THE EFFECTS OF ORGANIZATIONAL REPUTATION AND COMMUNITY DEMOGRAPHICS ON APPLICANT POOL COMPOSITION AND ETHNIC GROUP TEST SCORE DIFFERENCES IN PUBLIC SAFETY SELECTION

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Description

Efforts to increase minority hiring rely on having a large pool of qualified minority candidates. The current study examined the effects of police department reputation (as reflected in news stories), workforce demographics, and community demographics (i.e., the proportion and segregation of... Show moreEfforts to increase minority hiring rely on having a large pool of qualified minority candidates. The current study examined the effects of police department reputation (as reflected in news stories), workforce demographics, and community demographics (i.e., the proportion and segregation of minorities in the community) on minority representation among applicants to police jobs, as well as adverse impact on a police selection test. Only negative department reputation predicted test score, although it was not related to adverse impact. However, the size of group differences did vary significantly across police departments. Implications for future research and for practice are discussed.
Ph.D. in Psychology, May 2017 Show less

Details
Department

PSYCH / Institute of Psychology

Title

THE EFFECTS OF ORGANIZATIONAL REPUTATION AND COMMUNITY DEMOGRAPHICS ON APPLICANT POOL COMPOSITION AND ETHNIC GROUP TEST SCORE DIFFERENCES IN PUBLIC SAFETY SELECTION

Institution

Illinois Institute of Technology

Creator(s)

Anderson, Rebecca C.

Advisor(s)

Morris, Scott

Date

2017
2017-05

Description

Efforts to increase minority hiring rely on having a large pool of qualified minority candidates. The current study examined the effects of police department reputation (as reflected in news... Show moreEfforts to increase minority hiring rely on having a large pool of qualified minority candidates. The current study examined the effects of police department reputation (as reflected in news stories), workforce demographics, and community demographics (i.e., the proportion and segregation of minorities in the community) on minority representation among applicants to police jobs, as well as adverse impact on a police selection test. Only negative department reputation predicted test score, although it was not related to adverse impact. However, the size of group differences did vary significantly across police departments. Implications for future research and for practice are discussed. Show less

Type

Dissertation

File type

application/pdf

Subject

adverse impact
applicant behavior
diversity
organization reputation
personnel selection

Access

Restricted Access

Rights

In Copyright
http://rightsstatements.org/page/InC/1.0/

Identifier

http://hdl.handle.net/10560/4155

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