creator Anderson, Rebecca C. advisor Morris, Scott B. 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 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. Submitted by Erma Thomas (thomase@iit.edu) on 2017-11-03T21:37:11Z No. of bitstreams: 1 etdadmin_upload_499050.zip: 505551 bytes, checksum: 0df82f4db0430c46bb0302ad484bf268 (MD5) Made available in DSpace on 2017-11-03T21:37:11Z (GMT). No. of bitstreams: 1 etdadmin_upload_499050.zip: 505551 bytes, checksum: 0df82f4db0430c46bb0302ad484bf268 (MD5) Previous issue date: 2017-05 Ph.D. in Psychology, May 2017 2017 2017-05 http://hdl.handle.net/10560/4155 en adverse impact applicant behavior diversity organization reputation personnel selection Dissertation born digital application/pdf In Copyright http://rightsstatements.org/page/InC/1.0/ Restricted Access PSYCH / Institute of Psychology Illinois Institute of Technology Affiliated department