Essay Application 1 & 2
1. The reliability for both the clerical and the work samples are favorable. We see in the Clerical Test that the co-efficient alpha (at .85 and .86) and the test-retest (.92) are both high so we have an acceptable degree of reliability for the test. For the Work Sample (T) & Work Sample (C) we find the inter-rater agreements to be high at with Work Sample (T) being T1=88% and T2=79% and Work Sample (C) T1=80% and T2=82%, both above the 75% normal requirement for a reliable measure. Since all three show a decent level of reliability, it would be safe for Phonemin to use them in selecting new job applicants.
2. The …show more content…
2. With a cut score of 7 on PS, would its use lead to adverse impact against women?
Yes. A cut score of 7 leads to a selection rate in females of 53.33% versus 56.67% in the entire sample.
No adverse impact to minorities. Selection rate of minorities is actually higher than non-minorities when a cut score of 7 is used.
If there is adverse impact, does the validity evidence justify use of the PS anyway?
Because the sample size is relatively small, the adverse impact to women seems insignificant and not enough to justify discontinuation of using the PS scores as predictors of future performance.
3. There are several limitations of this study. The first one would be related to the correlation (R-value). The correlation does not equate to a percentage. The R-Value calculated above of .407 does not equate to 40.7% but rather it equates to 16.56% (.4072 X 100) common variation of the scores. A second limitation of the R-Value is that it is affected by the amount of variation in each set of scores. The less variation there is in one or both sets of