Hostname: page-component-76d6cb85b7-rxvq6 Total loading time: 0 Render date: 2026-07-10T04:25:46.569Z Has data issue: false hasContentIssue false
  • English
  • Français

Neurodiversity and talent measurement: Revisiting the basics

Published online by Cambridge University Press:  09 March 2023

Jeremiah T. McMillan Open the ORCID record for Jeremiah T. McMillan [Opens in a new window] ,
Benjamin Listyg  and
Jeh Cooper
Jeremiah T. McMillan*
Affiliation:
WithYouWithMe Pty Ltd, Sydney, Australia
Benjamin Listyg
Affiliation:
University of Georgia, Athens, GA, USA
Jeh Cooper
Affiliation:
WithYouWithMe Pty Ltd, Sydney, Australia
*
*Corresponding author. Email: jeremiahmcm@gmail.com
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.'

Information

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 16 , Issue 1 , March 2023 , pp. 31 - 35
Copyright
© The Author(s), 2023. 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.)

Article purchase

Temporarily unavailable

References

American Educational Research Association, American Psychological Association, & National Council on Measurement in Education (Eds.). (2014). Standards for educational and psychological testing. American Educational Research Association.Google Scholar
Blickle, G., Meurs, J. A., Wihler, A., Ewen, C., Plies, A., & Günther, S. (2013). The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs: The importance of context. Journal of Organizational Behavior, 34(8), 1145–1164.CrossRefGoogle Scholar
Connell, B. R., Jones, M. L., Mace, R. L., Mueller, J. L., Mullick, A., Ostroff, E., Sanford, J., Steinfeld, E., Story, M., & Vanderheiden, G. (1997). The principles of universal design, version 2.0. Center for Universal Design, North Carolina State University.Google Scholar
Goldstein, G., Allen, D. N., Minshew, N. J., Williams, D. L., Volkmar, F., Klin, A., & Schultz, R. T. (2008). The structure of intelligence in children and adults with high functioning autism. Neuropsychology, 22(3), 301–312. doi: 10.1037/0894-4105.22.3.301 CrossRefGoogle ScholarPubMed
Harris, A. M., McMillan, J. T., & Carter, N. T. (2021). Test-taker reactions to ideal point measures of personality. Journal of Business Psychology, 36, 513–532. doi: 10.1007/s10869-020-09682-8 CrossRefGoogle Scholar
Heron, R. (2005). Job and work analysis: Guidelines on identifying job for persons with disabilities. Geneva: International Labour Organization.Google Scholar
Hong, L., & Page, S. E. (2004). Groups of diverse problem solvers can outperform groups of high-ability problem solvers. Proceedings of the National Academy of Sciences, 101(46), 16385–16389.CrossRefGoogle ScholarPubMed
Jackson, D. N., Wroblewski, V. R., & Ashton, M. C. (2000). The impact of faking on employment tests: Does forced choice offer a solution? Human Performance, 13(4), 371–388.CrossRefGoogle Scholar
Krzeminska, A., Austin, R. D., Bruyère, S. M., & Hedley, D. (2019). The advantages and challenges of neurodiversity employment in organizations. Journal of Management & Organization, 25(4), 453–463.CrossRefGoogle Scholar
LeFevre-Levy, R., Melson-Silimon, A., Harmata, R., Hulett, A. L., & Carter, N. T. (2023). Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity. Industrial and Organizational Psychology: Perspectives on Science and Practice, 16(1).Google Scholar
Lodi-Smith, J., Rodgers, J. D., Cunningham, S. A., Lopata, C., & Thomeer, M. L. (2019). Meta-analysis of Big Five personality traits in autism spectrum disorder. Autism, 23(3), 556–565. doi: 10.1177/1362361318766571 CrossRefGoogle ScholarPubMed
Morgeson, F. P., & Campion, M. A. (1997). Social and cognitive sources of potential inaccuracy in job analysis. Journal of Applied Psychology, 82(5), 627–655.CrossRefGoogle Scholar
Morgeson, F. P., & Dierdorff, E. C. (2011). Work analysis: From technique to theory. In Zedeck, S. & Zedeck, S. (Eds.), APA handbook of industrial and organizational psychology, Vol 2: Selecting and developing members for the organization. (pp. 3–41). American Psychological Association.Google Scholar
Morris, M. R., Begel, A., & Wiedermann, B. (2015). Understanding the challenges faced by neurodiverse software engineering employees: Towards a more inclusive and productive technical workforce. Proceedings of the 17th International ACM SIGACCESS Conference on Computers & Accessibility, 173–184.Google Scholar
Myers, C. G. (2016). Where in the world are the workers? Cultural underrepresentation in I-O research. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9(1), 144–152.CrossRefGoogle Scholar
Paulhus, D. L., & Morgan, K. L. (1997). Perceptions of intelligence in leaderless groups: The dynamic effects of shyness and acquaintance. Journal of Personality and Social Psychology, 72(3), 581–591.CrossRefGoogle ScholarPubMed
Ployhart, R. E., & Holtz, B. C. (2008). The diversity-validity dilemma: Strategies for reducing racioethnic and sex subgroup differences and adverse impact in selection. Personnel Psychology, 61(1), 153–172. doi: 10.1111/j.1744-6570.2008.00109.x CrossRefGoogle Scholar
Rivera, L. A. (2012). Hiring as cultural matching: The case of elite professional service firms. American Sociological Review, 77(6), 999–1022.CrossRefGoogle Scholar
Trost, A. (2020). Talent acquisition and selection. In Trost, A. (Ed.), Human resource strategies. Future of Business and Finance Series. Springer. doi: 10.1007/978-3-030-30592-5_5 Google Scholar
Van der Linden, W. J. (2011). Setting time limits on tests. Applied Psychological Measurement, 35(3), 183–199.CrossRefGoogle Scholar
Vasilopoulos, N. L., Cucina, J. M., Dyomina, N. V., Morewitz, C. L., & Reilly, R. R. (2006). Forced-choice personality tests: A measure of personality and cognitive ability? Human Performance, 19(3), 175–199.CrossRefGoogle Scholar
Willis, C., Powell-Rudy, T., Colley, K., & Prasad, J. (2021). Examining the use of game-based assessments for hiring autistic job seekers. Journal of Intelligence, 9(4), 53.CrossRefGoogle ScholarPubMed
Zolyomi, A., Ross, A. S., Bhattacharya, A., Milne, L., & Munson, S. A. (2018). Values, identity, and social translucence: Neurodiverse student teams in higher education. Proceedings of the 2018 Chi Conference on Human Factors in Computing Systems, 1–13.CrossRefGoogle Scholar