a holistic approach for a sample of jobs. The results indicate that Subject Matter Experts (SME's) agree on the years of educational attainment scaling of GED scale interval definitions (replicated), that job analysts can reliably assign GED ratings to tasks (replicated) and that job analysts can reliably assign GED ratings using a holistic approach. The decomposed and the holistic approach differ slightly in their results, with the decomposed approach producing a more conservative estimate of MQ's and less differentiation among jobs. The conclusion drawn from these studies is that educational MQ's can be established for clerical jobs using either of these techniques.

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The Controversy Over Score Banding in Personnel Selection: Answers to 10 Key Questions

Cited by 55 publications

References 29 publications

Impulsivity and the Sexes

Impulsivity and the Sexes

Selection fairness information and applicant reactions: A longitudinal field study.

A Content-Oriented Approach to Setting Minimum Qualifications

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