Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.

IF 6.1 1区心理学 Q1 MANAGEMENT

Journal of Applied Psychology Pub Date : 2025-10-02 DOI:10.1037/apl0001317

Serena Wee, Daniel A Newman, Q Chelsea Song, Chen Tang

{"title":"Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.","authors":"Serena Wee, Daniel A Newman, Q Chelsea Song, Chen Tang","doi":"10.1037/apl0001317","DOIUrl":null,"url":null,"abstract":"In the study of personnel selection to enhance organizational diversity, Pareto-optimal predictor weights are designed to simultaneously optimize the diversity and job performance of new hires. One aspiration for this approach is to access stronger combinations of diversity and performance outcomes by shifting the diversity-validity trade-off curve outward. The current work examines the role of a particular set of predictors-vocational interests-for their capacity to shift the Pareto trade-off curve outward, creating superior diversity-validity outcome pairings. Empirical results based on meta-analytic estimates suggest that novel diversity benefits (at no loss in terms of validity) can be observed in two sets of scenarios: (a) when selecting on high levels of social or conventional vocational interests (i.e., when individuals enjoy social or conventional tasks) specifically when such interests are relevant to the job, and (b) when selecting on high levels of realistic, investigative, or artistic disinterests (i.e., when individuals find realistic, investigative, or artistic tasks aversive) specifically when such disinterests are relevant to the job. Implications for improving diversity through hiring on vocational interests and vocational disinterests, while simultaneously optimizing on job performance, are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.1000,"publicationDate":"2025-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Applied Psychology","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1037/apl0001317","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 0

Abstract

In the study of personnel selection to enhance organizational diversity, Pareto-optimal predictor weights are designed to simultaneously optimize the diversity and job performance of new hires. One aspiration for this approach is to access stronger combinations of diversity and performance outcomes by shifting the diversity-validity trade-off curve outward. The current work examines the role of a particular set of predictors-vocational interests-for their capacity to shift the Pareto trade-off curve outward, creating superior diversity-validity outcome pairings. Empirical results based on meta-analytic estimates suggest that novel diversity benefits (at no loss in terms of validity) can be observed in two sets of scenarios: (a) when selecting on high levels of social or conventional vocational interests (i.e., when individuals enjoy social or conventional tasks) specifically when such interests are relevant to the job, and (b) when selecting on high levels of realistic, investigative, or artistic disinterests (i.e., when individuals find realistic, investigative, or artistic tasks aversive) specifically when such disinterests are relevant to the job. Implications for improving diversity through hiring on vocational interests and vocational disinterests, while simultaneously optimizing on job performance, are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

查看原文本刊更多论文

通过雇佣职业兴趣来减少不利影响：帕累托最优方法。

在提高组织多样性的人员选择研究中，设计了帕累托最优预测权重，以同时优化新员工的多样性和工作绩效。这种方法的一个愿望是通过将多样性-有效性权衡曲线向外移动，获得多样性和绩效结果的更强组合。目前的工作考察了一组特定的预测因素——职业兴趣——的作用，因为它们有能力将帕累托权衡曲线向外移动，从而创造出更好的多样性有效性结果配对。基于元分析估计的实证结果表明，在两种情况下可以观察到新的多样性效益（在有效性方面没有损失）：(a)当选择高水平的社会或传统职业兴趣时（即，当个人喜欢社会或传统任务时），特别是当这些兴趣与工作相关时；(b)当选择高水平的现实、调查或艺术不感兴趣时（即，当个人发现现实、调查或艺术任务令人厌恶时），特别是当这些不感兴趣与工作相关时。本文讨论了通过职业兴趣和职业无兴趣的招聘，同时优化工作绩效来提高多样性的意义。（PsycInfo Database Record (c) 2025 APA，版权所有）。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Journal of Applied Psychology Multiple-

CiteScore

17.60

自引率

6.10%

发文量

175

期刊介绍： The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.