P L Roth

Summary

Affiliation: Clemson University
Country: USA

Publications

  1. ncbi request reprint College grade point average as a personnel selection device: ethnic group differences and potential adverse impact
    P L Roth
    Department of Management, College of Business and Public Policy, Clemson University, South Carolina 29634 1305, USA
    J Appl Psychol 85:399-406. 2000
  2. ncbi request reprint Corrections for range restriction in structured interview ethnic group differences: the values may be larger than researchers thought
    Philip L Roth
    Department of Management, College of Business and Behavioral Sciences, Clemson University, South Carolina 29634 1305, USA
    J Appl Psychol 87:369-76. 2002
  3. ncbi request reprint Ethnic group differences in measures of job performance: a new meta-analysis
    Philip L Roth
    Department of Management, Clemson University, South Carolina 29634 1305, USA
    J Appl Psychol 88:694-706. 2003
  4. ncbi request reprint Modeling the behavior of the 4/5ths rule for determining adverse impact: reasons for caution
    Philip L Roth
    Clemson University, Department of Management, Clemson, SC 29634 1305, USA
    J Appl Psychol 91:507-22. 2006
  5. doi request reprint Updating the trainability tests literature on Black-White subgroup differences and reconsidering criterion-related validity
    Philip L Roth
    Department of Management, Clemson University, 101 Sirrine Hall, Clemson, SC 29634 1305, USA
    J Appl Psychol 96:34-45. 2011
  6. ncbi request reprint Risk propensity differences between entrepreneurs and managers: a meta-analytic review
    W H Stewart
    Department of Management, Clemson University, South Carolina 29634 1305, USA
    J Appl Psychol 86:145-53. 2001
  7. ncbi request reprint Data quality affects meta-analytic conclusions: a response to Miner and Raju (2004) concerning entrepreneurial risk propensity
    Wayne H Stewart
    Department of Management, Clemson University, Clemson, SC 29634 1305, USA
    J Appl Psychol 89:14-21. 2004
  8. doi request reprint Ethnic and gender subgroup differences in assessment center ratings: a meta-analysis
    Michelle A Dean
    Department of Management, San Diego State University, San Diego, CA 92182 8238, USA
    J Appl Psychol 93:685-91. 2008
  9. ncbi request reprint Assessing personality with a structured employment interview: construct-related validity and susceptibility to response inflation
    Chad H Van Iddekinge
    Human Resources Research Organization, Alexandria, VA 22314 1591, USA
    J Appl Psychol 90:536-52. 2005

Collaborators

  • Michelle A Dean
  • Chad H Van Iddekinge
  • Wayne H Stewart
  • W H Stewart
  • Philip Bobko
  • Patrick H Raymark

Detail Information

Publications9

  1. ncbi request reprint College grade point average as a personnel selection device: ethnic group differences and potential adverse impact
    P L Roth
    Department of Management, College of Business and Public Policy, Clemson University, South Carolina 29634 1305, USA
    J Appl Psychol 85:399-406. 2000
    ..00, 3.25, and 3.50) to demonstrate that employers (or educators) might face adverse impact at all 3 levels if GPA continues to be implemented as part of a selection system. Implications and future research are discussed...
  2. ncbi request reprint Corrections for range restriction in structured interview ethnic group differences: the values may be larger than researchers thought
    Philip L Roth
    Department of Management, College of Business and Behavioral Sciences, Clemson University, South Carolina 29634 1305, USA
    J Appl Psychol 87:369-76. 2002
    ..These differences are substantially larger than previously thought and demonstrate the importance of considering a variety of study design characteristics in obtaining the appropriate parameter estimates...
  3. ncbi request reprint Ethnic group differences in measures of job performance: a new meta-analysis
    Philip L Roth
    Department of Management, Clemson University, South Carolina 29634 1305, USA
    J Appl Psychol 88:694-706. 2003
    ..Analysis of Hispanic-White standardized differences shows that they are generally lower than Black-White differences in several categories...
  4. ncbi request reprint Modeling the behavior of the 4/5ths rule for determining adverse impact: reasons for caution
    Philip L Roth
    Clemson University, Department of Management, Clemson, SC 29634 1305, USA
    J Appl Psychol 91:507-22. 2006
    ..Adding statistical tests mitigated the number of indications of adverse impact to some extent...
  5. doi request reprint Updating the trainability tests literature on Black-White subgroup differences and reconsidering criterion-related validity
    Philip L Roth
    Department of Management, Clemson University, 101 Sirrine Hall, Clemson, SC 29634 1305, USA
    J Appl Psychol 96:34-45. 2011
    ..Results also suggest that trainability tests have higher validity than previously thought. Overall, our analysis provides a substantial amount of data to update our understanding of the use of trainability tests in personnel selection...
  6. ncbi request reprint Risk propensity differences between entrepreneurs and managers: a meta-analytic review
    W H Stewart
    Department of Management, Clemson University, South Carolina 29634 1305, USA
    J Appl Psychol 86:145-53. 2001
    ..Results also underscore the importance of precise construct definitions and rigorous measurement...
  7. ncbi request reprint Data quality affects meta-analytic conclusions: a response to Miner and Raju (2004) concerning entrepreneurial risk propensity
    Wayne H Stewart
    Department of Management, Clemson University, Clemson, SC 29634 1305, USA
    J Appl Psychol 89:14-21. 2004
    ..31) versus the Miner Sentence Completion Scale-Form T (observed d = -0.35)...
  8. doi request reprint Ethnic and gender subgroup differences in assessment center ratings: a meta-analysis
    Michelle A Dean
    Department of Management, San Diego State University, San Diego, CA 92182 8238, USA
    J Appl Psychol 93:685-91. 2008
    ..As such, assessment centers may be associated with more adverse impact against Blacks than is portrayed in the literature, but the predictor may have less adverse impact and be more "diversity friendly" for Hispanics and females...
  9. ncbi request reprint Assessing personality with a structured employment interview: construct-related validity and susceptibility to response inflation
    Chad H Van Iddekinge
    Human Resources Research Organization, Alexandria, VA 22314 1591, USA
    J Appl Psychol 90:536-52. 2005
    ..In addition, instructions to respond like an applicant appeared to have a detrimental effect on the structure of the self-report and interview ratings, but not interviewer NEO ratings...