Hostname: page-component-cd9895bd7-gxg78 Total loading time: 0 Render date: 2024-12-27T05:42:06.528Z Has data issue: false hasContentIssue false
  • English
  • Français

Basic incomes and the dynamics of wealth accumulation, individual development, and employment opportunities

Published online by Cambridge University Press:  14 December 2021

Jeffrey Olenick ,
Ann Marie Ryan  and
Goran Kuljanin
Jeffrey Olenick*
Affiliation:
Old Dominion University
Ann Marie Ryan
Affiliation:
Michigan State University
Goran Kuljanin
Affiliation:
DePaul University
*
*Corresponding author. Email: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 14 , Issue 4 , December 2021 , pp. 563 - 568
Copyright
© The Author(s), 2021. Published by Cambridge University Press on behalf of the Society for Industrial and Organizational Psychology

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Arthur, W. Jr, Doverspike, D., Barrett, G. V., & Miguel, R. (2013). Chasing the title VII holy grail: The pitfalls of guaranteeing adverse impact elimination. Journal of Business and Psychology, 28(4), 473–485. http://dx.doi.org.proxy2.cl.msu.edu/10.1007/s10869-013-9289-6 CrossRefGoogle Scholar
Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L., & Briggs, A. L. (2011). Getting specific about demographic diversity variable and team performance relationships: Ameta-analysis. Journal of Management, 37(3), 709–743. http://dx.doi.org.proxy2.cl.msu.edu/10.1177/0149206310365001 CrossRefGoogle Scholar
Bourdieu, P. (1984). Distinction. Routledge.Google Scholar
Collins, M. W., & Morris, S. B. (2008). Testing for adverse impact when sample size is small. Journal of Applied Psychology, 93(2), 463–471. http://dx.doi.org.proxy2.cl.msu.edu/10.1037/0021-9010.93.2.463 CrossRefGoogle ScholarPubMed
Conger, R. D., Martin, M. J., & Masarik, A. S. (2021). Dynamic associations among socioeconomic status (SES), parenting investments, and conscientiousness across time and generations. Developmental Psychology, 57(2), 147–163.10.1037/dev0000463CrossRefGoogle Scholar
De Corte, W., Lievens, F., & Sackett, P. R. (2007). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92(5), 1380–1393. http://dx.doi.org.proxy2.cl.msu.edu/10.1037/0021-9010.92.5.1380 CrossRefGoogle ScholarPubMed
DeShon, R. P. (2012). Multivariate dynamics in organizational science. In Kozlowski, S.W.J. (Ed.), The Oxford handbook of organizational psychology, vol. 1 (pp. 117–142). Oxford University Press.Google Scholar
Diener, E., Nickerson, C., Lucas, R. E., & Sandvik, E. (2002). Dispositional affect and job outcomes. Social Indicators Research, 59(3), 229–259.10.1023/A:1019672513984CrossRefGoogle Scholar
Dishop, C., Olenick, J., & DeShon, R. (2020). Principles for taking a dynamic perspective. In Griep, Y., Hansen, S. D., Vantilborgh, T., & Hofmans, J. (Eds.), Handbook of temporal dynamic organizational behavior, vol. 1: Adynamic look at organizational behavior topics (pp. 26–43). Edward Elgar.10.4337/9781788974387.00010CrossRefGoogle Scholar
DiTomaso, N. (2013, May 5). How social networks drive Black unemployment. The New York Times. https://opinionator.blogs.nytimes.com/2013/05/05/how-social-networks-drive-black-unemployment/ Google Scholar
Donnellan, M. B., Martin, M. J., & Senia, J. M. (2021). Genetic influences on the interactionist model of socioeconomic development: Incorporating polygenic scores for educational attainment into development research using the Family Transitions Project (FTP). Developmental Psychology, 57(2), 180–190.10.1037/dev0000901CrossRefGoogle Scholar
Duncan, G. J., Yeung, W. J., Brooks-Gunn, J., & Smith, J. R. (1998). How much does childhood poverty affect the life chances of children? American Sociological Review, 63(3), 406–423.10.2307/2657556CrossRefGoogle Scholar
Fang, R. T., & Saks, A. M. (2020). Class advantage in the white-collar labor market: An investigation of social class background, job search strategies, and job search success. Journal of Applied Psychology. Advance online publication. http://dx.doi.org/10.1037/apl0000842 Google Scholar
Finch, D. M., Edwards, B. D., & Wallace, J. C. (2009). Multistage selection strategies: Simulating the effects on adverse impact and expected performance for various predictor combinations. Journal of Applied Psychology, 94(2), 318–340. http://dx.doi.org.proxy2.cl.msu.edu/10.1037/a0013775 CrossRefGoogle ScholarPubMed
Franzini, M., & Pianta, M. (2016). The engines of inequality. Intereconomics: Review of European Economic Policy, 51(2), 49–55.CrossRefGoogle Scholar
Hattrup, K., & Roberts, B. G. (2010). What are the criteria for adverse impact? In Outtz, J. L. (Ed.), Adverse impact: Implications for organizational staffing and high stakes selection (pp. 161–197). Routledge.Google Scholar
