{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/101350"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/101350","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Diversity shrinkage of pareto-optimal solutions in hiring practice: Simulation, shrinkage formula, and a regularization technique","abstract":"To reduce adverse impact potential and improve diversity outcomes from personnel selection, one promising technique is De Corte, Lievens, and Sackett’s (2007) Pareto-optimal weighting strategy. De Corte et al.’s strategy has been demonstrated on: (a) a composite of cognitive and noncognitive (e.g., personality) tests (De Corte, Lievens, & Sackett, 2008), and (b) a composite of specific cognitive ability subtests (Wee, Newman, & Joseph, 2014). Both studies illustrated how Pareto-optimal weighting (in contrast to unit weighting) could lead to substantial improvement in diversity outcomes (i.e., diversity improvement), sometimes more than doubling the number of job offers for minority applicants without changing the job performance outcome in personnel selection. The current dissertation investigates topics related to a key limitation of the technique—the possibility of shrinkage, especially diversity shrinkage, in the Pareto-optimal solutions. The dissertation consists of three studies. Study 1 attempts to study diversity shrinkage and job performance validity shrinkage using Monte-Carlo simulation. Using Monte Carlo simulation, sample size and predictor combinations are varied and cross-validated Pareto-optimal solutions are obtained. Study 2 derives approximate mathematical formulae to directly correct for job performance validity shrinkage and diversity shrinkage when using Pareto-optimal weights. These shrinkage formulae for Pareto-optimal weighting are evaluated using simulation. Finally, Study 3 attempts to develop a Pareto-optimal weighting algorithm that achieves both optimization and regularization (similar to ridge regression, LASSO regression, or elastic nets; in the context of Pareto-optimal weighting with two criteria). An R package is developed to estimate Pareto-optimal solutions in personnel selection (i.e., ParetoR package), which includes: (a) De Corte et al.’s (2007) Pareto-optimization method (i.e., based on the NBI algorithm; used in Study 1), (b) Pareto-optimal shrinkage formula corrections (i.e., as introduced in Study 2), and (c) a regularized Pareto-optimal method (i.e., as introduced in Study 3). In sum, the current dissertation aims to contribute to the field of diversity selection by investigating job performance validity shrinkage and diversity shrinkage under the Pareto-optimization method to simultaneously optimize both the job performance and diversity of new hires.","abstract_html":"To reduce adverse impact potential and improve diversity outcomes from personnel selection, one promising technique is De Corte, Lievens, and Sackett’s (2007) Pareto-optimal weighting strategy. De Corte et al.’s strategy has been demonstrated on: (a) a composite of cognitive and noncognitive (e.g., personality) tests (De Corte, Lievens, & Sackett, 2008), and (b) a composite of specific cognitive ability subtests (Wee, Newman, & Joseph, 2014). Both studies illustrated how Pareto-optimal weighting (in contrast to unit weighting) could lead to substantial improvement in diversity outcomes (i.e., diversity improvement), sometimes more than doubling the number of job offers for minority applicants without changing the job performance outcome in personnel selection. The current dissertation investigates topics related to a key limitation of the technique—the possibility of shrinkage, especially diversity shrinkage, in the Pareto-optimal solutions. The dissertation consists of three studies. Study 1 attempts to study diversity shrinkage and job performance validity shrinkage using Monte-Carlo simulation. Using Monte Carlo simulation, sample size and predictor combinations are varied and cross-validated Pareto-optimal solutions are obtained. Study 2 derives approximate mathematical formulae to directly correct for job performance validity shrinkage and diversity shrinkage when using Pareto-optimal weights. These shrinkage formulae for Pareto-optimal weighting are evaluated using simulation. Finally, Study 3 attempts to develop a Pareto-optimal weighting algorithm that achieves both optimization and regularization (similar to ridge regression, LASSO regression, or elastic nets; in the context