Service America Corp. is a large firm that provides Sales Advisors to several large retailers. The Sales Advisor demonstrates a variety of products to customers. Recently, Service America revised their recruiting practices which resulted in a much larger number of applicants, from a much more diverse population than in the past. The company is now faced with needing to select those applicants whose qualifications best match the requirements of the Sales Advisor job. Thus, Dr. Detail, a Licensed Industrial Psychologist, was hired to assist Service America in the revision of their selection system. The first step For Dr. Detail was to conduct a job analysis for the Sales Advisor position. After interviewing a number of job incumbents, Dr. Detail learned that two personality factors are critical for success in this job - assertiveness and an extroverted personality Based on the results of the job analysis, Dr. Detail conducted an extensive search of the currently available employment tests. He discovered two tests he thinks would be appropriate for selecting Sales Advisors. These are the Sales Aptitude Test (SAT) and the California Introversion-Extroversion Scale (CIES). Because the SAT and CIES are both relatively unknown and seldom used tests, there is little evidence for their validity. However, the internal consistency reliability of the SAT is. 71 and the CIES is.94 (reported in Buros Mental Measurements Yearbook). The cost of the SAT is $5.95 per applicant and the CIES is $7.50 per applicant. Therefore, Dr. Detail quickly realized the need for a validation study. Furthermore, he also realized that because these tests both measure psychological constructs (rather than specific knowledge or skills) that a criterion-related validity study is necessary. Dr. Detail thinks this should be no problem. Since Service America Corp. is anxious to start using the tests, Dr. Detail decides to perform a concurrent validity study. Unfortunately, he learns that his client does not have any type of performance appraisal process. Thus, he meets with top management. They decide that a composite measure of performance based on sales production and a supervisor rating of enthusiasm" (e.g., positive attitude) would constitute a good measure of overall job performance. Thus, Dr. Detail instructs each supervisor to rate each Sales Advisor on a "i" (poor) to "5" (excellent) point scale. He also administers the SAT and CIES to each employee. The results of Dr. Detail's data collection are shown in Table 1. 1. Determine which test has greater concurrent validity by plotting the data on a scatterplot. 2. Conduct an adverse impact analysis of the SAT and CIES based on gender. For the SAT assume that an applicant with a score of 50 or higher is hired; for the CIES a applicant with a score of 35 or higher is hired. What do you conclude? 3. Based on cost, reliability, validity, and adverse impact, what is your recommendation regarding the use of these two tests? Table 1 Service America Corp. Test Validation Results Employee/gender SAT score CIES score Performance Rating 1/F 80 50 7 2/M 87 47 6 3/M 72 46 5 14/M 45 46 6 5/F 31 45 5 6/M 52 45 4 7/F 48 43 5 8/M 37 43 7 9/F 45 42 6 10/M 54 39 6 11/M 56 38 5 12/F 60 37 4 13/M 64 36 4 14/M 57 35 4 15/F 35 4 16/F 48 33 5 17/M 72 32 5 18/F 78 30 5 19/M 67 26 4 20/F 55 25 4 21/M 62 27 4 22/F 48 33 5 23/F 61 15 3 24/M 57 20 3 25/F 53 10 2 53 Service America Corp. is a large firm that provides Sales Advisors to several large retailers. The Sales Advisor demonstrates a variety of products to customers. Recently, Service America revised their recruiting practices which resulted in a much larger number of applicants, from a much more diverse population than in the past. The company is now faced with needing to select those applicants whose qualifications best match the requirements of the Sales Advisor job. Thus, Dr. Detail, a Licensed Industrial Psychologist, was hired to assist Service America in the revision of their selection system. The first step For Dr. Detail was to conduct a job analysis for the Sales Advisor position. After interviewing a number of job incumbents, Dr. Detail learned that two personality factors are critical for success in this job - assertiveness and an extroverted personality Based on the results of the job analysis, Dr. Detail conducted an extensive search of the currently available employment tests. He discovered two tests he thinks would be appropriate for selecting Sales Advisors. These are the Sales Aptitude Test (SAT) and the California Introversion-Extroversion Scale (CIES). Because the SAT and CIES are both relatively unknown and seldom used tests, there is little evidence for their validity. However, the internal consistency reliability of the SAT is. 71 and the CIES is.94 (reported in Buros Mental Measurements Yearbook). The cost of the SAT is $5.95 per applicant and the CIES is $7.50 per applicant. Therefore, Dr. Detail quickly realized the need for a validation study. Furthermore, he also realized that because these tests both measure psychological constructs (rather than specific knowledge or skills) that a criterion-related validity study is necessary. Dr. Detail thinks this should be no problem. Since Service America Corp. is anxious to start using the tests, Dr. Detail decides to perform a concurrent validity study. Unfortunately, he learns that his client does not have any type of performance appraisal process. Thus, he meets with top management. They decide that a composite measure of performance based on sales production and a supervisor rating of enthusiasm" (e.g., positive attitude) would constitute a good measure of overall job performance. Thus, Dr. Detail instructs each supervisor to rate each Sales Advisor on a "i" (poor) to "5" (excellent) point scale. He also administers the SAT and CIES to each employee. The results of Dr. Detail's data collection are shown in Table 1. 1. Determine which test has greater concurrent validity by plotting the data on a scatterplot. 2. Conduct an adverse impact analysis of the SAT and CIES based on gender. For the SAT assume that an applicant with a score of 50 or higher is hired; for the CIES a applicant with a score of 35 or higher is hired. What do you conclude? 3. Based on cost, reliability, validity, and adverse impact, what is your recommendation regarding the use of these two tests? Table 1 Service America Corp. Test Validation Results Employee/gender SAT score CIES score Performance Rating 1/F 80 50 7 2/M 87 47 6 3/M 72 46 5 14/M 45 46 6 5/F 31 45 5 6/M 52 45 4 7/F 48 43 5 8/M 37 43 7 9/F 45 42 6 10/M 54 39 6 11/M 56 38 5 12/F 60 37 4 13/M 64 36 4 14/M 57 35 4 15/F 35 4 16/F 48 33 5 17/M 72 32 5 18/F 78 30 5 19/M 67 26 4 20/F 55 25 4 21/M 62 27 4 22/F 48 33 5 23/F 61 15 3 24/M 57 20 3 25/F 53 10 2 53