EXAMINING SELECTION UTILITY WHERE COMPETING PREDICTORS DIFFER IN ADVERSE IMPACT
利用两项同时效度研究的数据，对比了评价中心和能力倾向测试在效度、成本、不利影响和效用上的差异，发现尽管能力倾向测试效度略高且成本低，但评价中心因不利影响小，在给定切分点时操作效用更高。
This paper discusses the roles of validity, cut score choice, and adverse impact on selection system utility using data from two concurrent validation studies. We contrast an assessment center and published aptitude test on several metrics, including validity, testing costs, adverse impact, and utility. The assessment center produced slightly lower validity than the aptitude test while costing roughly 10 times as much per candidate. In spite of these advantages for the aptitude test, the assessment center produced so much less adverse impact its operational utility would be higher given cut scores likely to be chosen in this organization. Potential concerns with applying net utility models to this type of situation are discussed in comparison to gross utility models.