Publication Type

Book Chapter

Version

submittedVersion

Publication Date

1-2017

Abstract

In the United States, the legal context plays a major role in how industrial/organizational (I/O) psychologists approach selection system development. The set of protected groups, the approaches to making an a priori case of discrimination (e.g., differential treatment vs. adverse impact), the key court cases influencing selection, and the prohibitions against preferential treatment (e.g., the 1991 ban on score adjustment or within-group norming) are well known. Selection texts (e.g., Guion, 1998) and human resource management texts (e.g., Cascio & Aguinis, 2008) give prominent treatment to the legal context. In recent years, there has been a growing internationalization of I/O psychology such that psychologists from all over the world work with clients in other countries and contribute to our journals and to our conferences. Test publishers and consulting firms establish offices globally. As this internationalization continues, it becomes increasingly useful to take a broader look at the legal environment for selection, examining similarities and differences in various countries.

Discipline

Human Resources Management | Organizational Behavior and Theory

Research Areas

Organisational Behaviour and Human Resources

Publication

Handbook of Employee Selection

Editor

James L. Farr, & Nancy T. Tippins

First Page

659

Last Page

677

ISBN

9781138915497

Publisher

Routledge

City or Country

New York

Copyright Owner and License

Authors

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