Multistage selection strategies: Simulating the effects on adverse impact and expected performance for various predictor combinations.

2009 ◽  
Vol 94 (2) ◽  
pp. 318-340 ◽  
Author(s):  
David M. Finch ◽  
Bryan D. Edwards ◽  
J. Craig Wallace
2006 ◽  
Vol 91 (3) ◽  
pp. 523-537 ◽  
Author(s):  
Wilfried De Corte ◽  
Filip Lievens ◽  
Paul R. Sackett

2020 ◽  
Vol 48 (5) ◽  
pp. 2295-2305
Author(s):  
Jiawei Zhang ◽  
Dandan Li ◽  
Rui Zhang ◽  
Peng Gao ◽  
Rongxue Peng ◽  
...  

The role of miR-21 in the pathogenesis of various liver diseases, together with the possibility of detecting microRNA in the circulation, makes miR-21 a potential biomarker for noninvasive detection. In this review, we summarize the potential utility of extracellular miR-21 in the clinical management of hepatic disease patients and compared it with the current clinical practice. MiR-21 shows screening and prognostic value for liver cancer. In liver cirrhosis, miR-21 may serve as a biomarker for the differentiating diagnosis and prognosis. MiR-21 is also a potential biomarker for the severity of hepatitis. We elucidate the disease condition under which miR-21 testing can reach the expected performance. Though miR-21 is a key regulator of liver diseases, microRNAs coordinate with each other in the complex regulatory network. As a result, the performance of miR-21 is better when combined with other microRNAs or classical biomarkers under certain clinical circumstances.


2016 ◽  
Vol 15 (2) ◽  
pp. 45-54 ◽  
Author(s):  
Jason G. Randall ◽  
Anton J. Villado ◽  
Christina U. Zimmer

Abstract. The purpose of this study was to test for race and sex differences in general mental ability (GMA) retest performance and to identify the psychological mechanisms underlying these differences. An initial and retest administration of a GMA assessment separated by a six-week span was completed by 318 participants. Contrary to our predictions, we found that race, sex, and emotional stability failed to moderate GMA retest performance. However, GMA assessed via another ability test and conscientiousness both partially explained retest performance. Additionally, we found that retesting may reduce adverse impact ratios by lowering the hiring threshold. Ultimately, our findings reinforce the need for organizations to consider race, sex, ability, and personality when implementing retesting procedures.


2011 ◽  
Author(s):  
Bennett E. Postlethwaite ◽  
Stephen H. Courtright ◽  
Brian W. McCormick ◽  
Michael K. Mount

2011 ◽  
Author(s):  
Eric M. Dunleavy ◽  
Nancy T. Tippins ◽  
Frederick L. Oswald

2012 ◽  
Author(s):  
Ken Yusko ◽  
Harold W. Goldstein ◽  
Charles A. Scherbaum ◽  
Paul J. Hanges

2004 ◽  
Author(s):  
Kevin D. Carlson ◽  
Mary L. Connerley ◽  
Arlise P. McKinney ◽  
Ross L. Mecham

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