of Pareto-optimal weighting with two criteria). An R package is developed to estimate Pareto-optimal solutions in personnel selection (i.e., ParetoR package), which includes: (a) De Corte et al.’s (2007) Pareto-optimization method (i.e., based on the NBI algorithm; used in Study 1), (b) Pareto-optimal shrinkage formula corrections (i.e., as introduced in Study 2), and (c) a regularized Pareto-optimal method (i.e., as introduced in Study 3). In sum, the current dissertation aims to contribute to the field of diversity selection by investigating job performance validity shrinkage and diversity shrinkage under the Pareto-optimization method to simultaneously optimize both the job performance and diversity of new hires.","abstract_has_math":false,"creators":["Song, Qianqi"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Newman, Daniel A.","Rounds, James","Drasgow, Fritz","Briley, Daniel","Stodden, Victoria"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2018,"date_issued":"2018-09-04T20:47:23Z","date_published":"2018-09-04T20:47:23Z","updated_at":"2026-07-22T22:24:38Z","subjects":["Adverse Impact, Diversity, Personnel Selection, Pareto-Optimal Weighting"],"languages":["en"],"rights":["Copyright 2018 Q. Chelsea Song"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/2142/101350","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Newman, Daniel A.","Rounds, James","Drasgow, Fritz","Briley, Daniel","Stodden, Victoria"]},{"key":"dc:creator","label":"Author","values":["Song, Qianqi"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2018-09-04T20:47:23Z","2020-09-05T09:15:26Z","2018-04-19","2018-05"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Adverse Impact, Diversity, Personnel Selection, Pareto-Optimal Weighting"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2018 Q. Chelsea Song"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/101350"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["To reduce adverse impact potential and improve diversity outcomes from personnel selection, one promising technique is De Corte, Lievens, and Sackett’s (2007) Pareto-optimal weighting strategy. De Corte et al.’s strategy has been demonstrated on: (a) a composite of cognitive and noncognitive (e.g., personality) tests (De Corte, Lievens, & Sackett, 2008), and (b) a composite of specific cognitive ability subtests (Wee, Newman, & Joseph, 2014). Both studies illustrated how Pareto-optimal weighting (in contrast to unit weighting) could lead to substantial improvement in diversity outcomes (i.e., diversity improvement), sometimes more than doubling the number of job offers for minority applicants without changing the job performance outcome in personnel selection. The current dissertation investigates topics related to a key limitation of the technique—the possibility of shrinkage, especially diversity shrinkage, in the Pareto-optimal solutions. The dissertation consists of three studies. Study 1 attempts to study diversity shrinkage and job performance validity shrinkage using Monte-Carlo simulation. Using Monte Carlo simulation, sample size and predictor combinations are varied and cross-validated Pareto-optimal solutions are obtained. Study 2 derives approximate mathematical formulae to directly correct for job performance validity shrinkage and diversity shrinkage when using Pareto-optimal weights. These shrinkage formulae for Pareto-optimal weighting are evaluated using simulation. Finally, Study 3 attempts to develop a Pareto-optimal weighting algorithm that achieves both optimization and regularization (similar to ridge regression, LASSO regression, or elastic nets; in the context of Pareto-optimal weighting with two criteria). An R package is developed to estimate Pareto-optimal solutions in personnel selection (i.e., ParetoR package), which includes: (a) De Corte et al.’s (2007) Pareto-optimization method (i.e., based on the NBI algorithm; used in Study 1), (b) Pareto-optimal shrinkage formula corrections (i.e., as introduced in Study 2), and (c) a regularized Pareto-optimal method (i.e., as introduced in Study 3). In sum, the current dissertation aims to contribute to the field of diversity selection by investigating job performance validity shrinkage and diversity shrinkage under the Pareto-optimization method to simultaneously optimize both the job performance and diversity of new hires.","Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2020-05-01","The student, Qianqi Song, accepted