Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as "disadvantaged,'' (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environment.
Organizational Behavior and Theory | Social and Behavioral Sciences
Organisational Behaviour and Human Resources
Industrial and Organizational Psychology
Wiley: 12 months / Cambridge University Press (CUP): HSS Journals
MYORS, B; LIEVENS, Filip Rene O; SCHOLLAERT, E; VAN HOYE, G; CRONSHOW, SF; MLADINIC, A; RODRIGUEZ, V; AGUINIS, H; STEINER, DD; ROLLAND, F; SCHULER, H; FRINTRUP, A; NIKOLAOU, I; TOMPROU, M; SUBRAMONY, S; RAJ, SB; TZAFRIR, S; BAMBERGER, P; BERTOLINO, M; and MARIANI, M.
International perspectives on the legal environment for selection. (2008). Industrial and Organizational Psychology. 1, (2), 206-246. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5579
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