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
    ....
  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...