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The purpose of this paper is to bring attention to the issues of validity and subgroup differences of selection devices currently being used in the public sector.

An attempt is made to identify unfair hiring practices, particularly important within the public sector, as this area of employment is characterized by a unique set of circumstances. Among them, economic constraints, the social burden to ensure fair treatment among applicants and incumbents, and an increasingly higher expectation of quality service among customers in the public sector. This paper also explores the effectiveness of two strategies for reducing subgroup differences while maintaining or increasing criterion‐related validity.

The findings of this study are important and answer some central questions. First, g and job knowledge were the best individual predictors of overall performance criteria; second, the g, alternative, and full models all significantly predicted the performance criteria, with the alternative model predicting more variance than the g model; third, the alternative model had more incremental validity over the g model than the g model had over the alternative model; the alternative model also produced less subgroup differences for Black–White comparisons than the g model. The Native American‐White differences were larger for the alternative model compared to the g model, but these differences are considered small effects and were non‐significant in the statistical sense. The Hispanic‐White differences were also somewhat larger for the alternative model when compared to the g model; however, this result is probably unreliable due to a very small Hispanic sample size and is a small effect. Thus, the alternative model will predict performance well for similar public sector samples while producing generally smaller subgroup differences.

There is little extant published research examining the validity and ethnic group score differences of alternate predictors used in the US public sector and the current effort seeks to provide empirical evidence to fill this void.

In this study, the authors develop knowledge and insights on how the perception of interestingness influences the structure and focus of conversations in entrepreneurial education (EE) research. In particular, the authors elaborate on what is perceived as interesting among different subgroups of EE researchers, and not least, how EE researchers can identify and engage in scholarly conversation within the field.

The study is based on a unique database with web-based responses from 465 EE researchers from around the world. The authors conduct analyses of both open-ended and closed questions. The open-ended questions are analyzed by inductive categorization. The closed questions are subject to factor and cluster analyses.

The findings suggest that EE research is a topic-oriented field, characterized by a strong focus on novel and challenging research issues. In addition, the field is individualistic and fragmented, and the perception of interestingness differs between five subgroups of EE researchers, whose members have a somewhat different perception of interestingness. Accordingly, the authors also find different core conversations going on within the field. Obviously, these conversations tend to be triggered by the field's obsession with novelty and challenging research, but several conversations are related to practically relevant research, as well as methodological and theoretical discussions.

This is the first study to elaborate on the perception of interestingness among EE researchers and the conversations going on within the field. In the study the authors have explored the characteristics of EE research based on the perception of interestingness among the researchers within the field. In this respect, this study contributes insights on how current and aspiring EE researchers can find and build scholarly conversations embedded in passionate interest, while concurrently disseminating and accumulating knowledge on EE together with like-minded peers.

The purpose of this paper is to discuss the importance of norms and inference, while providing national overall and subgroup norms for the updated Job Descriptive Index and Job in General measures of job satisfaction.

A stratified random sample was drawn from an online panel to represent the US working population on key variables. Validity evidence is provided. Determination of subgroup norms was based on practical significance.

The revised measures fit the theorized model and patterns of results are consistent with the literature. Practical subgroup differences were found for some stratification variables. Subgroup norms are made available; the first US overall norms are provided.

An updated job satisfaction measurement system is made available, complete with nationally representative overall and subgroup norms. A major limitation and direction for future research is the lack of norms for other nations.

The revised measurement system is available for use in practice. National overall norms improve decision-makers’ ability to infer respondents’ relative standing and make comparisons across facets and employees. The JDI is useful for dimensional diagnostics and development efforts; the JIG is useful for evaluating overall job satisfaction levels.

By facilitating valid inferences of job satisfaction scores, the revised measurement system serves to enhance the quality of life at work.

The authors provide the only publicly available job satisfaction measurement system that has US national overall norms.

Research in both psychology and accounting indicates that humans, in making decisions, resort to using decision strategies known as heuristics. One heuristic of particular interest in the field of accounting is that of anchoring and adjustment. Empirical research has shown that subjects will sometimes bias judgements towards the anchor even in situations where the anchor is of little value or is irrelevant. Explains that the presence of a primary or recency effect in the context of the anchoring and adjustment heuristic may be the existence of an “internal anchor”. Combining these theories, hypothesizes that auditors would use their initial mindset as an anchor. A laboratory experiment indicated that auditors did employ the anchoring and adjustment heuristic; they did have a negative internal anchor; and the inertia effect could be used to predict whether a primary or recency effect would be present in a particular likelihood estimation. The results gave strong support for the idea that auditors place over‐reliance on negative information. However, the results indicated that students did not have an internal anchor, did not employ the anchoring and adjustment heuristic and that the inertia effect was not useful in predicting whether a primary or recency effect would be present in a particular likelihood estimation.

This study aims to focus on the resource-based faultline of a top management team (TMT) and intends to investigate the impact of TMT resource-based faultline on corporate green innovation, by indicating the environmental management as a mediator and slack resources as a moderator to understand the relationship.

Based on the empirical data of Chinese listed manufacturing companies from 2008 to 2020, this study assesses the hypotheses using an OLS model with fixed effects of time and industry.

The results indicate that TMT resource-based faultline is significantly negatively correlated with corporate green innovation. The conclusion remains valid after endogeneity tests and robustness checks. Mechanism test shows that environmental management plays a mediating role in the association between TMT resource-based faultline and corporate green innovation. Moreover, slack resources diminish the negative association between TMT resource-based faultline and corporate green innovation.

The study not only expands the theoretical understanding of the deeper motivation of TMT faultline on corporate green innovation, but also provides a practical reference for optimizing the human resource allocation of the TMT and accelerating green transformation development.

