The science and politics of race-norming.
The science and politics of race-norming.
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种族规范的科学和政治。
DOI：
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发表时间：
1994
影响因子：
16.4
通讯作者：
L. Gottfredson
中科院分区：
文献类型：
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作者：
L. Gottfredson
在雇员选择方面的不同影响(种族不平衡)构成非法歧视的初步证据。然而，人事心理学的研究表明，有效和不偏不倚的甄选程序往往保证产生不同的影响，只要在与工作有关的技能和能力方面仍然存在很大的种族差距，这些程序就会继续这样做。雇主受到法律约束，因为他们往往只能通过非法的不同待遇(种族优待)来避免不同的影响。一些人事心理学家认为，根据种族对考试分数进行调整，以消除不同的影响，这是有科学根据的。对他们看似科学的推理的分析表明，为了协调相互矛盾的法律要求，选拔人员的科学正在受到损害。
Disparate impact (racial imbalance) in employee selection constitutes prima facie evidence of unlawful discrimination. Research in personnel psychology has shown, however, that valid and unbiased selection procedures often guarantee disparate impact and that they will continue to do so as long as there remain large racial disparities in job-related skills and abilities. Employers are in a legal bind because often they can avoid disparate impact only by engaging in unlawful disparate treatment (racial preferences). Some personnel psychologists have argued that there is scientific justification for race-based adjustments in test scores that eliminate disparate impact. Analyses of their seemingly scientific reasoning illustrate how personnel selection science is being compromised in an effort to reconcile contradictory legal demands.