Industrial/organizational psychology and the federal judiciary: expert witness testimony and the Daubert standards.

This research examined judicial perceptions of the field of industrial/organizational (I/O) psychology, explored how judges evaluate and weigh I/O psychology expert witness testimony, and scrutinized the use of the Daubert factors in judicial assessments (of social scientific evidentiary reliability. In a mail survey, federal judges were randomly presented with one of four prototypical descriptions of I/O psychology expert witness testimony in civil age discrimination in employment litigation. Judges were found to be relatively unfamiliar with the field of I/O psychology, and few had previously heard or read the testimony of an I/O psychologist.

Faking and selection: considering the use of personality from select-in and select-out perspectives.

The effects of faking on criterion-related validity and the quality of selection decisions are examined in the present study by combining the control of an experiment with the realism of an applicant setting. Participants completed an achievement motivation measure in either a control group or an incentive group and then completed a performance task. With respect to validity, greater prediction error was found in the incentive condition among those with scores at the high end of the predictor distribution.

Organizational downsizing and age discrimination litigation: the influence of personnel practices and statistical evidence on litigation outcomes.

The present study examined relationships between reduction-in-force (RIF) personnel practices, presentation of statistical evidence, and litigation outcomes. Policy capturing methods were utilized to analyze the components of 115 federal district court opinions involving age discrimination disparate treatment allegations and organizational downsizing. Univariate analyses revealed meaningful links between RIF personnel practices, use of statistical evidence, and judicial verdict.