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Don’t Write Off Men Just Yet

WebZen

July 22, 2010

0 upvotes

/r/MensRights

http://www.nytimes.com/2010/07/22/opinion/22kristof.html?ref=columnists

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Post Information

Title	Don’t Write Off Men Just Yet
Author	WebZen
Upvotes	0
Comments	4
Date	July 22, 2010 1:48 AM UTC (16 years ago)
Subreddit	Posted in /r/MensRights
Original Link	https://old.reddit.com/r/MensRights/comments/csa6x/dont_write_off_men_just_yet/
Archive Link	https://theredarchive.com/r/MensRights/dont-write-off-men-just-yet.1048519 https://theredarchive.com/post/1048519

Comments

[–]DiscoRage -2 points-1 points0 points 16 years ago (0 children) | Copy Link

[–][deleted] -2 points-1 points0 points 16 years ago (1 child) | Copy Link

[–]room23 0 points1 point2 points 16 years ago (0 children) | Copy Link

This article explores the intersection of 2 critical and timely concerns in personnel selection—applicant retesting and subgroup differences—by exploring demographic differences in retest effects across multiple assessments. Results from large samples of applicants taking 3 written tests (N = 7,031) and 5 performance tests (N = 2,060) revealed that Whites showed larger retest score improvements than Blacks or Hispanics on several of the assessments. However, the differential improvement of Whites was greater on the written tests than on the performance tests.

In addition, women and applicants under 40 years of age showed larger improvements with retesting than did men and applicants over 40. We offer some preliminary theoretical explanations for these demographic differences in retesting gains, including differences in ability, testing attitudes and motivation, and receptivity to feedback. In terms of practical implications, the results suggest that allowing applicants to retake selection tests may, in some cases, exacerbate levels of adverse impact, which can have distinct implications for retesting policy and practices in organizations.

"Third, we found that the size of retesting score gains also differed on the basis of gender, such that women showed significantly larger score gains with retesting than men on all five performance tests. These findings were somewhat unexpected in that there was no strong empirical evidence base or theoretical arguments for expecting gender differences in either ability or testing attitudes or motivation.

One possible contributing factor might be related to gender differences in receptivity to feedback. Being told that one has failed a selection test (as the retesters in the current study were) constitutes negative feedback, and research has shown that women tend to react more positively than men when they receive negative feedback and are also more likely to make use of that feedback (Johnson & Helgeson, 2002). For example, women tend to perceive such feedback as being more accurate and as providing more useful information about themselves (Roberts & Nolen-Hoeksema, 1989, 1994). Research further suggests that women may be more likely to attribute failure (e.g., on a selection test) to internal rather than external factors (e.g., Boggiano & Barrett, 1991; Hirshy & Morris, 2002), which in turn may influence how they approach subsequent test attempts. The fact that in the current study we saw differential retesting gains by women only on the performance tests suggests that it may be these more “novel” tests in which an applicant's feedback orientation is important for determining subsequent test improvement. This is admittedly speculative, but the possible role of gender differences in feedback orientation should be examined in future retesting research."

Schleicher, D., Van Iddekinge, C., Morgeson, F., & Campion, M. (2010). If at first you don't succeed, try, try again: Understanding race, age, and gender differences in retesting score improvement. Journal of Applied Psychology, 95(4), 603-617. doi:10.1037/a0018920

[–][deleted] -2 points-1 points0 points 16 years ago (0 children) | Copy Link