The purpose of this study is to examine how informational faultlines on a board affect the management of knowledge owned by directors and the consequences on organizational performance. In this study, informational faultlines are defined as hypothetical lines that divide a group into relatively homogeneous subgroups based on the alignment of several informational attributes among board members.

The study uses unique hand-collected panel data covering 7,247 board members at 106 publicly traded firms to provide strong support for the hypothesized U-shaped relationship. The authors use a fixed effects approach and a system generalized method of moments approach to test the hypothesis.

The study finds that the relationship between informational faultlines on a board and organizational performance is U shaped, with the least optimal organizational performance experienced when boards have moderate informational faultlines. More specifically, informational faultlines within boards are negatively related to organizational performance across the weak-to-moderate range of informational faultlines and positively related to organizational performance across the moderate-to-strong range.

By explaining the mechanisms through which informational faultlines are related to organizational performance, the authors contribute to the literature in a number of ways. By conceptualizing how the management of knowledge plays an important role in the particular setting of corporate boards, the authors add not only to literature on knowledge management but also to the faultline and corporate governance literature.

This study offers a rationale for prior mixed findings by providing an alternative theoretical basis to explain the effect of informational faultlines within boards on organizational performance. To advance the field, the authors build on the concept of knowledge demonstrability to illuminate how informational faultlines affect the management of knowledge within boards, which will translate to organizational performance.

Purpose: Most of the characterizations of inequality or poverty indices assume some invariance condition, be that scale, translation, or intermediate, which imposes value judgments on the measurement. In the unidimensional approach, Zheng (2007a, 2007b) suggests replacing all these properties with the unit-consistency axiom, which requires that the inequality or poverty rankings, rather than their cardinal values, are not altered when income is measured in different monetary units. The aim of this paper is to introduce a multidimensional generalization of this axiom and characterize classes of multidimensional inequality and poverty measures that are unit consistent.

Design/methodology/approach: Zheng (2007a, 2007b) characterizes families of inequality and poverty measures that fulfil the unit-consistency axiom. Tsui (1999, 2002), in turn, derives families of the multidimensional relative inequality and poverty measures. Both of these contributions are the background taken to achieve our characterization results.

Findings: This paper merges these two generalizations to identify the canonical forms of all the multidimensional subgroup- and unit-consistent inequality and poverty measures. The inequality families we derive are generalizations of both the Zheng and Tsui inequality families. The poverty indices presented are generalizations of Tsui's relative poverty families as well as the families identified by Zheng.

Originality/value: The inequality and poverty families characterized in this paper are unit and subgroup consistent, both of them being appropriate requirements in empirical applications in which inequality or poverty in a population split into groups is measured. Then, in empirical applications, it makes sense to choose measures from the families we derive.

This study aims to develop workplace well-being indexes for construction sites of different project types (infrastructure, high-rise and low-rise). Accordingly, the study objectives are to identify the critical factors that affect workplace well-being at construction sites, compare the critical factors between different project types, categorize the critical factors into subgroups and compute indexes for the critical factors and subgroups.

Data from a systematic literature review and semi-structured interviews with construction industry professionals were used to extract 19 potential factors that affect workplace well-being. Then, a structured questionnaire survey was distributed, and 169 valid responses were collected. Finally, the data were analyzed using normalized mean analysis, agreement analysis, factor analysis and fuzzy synthetic evaluation.

The study findings revealed that there are 11, 11, 8 and 12 critical factors across overall infrastructure, high-rise and low-rise construction projects. Out of those, six critical factors are overlapping across project types, including “general safety and health monitoring,” “salary package,” “timeline of salary payment,” “working hours,” “communication between workers” and “planning of the project.” Accordingly, the critical factors can be categorized into two subgroups within each project type. Finally, the development of indexes shows that infrastructure construction projects have the greatest index compared to other project types.

This study contributes to filling the current knowledge gap by developing workplace well-being indexes at construction sites across different project types. The indexes would assist decision-makers in understanding the current state of workplace well-being. This increases the commitment and recognition of well-being across different construction project types.

Research on the intergenerational transmission of violence has been limited by reliance on variable-oriented methodology that does not capture heterogeneity that exists within experiences of violent interpersonal conduct. The current study therefore examines the utility of a person-oriented statistical method in understanding patterns of maltreatment and intimate partner violence.

Guided by person-oriented theory, the current study utilizes latent class analysis, a person-oriented method used with cross-sectional data, to examine the heterogeneity within this transmission process in a sample of emerging adults (N = 150). This study also examined whether the classes identified differed on reported emotional reactivity and childhood family environment.

Three classes emerged from the latent class analysis, labeled full transmission, psychological transmission, and no transmission. Those comprising the full transmission subgroup reported the lowest levels of childhood family cohesion, accord, and closeness. The full transmission subgroup also reported significantly more emotional reactivity than the psychological transmission and no transmission subgroups.

To understand fully the etiology of intimate partner violence for maltreated offspring, a multidimensional view of violence is needed. The current study represents a step in this direction by demonstrating the utility of a person-oriented approach in understanding the IGT of violence.

Demographic faultlines (i.e., potential subgroup splits based on demographic attributes) have been argued to have effects over and above those of diversity. Yet, faultlines, much like diversity, do not seem to have positive or negative effects on performance per se, but to be affected by contextual variables as well as intermediate outcomes, such as relationship conflict. Relationship conflicts, a major threat to teamwork, are particularly likely to arise between subgroups. Thus, with the objective to shed some light on why and how exactly faultlines impact group outcome, we investigate the effect of faultline strength and distance on performance through relationship conflict as well as the effect of faultline strength on performance via relationship conflict, contingent on the level of faultline distance. To test our hypotheses we used data gathered in a laboratory setting with 267 graduate students. Results provide strong support for the extension of the faultline model.