IOP4863 ASSIGNMENT 5 QUESTION 2 Practice management can be linked to best practice, and the practitioner must adhere to a set of ethics or ideas that provide the most efficient or ideal course of action. Name and describe how you will apply the compete

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Table of Contents

PART A: PERSONNEL PSYCHOLOGY .................................................................... 3

QUESTION 1 ............................................................................................................. 3

1.1 Differential validity and differential prediction. (10) ............................................... 3

1.2 The concept of fairness in employment decisions. (5).......................................... 6

1.3 The concept of adverse impact in employment decisions. (5) .............................. 8

PART B: CAREER PSYCHOLOGY ......................................................................... 12

Question 1 ................................................................................................................ 12

1.1. Based on your evaluation of Nokwanda’s case, name and describe the level of
psycho emotional distress that she is experiencing. (4) ........................................... 12

1.2 Describe and justify the process of ethical referral that you will apply as a
professional career practitioner to contain Nokwanda’s experiences of distress. (8) 14

QUESTION 2 ........................................................................................................... 17

Practice management can be linked to best practice, and the practitioner must adhere
to a set of ethics or ideas that provide the most efficient or ideal course of action. Name
and describe how you will apply the competencies to support your professional
conduct in upholding ethical standards. (8) .............................................................. 17

References ............................................................................................................... 20




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, THE BMZ ACADEMY

PART A: PERSONNEL PSYCHOLOGY

QUESTION 1

1.1 Differential validity and differential prediction. (10)

Differential Validity and Differential Prediction in Personnel Selection

Selecting candidates for specialized managerial positions requires assessment
methods that are fair, reliable, and legally defensible. Two key concepts that support
fairness in these processes are differential validity and differential prediction.
These concepts help determine whether selection tools function consistently across
diverse demographic groups and whether predictions of job performance are equally
accurate for all candidates.

Understanding Differential Validity

Definition and Key Principles

Differential validity occurs when a selection test demonstrates different levels of
predictive validity across distinct subgroups, such as those defined by gender,
ethnicity, or other demographic characteristics. This situation arises when validity
coefficients vary significantly between groups, suggesting that a particular predictor
may be more effective for certain subgroups than others (Schmidt and Hunter 1998).

A related concept is single-group validity, which refers to a predictor that shows
effectiveness for one subgroup but not necessarily for others. Unlike differential
validity, single-group validity does not require direct statistical comparisons between
subgroups. Differential validity, in contrast, explicitly involves comparing predictive
performance across groups to evaluate whether a test maintains consistent predictive
power for all candidates.

Challenges in Assessment

Testing for differential validity is often complicated by methodological issues. For
example, smaller sample sizes for minority groups limit statistical power, increasing
the likelihood of Type II errors, where genuine differences go undetected (Cascio and


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