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)

This paper describes how work by the United States Office of Personnel Management on the generalizability of employment test validities led to the development of a widely applicable meta-analysis method. The method focuses strongly on estimating the true variance of study correlations and effect size. This validity generalization procedure has…

Computer assisted tailored testing was used in a study of 163 Civil Service examinees to assess examinee's affective response to the testing setting. Response was summarized as overwhelmingly positive. (Author/JKS)

Results for employment tests indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. Similar results were obtained on educational tests. Tests are neither differentially valid for, nor unfair to, Hispanics. (Author)

Draws from validity generalization research to summarize evidence disputing theories that objective employment tests are either biased against minorities or lack utility. Argues that group differences in test scores do not result from deficiencies in tests, but in skills they measure. Suggests that measurement-based research does not provide…