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A Warning Regarding the Simplified Approach to the Evaluation of Test Fairness in Employee Selection Procedures.
Peer reviewed Peer reviewed
Norborg, James M. – Personnel Psychology, 1984
Analyzes the simplified approach to applying the Cleary Model of personnel selection tests recommended by Lawshe (1983) and Reynolds (1980, 1982). Analysis indicated that the simplified method can produce misleading results. (LLL)
Descriptors: Personnel Selection, Test Bias, Test Results
A Simplified Approach to the Evaluation of Fairness in Employee Selection Procedures.
Peer reviewed Peer reviewed
Lawshe, C. H. – Personnel Psychology, 1983
Discusses guidelines for fairness in employee selection required by the Federal Uniform Guidelines on Employee Selection Procedures, and presents a simplified procedure for the evaluation of fairness which is more easily explained than the classical Cleary model. (JAC)
Descriptors: Equal Opportunities (Jobs), Evaluation Methods, Guidelines, Models
Job-Relatedness of a Posttraining Job Knowledge Criterion Used to Assess Validity and Test Fairness.
Peer reviewed Peer reviewed
Distefano, M. K., Jr.; And Others – Personnel Psychology, 1980
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)
Descriptors: Employees, Job Training, Occupational Information, Occupational Tests
The Differential Validity of Personality, Personal History, and Aptitude Data for Minority and Nonminority Employees
Peer reviewed Peer reviewed
Tolle, David L.; And Others – Personnel Psychology, 1972
Results of this study point to the importance of using a differential validity model in industrial validation research not only for aptitude measures, but also for personality and personal history data. (Authors)
Descriptors: Aptitude, Biographical Inventories, Job Applicants, Minority Groups
Differential Validity and Test Bias
Peer reviewed Peer reviewed
Fincher, Cameron – Personnel Psychology, 1975
This paper critically examines two distinct but closely related aspects of the testing controversy in industry and business. One aspect concerns the possibility of differential validity for racial or ethnic groups while the other deals with efforts to define test bias methodologically. (Author)
Descriptors: Court Litigation, Equal Opportunities (Jobs), Federal Courts, Methods
The Validity and Fairness of Employment and Educational Tests for Hispanic Americans: A Review and Analysis.
Peer reviewed Peer reviewed
Schmidt, Frank L.; And Others – Personnel Psychology, 1980
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)
Descriptors: Access to Education, Educational Testing, Equal Opportunities (Jobs), Hispanic Americans
The Impact of Job Analysis on Employment Test Validation for Minority and Nonminority Accounting Personnel.
Peer reviewed Peer reviewed
Kesselman, Gerald A.; Lopez, Felix E. – Personnel Psychology, 1979
This study examined (1) the comparative validity of a written job knowledge test constructed on the basis of a systematic job analysis with that of a commercial employment test selected without prior job analysis and (2) the fairness of each test for minority and nonminority job applicants. (Editor/SJL)
Descriptors: Accountants, Culture Fair Tests, Job Analysis, Minority Groups
Predictive Validity of General Ability Tests with Black and White Psychiatric Attendants
Peer reviewed Peer reviewed
Distefano, M. K., Jr.; And Others – Personnel Psychology, 1976
Purpose of study was to assess validities of two general ability selection tests to predict job success. No evidence of differential validity related to race was found on either of the tests. (RW)
Descriptors: Hospital Personnel, Job Skills, Occupational Tests, On the Job Training
The Controversy over PACE: An Examination of the Evidence and Implications of the Luevano Consent Decree for Employment Testing.
Peer reviewed Peer reviewed
Olian, Judy D.; Wilcox, John C. – Personnel Psychology, 1982
Examines circumstances leading to elimination of the Professional and Administrative Career Examination (PACE), which was agreed to in the Luevano et al. v. Campbell consent decree. The validation project, the psychometric properties, and the impact on applicant flow of the PACE are summarized. Possible ramifications are discussed. (Author)
Descriptors: College Graduates, Court Litigation, Federal Government, Job Applicants