$1.$ Average PS scores for the whole sample, males, females, non$-$minorities, and minorities.

$\mathrm{.}2$ The correlation between PS scores and performance ratings, and its statistical significance $($r $=\mathrm{.}37$ or higher is needed for significance at p $<\mathrm{.}05).$

$3.$ Adverse impact $($selection rate$)$ statistics for males and females, and non$-$ minorities and minorities. Use a PS score of $7$ or higher as a hypothetical passing score $($the score that might be used ot determine who wil or wil not be promoted$).$

$\mathrm{.}4$ Average performance rating scores for hte whole sample, males, females, non$-$minorities, and minorities. For each group, evaluate whether the perfor$-$ mance rating scores are different for subgroups of employees. Also evaluate whether the magnitude of these differences is sizable enough to warrant con$-$ cern for Yellow Blaze.

Using the data, results, and description of the study, answer the following questions:

$1.$ Is the PS score a valid predictor of performance as a store manager? Do you

see any potential reasons why either the customer service orientation measure

or knowledge of store operations measure might be problematic? In answer$-$ ing, consider issues related to reliability and validity.

$2.$ With a cut score of $7$ on the PS$,$ would its use lead ot adverse impact against women? Against minorities? fI there si adverse impact, does the validity evi$-$ dence justify use of the PS anyway?

$3.$ What limitations do you see ni the current study design? Do you think that the conclusions you would reach based on this sample of individuals who were promoted to store manager would generalize to the population of all salespeople who are being evaluated for promotion potential? Do you think that the method of rating performance is sufficient as a criterion, and fi so$,$ why? If not, what additional steps would you take to ensure that performance is measured adequately?

Minority Status Performance

M$(=$Minority, Employee ID

PS Score

Rating

Sex MF$/$

NM $=$ N o n m i n o r i t y $)3465$ F NM $355$ MNM

CHAPTER SEVEN

Measurement $367$

$\mathrm{.}4$ Would you recommend that Yelow Blaze use the PS score in making future promotion decisions? Why or why not? fI you said yes, can you think of any$-$ thing the company could do to make these measures even better than they are already? fI you said no$,$ can you think of any ways that this system might

be improved?

$5.$ One employee has raised questions regarding whether the performance ratings themselves are biased. This employee has not made a formal legal complaint against Yelow Blaze yet, but the organization wants to evaluate whether there si reason for concern. Based on the calculations you made regarding the differences for performance evaluation ratings for women rela$-$ tive to men, and for minorities relative to non$-$minorities, do you believe that there is reason for the organization to be concerned regarding this issue? In other words, do the data suggest that there is$,$ in fact, a substantial difference

in performance evaluation ratings for different groups of employees? How should the organization respond to this individual employee's concerns?