the attached license on 2018-04-18 at 12:28.","The student, Qianqi Song, submitted this Dissertation for approval on 2018-04-18 at 12:37.","This Dissertation was approved for publication on 2018-04-19 at 08:09.","DSpace SAF Submission Ingestion Package generated from Vireo submission #12352 on 2018-08-31 at 17:29:58","Made available in DSpace on 2018-09-04T20:47:23Z (GMT). No. of bitstreams: 3 SONG-DISSERTATION-2018.pdf: 2642409 bytes, checksum: 369516f0c568203c1bbed0fc324859b2 (MD5) LICENSE.txt: 4208 bytes, checksum: b2ec381866e8f40e7d52d1d4ccec27a8 (MD5) PROQUEST_LICENSE.txt: 4554 bytes, checksum: 605932e1957919f6e0c0e3d3f65d291a (MD5) Previous issue date: 2018-04-19","Embargo set by: Seth Robbins for item 107435 Lift date: 2020-09-04T20:47:38Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system","Embargo set by: Seth Robbins for item 107435 Lift date: 2020-09-04T20:50:11Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system","Limited Restriction Lifted for Item 107435 on 2020-09-05T09:15:26Z."]},{"key":"dc:format","label":"Dc Format","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["Diversity shrinkage of pareto-optimal solutions in hiring practice: Simulation, shrinkage formula, and a regularization technique"]}]}],"canonical_facts":{"dc:contributor":["Newman, Daniel A.","Rounds, James","Drasgow, Fritz","Briley, Daniel","Stodden, Victoria"],"dc:creator":["Song, Qianqi"],"dc:date":["2018-09-04T20:47:23Z","2020-09-05T09:15:26Z","2018-04-19","2018-05"],"dc:description":["To reduce adverse impact potential and improve diversity outcomes from personnel selection, one promising technique is De Corte, Lievens, and Sackett’s (2007) Pareto-optimal weighting strategy. De Corte et al.’s strategy has been demonstrated on: (a) a composite of cognitive and noncognitive (e.g., personality) tests (De Corte, Lievens, & Sackett, 2008), and (b) a composite of specific cognitive ability subtests (Wee, Newman, & Joseph, 2014). Both studies illustrated how Pareto-optimal weighting (in contrast to unit weighting) could lead to substantial improvement in diversity outcomes (i.e., diversity improvement), sometimes more than doubling the number of job offers for minority applicants without changing the job performance outcome in personnel selection. The current dissertation investigates topics related to a key limitation of the technique—the possibility of shrinkage, especially diversity shrinkage, in the Pareto-optimal solutions. The dissertation consists of three studies. Study 1 attempts to study diversity shrinkage and job performance validity shrinkage using Monte-Carlo simulation. Using Monte Carlo simulation, sample size and predictor combinations are varied and cross-validated Pareto-optimal solutions are obtained. Study 2 derives approximate mathematical formulae to directly correct for job performance validity shrinkage and diversity shrinkage when using Pareto-optimal weights. These shrinkage formulae for Pareto-optimal weighting are evaluated using simulation. Finally, Study 3 attempts to develop a Pareto-optimal weighting algorithm that achieves both optimization and regularization (similar to ridge regression, LASSO regression, or elastic nets; in the context of Pareto-optimal weighting with two criteria). An R package is developed to estimate Pareto-optimal solutions in personnel selection (i.e., ParetoR package), which includes: (a) De Corte et al.’s (2007) Pareto-optimization method (i.e., based on the NBI algorithm; used in Study 1), (b) Pareto-optimal shrinkage formula corrections (i.e., as introduced in Study 2), and (c) a regularized Pareto-optimal method (i.e., as introduced in Study 3). In sum, the current dissertation aims to contribute to the field of diversity selection by investigating job performance validity shrinkage and diversity shrinkage under the Pareto-optimization method to simultaneously optimize both the job performance and diversity of new hires.","Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2020-05-01","The student, Qianqi Song, accepted the attached license on 2018-04-18 at 12:28.","The student, Qianqi Song, submitted this Dissertation for approval on 2018-04-18 at 12:37.","This Dissertation was approved for publication on 2018-04-19 at 08:09.","DSpace SAF Submission Ingestion Package generated from Vireo submission #12352 on 2018-08-31 at 17:29:58","Made available in DSpace on 2018-09-04T20:47:23Z (GMT). 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