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Equal Employment Versus Equal Opportunity: A Naked Political Agenda Covered by a Scientific Fig Leaf.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 537, doi. 10.1111/j.1754-9434.2011.01387.x
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- Article
Identified Employee Surveys: Potential Promise, Perils, and Professional Practice Guidelines.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 435, doi. 10.1111/j.1754-9434.2011.01369.x
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- Article
Identified Employee Surveys: Lessons Learned.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 449, doi. 10.1111/j.1754-9434.2011.01370.x
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The Devil Is in the Details (and the Context): A Call for Care in Discussing the Uniform Guidelines.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 562, doi. 10.1111/j.1754-9434.2011.01393.x
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Identified Employee Surveys: Where Do We Go From Here?
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 487, doi. 10.1111/j.1754-9434.2011.01381.x
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- Article
Adverse Impact Is Far More Complicated Than the Uniform Guidelines Indicate.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 558, doi. 10.1111/j.1754-9434.2011.01392.x
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- Article
Abolishing the Uniform Guidelines: Be Careful What You Wish For.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 526, doi. 10.1111/j.1754-9434.2011.01385.x
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- Article
Realizing the Promise and Minimizing the Perils of Identified Surveys: Reports From the Field.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 462, doi. 10.1111/j.1754-9434.2011.01374.x
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- Article
Safeguarding Access and Safeguarding Meaning as Strategies for Achieving Confidentiality.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 479, doi. 10.1111/j.1754-9434.2011.01378.x
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- Article
Respondent Privacy Versus Accountability and Some Situational Considerations.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 452, doi. 10.1111/j.1754-9434.2011.01371.x
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- Article
Tracking Surveys Anonymously: An Alternative to Identified Employee Surveys.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 482, doi. 10.1111/j.1754-9434.2011.01379.x
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- Article
The Uniform Guidelines Is Not a Scientific Document: Implications for Expert Testimony.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 545, doi. 10.1111/j.1754-9434.2011.01389.x
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- Article
Implications of Identified Surveys: Culture Matters.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 484, doi. 10.1111/j.1754-9434.2011.01380.x
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- Article
About Babies and Bathwater: Retaining Core Principles of the Uniform Guidelines.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 554, doi. 10.1111/j.1754-9434.2011.01391.x
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- Article
Identified Surveys Are Critical for Making Strategic HR Decisions.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 460, doi. 10.1111/j.1754-9434.2011.01373.x
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- Article
The Uniform Guidelines and Personnel Selection: Identify and Fix the Right Problem.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 521, doi. 10.1111/j.1754-9434.2011.01384.x
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Identifying the Ethical (Unethical) Undercurrent of Identified Surveys.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 476, doi. 10.1111/j.1754-9434.2011.01377.x
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- Article
SIOP as Advocate: Developing a Platform for Action.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 540, doi. 10.1111/j.1754-9434.2011.01388.x
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- Article
The Affronting of the Uniform Guidelines: From Propaganda to Discourse.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 547, doi. 10.1111/j.1754-9434.2011.01390.x
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Revisiting the Great Survey Debate: Aren't We Past That Yet?
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 455, doi. 10.1111/j.1754-9434.2011.01372.x
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Guidelines, Principles, Standards, and the Courts: Why Can't They All Just Get Along?
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 515, doi. 10.1111/j.1754-9434.2011.01383.x
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Encouraging Debate on the Uniform Guidelines and the Disparate Impact Theory of Discrimination.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 566, doi. 10.1111/j.1754-9434.2011.01394.x
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We Don't Need to Protect What Is Already Protected.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 473, doi. 10.1111/j.1754-9434.2011.01376.x
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Attributed Surveys From the Perspective of Practitioners: Providing More Value Than Risk.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 468, doi. 10.1111/j.1754-9434.2011.01375.x
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- Article
From the Editor.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 433, doi. 10.1111/j.1754-9434.2011.01368.x
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- Article
The Uniform Guidelines: Better the Devil You Know.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 534, doi. 10.1111/j.1754-9434.2011.01386.x
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- Article
The Uniform Guidelines Are a Detriment to the Field of Personnel Selection.
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- Industrial & Organizational Psychology, 2011, v. 4, n. 4, p. 494, doi. 10.1111/j.1754-9434.2011.01382.x
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- Article