Summary of Adverse Impact Analysis: Applicants Meeting PSI Standards as a Function of Race Categories
|N Meeting||% Meeting||EEOC Compliance|
|(a) Includes American Indian, Asian, and Pacific Islander.|
These results support the fairness of the PSI. Selection rates resultant from PSI usage do not show any discriminatory adverse impact on the employment of minority sex or race groups.
The evidence from the reviewed studies provides substantial support for the eliability, validity, and fairness of the PSI. The manner in which the validity evidence has been collected has some major strengths. One is that the relationship between the PSI and independent measures of theft has been established using several different methods and criteria. The PSI has been shown to (1) exhibit a high degree of correspondence to results of independently conducted polygraph examinations, (2) be highly related to anonymous self-reports of theft behavior, (3) predict group membership of persons who should differ on honesty on either theoretical or empirical grounds, (4) predict future theft on the job with a high degree of accuracy, and (5) show substantial reductions in theft when implemented as a selection instrument.
A second strength of the validation research is that within each of the validation methods used, there is replication of findings with independent samples, an important condition for the believability of the findings.
A third strength of the PSI validation research is that statistically significant findings have been replicated in a wide variety of settings (e.g., department stores, drugstores, convenience stores, banks) using a variety of samples (e.g., retail sales clerks, management applicants, dockworkers, donation collectors). This sort of replication across settings and samples strengthens the external validity of the findings.
In addition to the reviewed psychometric properties of the PSI, research also shows it to contain other important properties. The PSI is readable at the seventhgrade educational level ( Werner & Ash, 1988) and thus can be comprehended by the vast majority of applicants to positions for which it is used. Also, the PSI is perceived to be job related and inoffensive to over 90 percent of applicants