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…

Two techniques for personnel selection are presented. The first is a graphical technique which non-technical personnel can use in deciding the number of minority applicants to admit to an institution. The other is a large scale computer technique which an institution can use to increase personnel diversity including cultural factors. (Author/DEP)

Estimating the validity of a test is only one concern for the human resources professional developing a personnel selection battery. An equally important concern is whether the test will result in adverse impact against a member of a protected class. It would be useful if the probability of adverse impact could be estimated prior to spending time…

Recent empirical evidence concerning sex and racial bias in testing is discussed in terms of three primary sources of bias: (1) content of the test itself, (2) atmosphere in which the test is administered, and (3) the use to which the test results are put. Test content that is demonstrably more difficult for one group than another should be (1)…

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)

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)

Presents three cases based on actual federal court litigation to illustrate the problems involved in whether to set goals or quotas in affirmative action programs, discusses how she would adjuciate them if she were the presiding judge, and examines the issues involved in an attempt to clarify the areas of disagreement in the controversies over…

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)

Noting that the practitioner is confronted with conflicting definitions of "fairness" that claim to avoid "bias" in test usage, this article asserts that "mean fairness" can be achieved by use of multiple regression with the dichotomous variate, group membership, included as a predictor; mean fairness also holds for sub-groupings, based on test…

The "Griggs vs. Duke Power" decision of the Supreme Court specifies that job relatedness is the only lawful reason for using tests for the purpose of selection when their use results in the disproportionate exclusion of minority group members. One of the main implications of the "Griggs" decision for the test producer and user…

This bibliography, which lists selected articles, research reports, monographs, books, and reference works related to test bias, is limited to material which deals directly with the question of test bias--such as research reports or commentaries. References listed cover the period from 1945 to the present, and are grouped under two main headings:…

This report examines how selection fairness is influenced by the characteristics of a selection instrument in terms of its distribution of item difficulties, level of item discrimination, degree of item bias, and testing strategy. Computer simulation was used in the administration of either a conventional or Bayesian adaptive ability test to a…

Racial factors in personnel selection procedures and the performance of racial and socio-economic groups on a testing instrument widely used in personnel selection and in public schools are discussed. The study questions whether individual test items are relatively easier for one racial group than for another, and whether there is a relationship…

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…