James L. Outtz

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Adverse impact: Implications for organizational staffing and high stakes selection.

James L. Outtz, 2010 .

An Updated Sampler of Legal Principles in Employment Selection

Eric M. Dunleavy, Arthur Gutman, James L. Outtz, 2017 .

THE CONTROVERSY OVER SCORE BANDING IN PERSONNEL SELECTION: ANSWERS TO 10 KEY QUESTIONS

Michael A. Campion, Kevin R. Murphy, Jerard F. Kehoe, 2001 .

Sliding bands: An alternative to top-down selection.

Wayne F. Cascio, S. Zedeck, I. Goldstein, 1996 .

Selective science or selective interpretation

Wayne F. Cascio, S. Zedeck, I. Goldstein, 1995 .

Racial Bias as a Contaminant of Performance Evaluations.

James L. Outtz, 1977 .

Statistical Implications of Six Methods of Test Score Use in Personnel Selection

Wayne F. Cascio, S. Zedeck, I. Goldstein, 1991 .

Racial groups and test fairness, considering history and construct validity.

Daniel A. Newman, P. Hanges, James L. Outtz, 2007, The American psychologist.

The Role of Cognitive Ability Tests in Employment Selection

James L. Outtz, 2002 .

Why Do 'Testing Experts' Have Such Limited Vision?

Wayne F. Cascio, S. Zedeck, I. Goldstein, 1991 .

Abolishing the Uniform Guidelines: Be Careful What You Wish For

James L. Outtz, 2011, Industrial and Organizational Psychology.

A Theory of Adverse Impact

Daniel A. Newman, James L. Outtz, 2010 .

Twenty issues and Answers About sliding Bands

Wayne F. Cascio, S. Zedeck, I. Goldstein, 1995 .