Empirical validity-lacks content validity
Question: Is it unethical for an employer to use a selection measure that has high empirical validity but lacks content validity? Why or why not? Please discuss your response with an example that you are familiar with. 100-150 words please.
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Is it unethical for an employer to use a selection measure that has high empirical validity but lacks content validity? Why or why not?
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What happened to the demand (or quantity demanded) for the chickens in U.S. while there was an outbreak of bird flu in Delaware?
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