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Peer reviewedSchmidt, Frank L.; Hunter, John E. – Personnel Psychology, 1984
Empirically tests the prediction of the situational specificity hypothesis of personnel selection that states that if the situation is held constant, then validity findings will not vary. Results showed that variation in observed validities is due to statistical and measurement artifacts that are unrelated to situations and settings. (LLL)
Descriptors: Generalization, Occupational Tests, Personnel Selection, Test Validity
Download full textHunter, John E.; Schmidt, Frank L. – 1976
The first section of this paper defines three incompatible ethical positions in regard to the fair and unbiased use of psychological tests for selection in minority and majority groups. Also in this section, five statistical definitions of "test fairness" are reviewed and examined critically for technical, logical, and social weaknesses. In the…
Descriptors: Culture Fair Tests, Ethics, Minority Groups, Personnel Selection
Hunter, John E. – 1985
Drawing from work on the meta-analysis of over 500 validation studies of the General Aptitude Test Battery (GATB) by the U.S. Employment Service, the paper presents a methodological message and a substantive message. Gene Glass's methods, as used by Edwin Ghiselli in personnel selection, ignore study artifacts (sampling error, error of…
Descriptors: Adults, Cognitive Ability, Error of Measurement, Job Performance
Hunter, John E. – 1983
This paper reviews the now massive general literature showing that psychological tests are fair to minorities. This literature shows that there is no single group validity, there is no differential validity, and tests overpredict rather than underpredict minority job performance. Further evidence in regard to blacks is introduced from 51…
Descriptors: Adults, American Indians, Aptitude Tests, Asian Americans
Hunter, John E. – 1983
The economic impact of optimal selection using ability tests is far higher than is commonly known. For small organizations, dollar savings from higher productivity can run into millions of dollars a year. This report estimates the potential savings to the Federal Government as an employer as being 15.61 billion dollars per year if tests were given…
Descriptors: Ability Identification, Aptitude Tests, Cost Effectiveness, Cutting Scores
Hunter, John E. – 1989
The relationship between general cognitive ability and both training and job performance is reviewed. Existing scientific data show that there are large differences in training achievement and in job performance. Consequently, any good predictor of achievement or performance can yield a large gain in workforce productivity. General cognitive…
Descriptors: Career Education, Cognitive Ability, Cognitive Tests, Intelligence Tests
