Asserts that fragmentation of academic disciplines handicaps efforts to deal rationally with problems arising from group differences in general intelligence. Contends that open discussions like those appearing in this special journal issue are necessary, and illustrates arguments through comments on moral, scientific, and legal concerns addressed…

Reviews previous six papers concerning fairness in employment testing. Contends that papers focus narrowly on legal, theoretical, and societal issues and provide little new information. Argues that industrial psychologists and governmental lawyers are retreating into rigidly defined positions and that the future will be marked by long, costly, and…

In using preemployment tests, special attention must be paid to issues of bias, legal rulings, validity, generalization, exaggerated expectations, test quality, misuse, publishers' claims, alternative assessment, and honesty tests. (Author/SK)

This article presents an analysis of Ordinate Corporation's PhonePass Spoken English Test-10. The company promotes this product as being a useful assessment tool for screening job candidates' ability in spoken English. In the real-life domain of the work environment, one of the primary target language use tasks involves extended production…

A revision of the Reading-Free Vocational Interest to eliminate sex bias in the inventory produced a common item pool for males and females, desexed grammar and vocabulary and altered pictorial items. New norms include the learning disabled, adult mentally retarded, and younger educable mentally retarded individuals. (Author/CL)

Examines the legal issues concerning (1) cultural bias in educational tests; (2) the validity of employment tests; and (3) the disclosure of test materials. Discusses the legal interpretations of psychometric concepts that have arisen from recent litigation. (Author/GC)

Argues that occupational tests can exclude racial minorities and that many industrial psychologists have overlooked evidence that many tests are biased and that some claims for validity generalization are based on faulty science. Outlines what plaintiff's counsel looks for in deciding to try a testing case, and provides primer on how to challenge…

Draws on examples from college athletics, education, and personal experience to describe racial unfairness both of using scholastic tests where they should not be used and of not using them where they should be used. Suggests that greater consideration be given to reasons for administering or withholding tests and whether such action is…

The confirmation of the Holland hexagonal model in a Spanish-speaking sample suggests that results of earlier factor analytic studies of vocational interests are applicable to Spanish-speaking young persons. Counselors must provide their Spanish-speaking clients with intensive information resources. (Author)

Significant job-relatedness was found for a posttraining job knowledge test criterion. Content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of job-relatedness. (Author)

Blind vocational rehabilitation clients (N=100) were administered the Displacing and Turning tests of the Minnesota Rate of Manipulation Tests after three practice trials. Subjects essentially scored lower than people with normal vision, with their means on both tests being at the first percentile of the norms for sighted persons. (Author/DB)

Two multiple-choice tests and one essay test were taken by 231 students (50/50 male/female, 192 White, 39 East Asian, Black, Mexican American, or Middle Eastern). Multiple-choice tests showed no significant differences in equal employment opportunity terms; women and men scored about the same on essays, but minority students had significantly…

Reviews the evaluation by the National Academy of Science (NAS) of the General Aptitude Test Battery (GATB), which was developed to predict the job performance of potential employees. Proposes that the NAS recommendation to correct the GATB's racial bias by "race-norming" was a political decision and not scientifically justified. (FMW)

This book reports results of a National Research Council study and the validity of generalizing from its studies of about 500 occupations to over 12,000 jobs. The use of the General Aptitude Test Battery for prediction is discussed, and its impact and recommendations for future use are considered. (SLD)

Refers to Title VII of the Civil Rights Act of 1964 and the Supreme Court's disparate impact interpretation of Title VII in Griggs versus Duke Power Company. Contends that attacks on the Griggs decision are legally unsound and that claims made by advocates of validity generalization are scientifically unsupported. (Author/NB)