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.
International Perspectives on the Legal Environment for Selection / Myors B.; Lievens F.; Schollaert E.; Van Hoye G.; Cronshaw S.F.; Mladinic A.; Rodríguez V.; Aguinis H.; Steiner D.D.; Rolland F.; Schuler H.; Frintrup A.; Nikolaou I.; Tomprou M.; Subramony S.; Raj S.B. ;Tzafrir S.; Bamberger P.; Bertolino M.; Mariani M.G.; Fraccaroli F.; Sekiguchi T.; Onyura B.; Yang H.; Anderson N.; Evers A.; Chernyshenko O.; Englert P.; Kriek H.J.; Joubert T.; Salgado J.F.; König C.J.; Thommen L.A.; Chuang A.; Sinangil H.K.; Bayazit M.; Cook M.; Shen W.; Sackett P.R.. - In: INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY. - ISSN 1754-9426. - STAMPA. - 1:(2008), pp. 206-246. [10.1111/j.1754-9434.2008.00040.x]
International Perspectives on the Legal Environment for Selection
MARIANI, MARCO GIOVANNI;
2008
Abstract
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.I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.
