DERIVATION AND IMPLICATIONS OF A META‐ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE
构建了一个包含认知能力、三类替代预测因子和工作绩效关系的元分析矩阵，并分析了种族差异和不利影响，发现单独使用替代预测因子虽降低不利影响，但在常见选拔比例下仍存在。
A variety of recent articles in the personnel selection literature have used analyses of meta‐analytically derived matrices to draw general conclusions for the field. The purpose of this article is to construct a matrix that incorporates as complete information as possible on the relationships among cognitive ability measures, three sets of alternative predictors, and job performance, We build upon a starting matrix used by Schmitt, Rodgers, Chan, Sheppard, and Jennings (1997). Mean differences, by race, for each of the measures and the potential for adverse impact of predictor composites are also considered. We demonstrate that the use of alternative predictors alone to predict job performance (in the absence of cognitive ability) lowers the potential for adverse impact. However, in contrast to recent claims, adverse impact continues to occur at many commonly used selection ratios. Future researchers are encouraged to use our matrix and to expand upon it as new primary research becomes available. We also report and reaffirm many methodological lessons along the way, including the many judgment calls that appear in an effort of this magnitude and a reminder that the field could benefit from even greater conceptual care regarding what is labeled an “alternative predictor.” Directions for future meta‐analyses and for future primary research activities are also derived.