Brett Myors, School of Psychology, Griffith University; Filip Lievens, Eveline Schollaert, and Greet Van Hoye, Department of Personnel Management and Work Organizational Psychology, Ghent University; Steven F. Cronshaw, School of Business, University of Northern British Columbia; Antonio Mladinic and Viviana Rodríguez, Department of Psychology, Pontificia Universidad Católica de Chile; Herman Aguinis, The Business School, University of Colorado Denver; Dirk D. Steiner and Florence Rolland, Laboratoire de Psychologie Cognitive et Sociale, Université de Nice-Sophia Antipolis; Heinz Schuler, University of Hohenheim; Andreas Frintrup, HR Diagnostics; Ioannis Nikolaou and Maria Tomprou, Department of Management Science and Technology, Athens University of Economics and Business; S. Subramony and Shabu B. Raj, Defence Institute of Psychological Research; Shay Tzafrir, Department of Human Services, University of Haifa; Peter Bamberger, Davidson Faculty of Industrial Engineering and Management, Technion: Israel Institute of Technology; Marilena Bertolino, Department of Cognitive Science and Education, University of Trento; Marco Mariani, Department of Educational Science, University of Bologna; Franco Fraccaroli, Department of Cognitive Science and Education, University of Trento; Tomoki Sekiguchi, Graduate School of Economics, Osaka University; Betty Onyura (Kenya), Department of Psychology, University of Guelph; Hyuckseung Yang, Department of Management, Yonsei University; Neil Anderson and Arne Evers, University of Amsterdam; Oleksandr Chernyshenko, University of Canterbury; Paul Englert, OPRA Consulting Group; Hennie J. Kriek, Research and Development, SHL and Department of Industrial and Organizational Psychology, University of South Africa; Tina Joubert, SHL; Jesús F. Salgado, Departmento de Psicologia Social, University of Santiago de Compostela; Cornelius J. König and Larissa A. Thommen, Psychologisches Institut, Universität Zürich; Aichia Chuang, National Taiwan University; Handan Kepir Sinangil, Business Administration Department, Organizational Behavior Division, Marmara University; Mahmut Bayazit, Department of Management, Sabanci University; Mark Cook, University of Wales; Winny Shen and Paul R. Sackett, Department of Psychology, University of Minnesota.
International Perspectives on the Legal Environment for Selection
Version of Record online: 7 MAY 2008
© 2008 Society for Industrial and Organizational Psychology
Industrial and Organizational Psychology
Volume 1, Issue 2, pages 206–246, June 2008
How to Cite
MYORS, B., LIEVENS, F., SCHOLLAERT, E., VAN HOYE, G., CRONSHAW, S. F., MLADINIC, A., RODRÍGUEZ, V., AGUINIS, H., STEINER, D. D., ROLLAND, F., SCHULER, H., FRINTRUP, A., NIKOLAOU, I., TOMPROU, M., SUBRAMONY, S., RAJ, S. B., TZAFRIR, S., BAMBERGER, P., BERTOLINO, M., MARIANI, M., FRACCAROLI, F., SEKIGUCHI, T., ONYURA, B., YANG, H., ANDERSON, N., EVERS, A., CHERNYSHENKO, O., ENGLERT, P., KRIEK, H. J., JOUBERT, T., SALGADO, J. F., KÖNIG, C. J., THOMMEN, L. A., CHUANG, A., SINANGIL, H. K., BAYAZIT, M., COOK, M., SHEN, W. and SACKETT, P. R. (2008), International Perspectives on the Legal Environment for Selection. Industrial and Organizational Psychology, 1: 206–246. doi: 10.1111/j.1754-9434.2008.00040.x
Oleksandr Chernyshenko is now at the Nanyang Business School, Nanyang Technological University, Singapore.
This research was conducted while Antonio Mladinic was on leave from the Pontificia Universidad Católica de Chile and holding a visiting appointment at the University of Texas at El Paso, and Herman Aguinis was on sabbatical leave from the University of Colorado Denver and holding a visiting appointment at the University of Salamanca (Spain). Authors from each country contributed equally to this paper. Author names are ordered within country, with countries listed in alphabetical order.
- Issue online: 7 MAY 2008
- Version of Record online: 7 MAY 2008
Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environment.