Hattrup, K., Rock, J., & Scalia, C. (1997). The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance. Journal of Applied Psychology, 82(5), 656–664. http://dx.doi.org.proxy2.cl.msu.edu/10.1037/0021-9010.82.5.656 CrossRefGoogle Scholar
Hough, L. M., Oswald, F. L., & Ployhart, R. E. (2001). Determinants, detection and amelioration of adverse impact in personnel selection procedures: Issues, evidence and lessons learned. International Journal of Selection and Assessment, 9(1–2), 152–194.10.1111/1468-2389.00171CrossRefGoogle Scholar
Hüffmeier, J., & Zacher, H. (2021). The basic income: Initiating the needed discussion in industrial, work, and organizational psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 14(4), 531–562.Google Scholar
Kendi, I. K. (2019). How to be an antiracist. Random House.Google Scholar
Lefkowitz, J. (2017). Ethics and values in industrial-organizational psychology. Taylor & Francis.Google Scholar
McIntosh, K., Moss, E., Nunn, R., & Shambaugh, J. (2020, February 27). Examining the Black-White wealth gap. Brookings. https://www.brookings.edu/blog/up-front/2020/02/27/examining-the-black-white-wealth-gap/ Google Scholar
Morris, S. B. (2001). Sample size required for adverse impact analysis. Applied H. R. M. Research, 6(1–2), 13–32.Google Scholar
Newman, D. A., & Lyon, J. S. (2009). Recruitment efforts to reduce adverse impact: Targeted recruiting for personality, cognitive ability, and diversity. Journal of Applied Psychology, 94(2), 298–317. http://dx.doi.org.proxy2.cl.msu.edu/10.1037/a0013472 CrossRefGoogle ScholarPubMed
Olenick, J., & Bradburn, J. (2019). Organizational psychology’s contribution to the evolution of work and it’s environmental impact. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12(4), 451–453.CrossRefGoogle Scholar
Outtz, J. L. (2010). Adverse impact: Implications for organizational staffing and high stakes selection. Routledge.10.4324/9780203848418CrossRefGoogle Scholar
Piketty, T. (2014). Capital in the twenty-first century. Harvard University Press.CrossRefGoogle ScholarPubMed
Piketty, T. (2020). Capital and ideology. Harvard University Press.10.4159/9780674245075CrossRefGoogle Scholar
Ployhart, R. E., Schmitt, N., & Tippins, N. T. (2017). Solving the “supreme problem”: 100 years of selection and recruitment at the Journal of Applied Psychology. Journal of Applied Psychology, 102(3), 291–304. http://dx.doi.org.proxy2.cl.msu.edu/10.1037/apl0000081 CrossRefGoogle ScholarPubMed
Rad, M. S., Martinagano, A. J., & Ginges, J. (2018). Toward a psychology of Homo sapiens: Making psychological science more representative of the human population. PNAS, 115(45), 11401–11405.CrossRefGoogle Scholar
Reardon, S. F., Kalogrides, D., & Shores, K. (2019). The geography of racial/ethnic test score gaps. American Journal of Sociology, 124(4), 1164–1221.CrossRefGoogle Scholar
Rosenthal, C. (2021). Reckoning with slavery: How revisiting management’s uncomfortable past can help us confront challenges today. Academy of Management Learning & Education, 20(3), 467–472.10.5465/amle.2020.0447CrossRefGoogle Scholar
Sackett, P. R., & Ellingson, J. E. (1997). The effects of forming multi-predictor composites on group differences and adverse impact. Personnel Psychology, 50(3), 707–721. http://dx.doi.org.proxy2.cl.msu.edu/10.1111/j.1744-6570.1997.tb00711.x CrossRefGoogle Scholar
Sackett, P. R., Schmitt, N., Ellingson, J. E., & Kabin, M. B. (2001). High-stakes testing in employment, credentialing, and higher education: Prospects in a post-affirmative-action world. American Psychologist, 56(4), 302–318.CrossRefGoogle Scholar
Sandel, M. J. (2020). The tyranny of merit: What s become of the common good? Penguin, UK.Google Scholar
Schmitt, N., & Quinn, A. (2010). Reductions in measured subgroup mean differences: What is possible? In Outtz, J. L. (Ed.), Adverse impact: Implications for organizational staffing and high stakes selection (pp. 425–451). Routledge.Google Scholar
Susskind, D. (2020). A World Without Work: Technology, Automation, and How We Should Respond. Metropolitan Books.Google Scholar
Szapiro, A. (2020, October 6). Can baby bonds shrink the racial wealth gap? Morningstar. https://www.morningstar.com/articles/1003066/can-baby-bonds-shrink-the-racial-wealth-gap Google Scholar
van Dijk, H., van Engen, M. L., & van Knippenberg, D. (2012). Defying conventional wisdom: Ameta-analytical examination of the differences between demographic and job-related diversity relationships with performance. Organizational Behavior and Human Decision Processes, 119(1), 38–53. http://dx.doi.org.proxy2.cl.msu.edu/10.1016/j.obhdp.2012.06.003 CrossRefGoogle Scholar