The prediction of performance for black and for white police patrolmen.

127

140

This study is the largest meta-analysis to date of Black-White mean differences in work performance. The authors examined several moderators not addressed in previous research. Findings indicate that mean racial differences in performance favor Whites (d = 0.27). Effect sizes were most strongly moderated by criterion type and the cognitive loading of criteria, whereas data source and measurement level were influential moderators to a lesser extent. Greater mean differences were found for highly cognitively loaded criteria, data reported in unpublished sources, and for performance measures consisting of multiple item scales. On the basis of these findings, the authors hypothesize several potential determinants of mean racial differences in job performance.

Section: Methodsmentioning

confidence: 99%

A reexamination of black-white mean differences in work performance: More data, more moderators.

McKay

McDaniel

2006

127

140

“…This state of affairs does not practically reflect typical personnel selection situations. Precluding studies with range enhancement meant that Baehr et al (1971) could not be used in analyses. This is a judgment call in meta-analysis, and we note that this study was used by J. K. Ford et al (1986).…”

Section: Criteria For Inclusionmentioning

confidence: 99%

Ethnic group differences in measures of job performance: A new meta-analysis.

Roth

Huffcutt

Bobko

2003

151

183

The authors conducted a new meta-analysis of ethnic group differences in job performance. Given a substantially increased set of data as compared with earlier analyses, the authors were able to conduct analyses of Black-White differences within more homogeneous categories of job performance and to reexamine findings on objective versus subjective measurement. Contrary to one perspective sometimes adopted in the field, objective measures are associated with very similar, if not somewhat larger, standardized ethnic group differences (ds) than subjective measures across a variety of indicators. This trend was consistent across quality, quantity, and absenteeism measures. Further, work samples and job knowledge tests are associated with larger ds than performance ratings or measures of absenteeism. Analysis of Hispanic-White standardized differences shows that they are generally lower than Black-White differences in several categories.

“…Previous research on police personality has indicated that emotional stability is a crucial factor in determining the probability of success of a policeman (Baehr, Saunders, Froemel, & Furcon, 1971). However, a considerable amount of research indicates that policemen may, in fact, be neurotic or even psychotic (Bain, 1939;Herman, 1971;Bohardt, 19S9;Kates, 19SO;Rankin, 1959;Rapaport, 1949;Skolnick, 1966;Westley, 1951;Zion, 1966).…”

mentioning

confidence: 99%

“…(which finds less neuroticism among police groups than is found in the general population) indicates that the intensive screening of police applicants, advertently or inadvertently, eliminates many neurotics. Because of the finding byBaehr et al (1971) that emotional stability was a crucial factor in predicting good police performance, the authors believe that rigorous screening for neuroticism should be a part of police selection procedures.…”

mentioning

confidence: 99%

Neuroticism among policemen: An examination of police personality.

Fenster¹,

Locke²

1973

The neuroticism scores of 548 male subjects (college-educated policemen, noncollege-educated policemen, and college-and non-college-educated civilians) were compared, using the Eysenck Personality Inventory and the Rokeach Dogmatism Scale. On the whole, policemen scored lower on neuroticism when compared with nonpolice citizens. Noncollege police were significantly less neurotic than noncollege civilians, and significantly less neurotic than college civilians on the Eysenck but not on the Rokeach scale. It was concluded that neuroticism was not a major characteristic of this group of policemen.