DCI Publications and Presentations related to Selection and Validation

DCI Publications and Presentations related to Selection and Validation

  • DCI staff have published and presented at professional conferences on these topics extensively. The articles below provide a sample of this research:
  • Aamodt, M. G. (2010). Industrial-organizational psychology: An applied approach (6th ed.). Belmont, CA: Wadsworth Publishing.
  • Aamodt, M. G. (2008, October). What is the shelf-life of a test?Assessment Council News, 2-3.
  • Aamodt, M. G. (2007, October). Beauty may be in the eye of the beholder, but is the same true of a validity coefficient?Assessment Council News, 2-10.
  • Aamodt, M. G. (2007, August). A test! A test! My kingdom for a valid test. Assessment Council News, 3-5.
  • Aamodt, M. G., &Flink, W. (2001).Relationship between education level and cadet performance in a police academy.Applied H.R.M. Research, 6(1), 75-76.
  • Aamodt, M. G. (1990). Predicting employee performance with letters of recommendation. VCPA Innerview, 22(1), 6-7. Reprinted in FCPA Connection, 4(1), 3-4.
  • Aamodt, M. G., & Pierce, W. L. (1987).Comparison of the rare response and vertical percent methods of scoring the biographical information blank. Educational and Psychological Measurement, 47, 505-511.
  • Aamodt, M. G., Reardon, C. E., & Kimbrough, W. W. (1986). The critical incident technique revisited. Journal of Police and Criminal Psychology, 2, 48-59.
  • Buonasera, A. K., Dunleavy, E. M., & Mueller, L. (2007). Accounting for Qualifications: Demonstrating Conditional Logistic Regression in Disparity Analysis. Poster Presentation at the 22nd Annual SIOP conference, New York, NY, 2007.
  • Dunleavy, E. M. (2008). Legal Watch: Understanding the EEOC Fact Sheet on Employment Testing. Personnel Testing Council of Metropolitan Washington D.C. Quarterly, 1, 3-4.
  • Dunleavy, E. M. (2007). Legal Watch: Now for the OFCCP’s Perspective on Employment Testing. Personnel Testing Council of Metropolitan Washington D.C. Quarterly, 4, 3-4.
  • Dunleavy, E. M. (2007). Legal Watch: Take home messages from the EEOC Commission on employment testing. Personnel Testing Council of Metropolitan Washington D.C. Quarterly, 3, 6-8.
  • Dunleavy, E. M. (2010). Debating the future of the Uniform Guidelines.Personnel Testing Council of Metropolitan Washington D.C. Quarterly, 6, 3, 1.12-15.
  • Dunleavy, E. M., Aamodt, M. G., Cohen, D. B., & Schaeffer, P. (2008).A consideration of international differences in the legal context of selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 247–254.

News

Obama targets gender pay gap with plan to collect companies’ salary data

In a Washington Post article on Friday, January 29th, 2016, David Cohen discusses the EEOC’s proposed Equal Pay Report.

Recent Blog Posts

Practical versus Statistical Significance

In our previous blog on the topic of statistical significance, we discussed how to interpret the meaning of “statistically significant.”  In this blog, we want to expand on the topic by discussing the difference between statistical and practical significance.

As mentioned in the previous blog, when a group difference is statistically significant, it only indicates that it is unlikely, but not impossible, that the difference occurred by chance.  A larger standard deviation is not an indication of the magnitude of the group difference. However, it is an indicator of the probability that the difference observed may not be due to chance.

Because the values of many statistical tests are driven in part by sample

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