Personnel Selection in the Pattern Evidence Domain of Forensic Science Proceedings of a Workshop (2017) / Chapter Skim
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3 Industrial and Organizational Psychology
3 Industrial and Organizational Psychology
Pages 21-36
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provided an overview of the field of industrial and organizational psychology to attendees. He cited a definition used on the Website of the Society for Industrial and Organizational Psychology: "The scientific study of working and the application of that science to workplace issues facing individuals, teams, and organizations." He recognized that I-O psychology is part of the broader field of psychology but is differentiated by the context in which I-O psychologists study behaviors; they study human behavior in organizations.
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. Guidelines for Education and Training in Industrial/Organizational Psychology.
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As discussed further below, any test that is used for selection purposes must be fair, and according to Tippins, citing Title VII of the Civil Rights Act of 1964, "job relevant and consistent with business necessity." There is a well-defined process for developing a fair and appropriate selection test, she noted. The steps of this process include job analysis, test development, criterion development, validation, implementation of the test into recruitment and hiring practices, and technical documentation.
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Putka acknowledged that it is the role of I-O psychologists to work with organizations and subject matter experts to assemble a list of tasks, identify those tasks critical to perform the job, and use knowledge developed in I-O psychology to identify a set of attributes relevant to those tasks. In conducting a job analysis, Tippins reported that interviews or focus groups may be held with job incumbents, supervisors, and/or other subject matter experts.
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Presentation at the Workshop on Personnel Selection in Forensic Science: Using Measurement to Hire Pattern Evidence Examiners, July 14, National Academies of Sciences, Engineering, and Medicine, Washington, D.C. 1 Published by the Society for Industrial and Organizational Psychology, see http://www.
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Predictor measures often represent samples or simulations of critical job tasks that are identified through a job analysis. These measures are developed to test for KSAOs that are critical to performance and needed at entry into a target job, and they are also known as aspects of the latent predictor domain.
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Transportability Arguments In validating selection practices within an organization, Putka explained that transportability arguments could be used in situations where past research or past studies have examined similar jobs with similar predictor measures and similar job performance criteria. Arguments could be made that results from those studies will generalize to the similar situation.
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Depending on the content domain, subject matter experts or professional test writers create test items; professional test editors typically edit questions created by subject matter experts. A final step in test development is setting a cut score or standard setting.
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VALIDATION PROCESS According to McPhail, there are many validation strategies for developing and documenting evidential bases. Three have particular prominence in employment testing because they are specifically mentioned in the Uniform Guidelines on Employee Selection Procedures:3 (1)
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Tippins explained that subject matter experts are asked to judge the extent different KSAOs are needed to perform the task, as well as to judge the extent to which the test (predictor measure) measures critical KSAOs.
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Presentation at the Workshop on Personnel Selection in Forensic Science: Using Measurement to Hire Pattern Evidence Examiners, July 14, National Academies of Sciences, Engineering, and Medicine, Washington, D.C.
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Tippins explained that as the construct being measured becomes more abstract or difficult to observe, appropriateness and legal defensibility of content-related approach diminish. In addition, she conveyed that a content validation study does not provide evidence needed to address fairness concerns and demonstrate that the test works equally well for all members of protected classes, primarily defined by race and gender.
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On the other hand, she said, relying too heavily on internal recruitment can lead to stagnation in creativity or improvements if fresh perspectives are not entering the organization or create significant vacancies in other areas of the organization. Ryan asked the audience to consider the current situation in hiring pattern evidence examiners in terms of internal and external recruitment.
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Highhouse emphasized that symbolic dimensions can be important for attracting applicants if they positively distinguish an organization from other workplaces even when the instrumental dimensions are the same. In developing image dimensions, Highhouse suggested that employers examine competing organizations and determine how their image might differ from other potential employers, identify the instrumental and symbolic dimensions that distinguish competing workplaces, and then choose to emphasize those dimensions that provide a competitive advantage and attraction.
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For defensibility in a job analysis, he said, "You've sampled adequately, you've conducted the interviews, you've gathered data, you've applied reasonable scientific principles to the obtaining of facts regarding the interpretations you can make of the test scores, [and] the evidence supports that." 8 Critical incident interviews involve asking job incumbents to identify situations on the job that were especially uncomfortable.
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Presentation at the Workshop on Personnel Selection in Forensic Science: Using Measurement to Hire Pattern Evidence Examiners, July 14, National Academies of Sciences, Engineering, and Medicine, Washington, D.C. Ryan pointed out that the legal requirements are important because they constrain and define some of the things that can be done.
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