Effects of the number of individuals coacting while taking two standardized motor performance tests were examined. Increases in aptitude scores corresponding to increases in group size were predicted based upon the summation hypothesis of social facilitation theory. Results indicated a group size effect. (Author/BJG)

Two studies compared results for students from "modern" and "traditional" mathematical backgrounds on industrial selection tests employed by many industries for recruitment purposes. There were no significant differences in overall performance, nor did inclination toward or away from a technical career in industry seem to…

The appropriateness of raw score reports of human traits is questioned, especially in light of the support provided for Holland's theory by normed scores and the stereotypic career options suggested to males and females by raw scores. (Author)

The study explored the role of a written selection examination in defining composition of the work force while complying with legislative mandates. Results suggest two general choices exist with regard to personnel selection, (1) raw scores or (2) race and standardized scores. Agencies should consider social and legal implications. (Author/CH)

The test equating accuracy of content-representative anchors (subsets of items in common) versus nonrepresentative, but substantially longer, anchors was compared for a professional certification examination. Through a chain of equatings, it was found that content representation in anchors was critical. (Author/GDC)

The Armed Services Vocational Aptitude Battery and the Sequential Tests of Educational Progress (STEP) were given to a sample of 37 Yakima Indian students. The predictive validity of the Academic Ability Scale was statistically significant with respect to four of five STEP subtests. (Author)

The scales of the Self-Directed Search (SDS) were correlated with the scales of the Armed Forces Vocational Aptitude Battery (ASVAB) for a sample of 192 high school girls. The two devices have small to moderate correlations that indicate self-reported abilities and competencies have some concurrent validity. (Author)

This guide shows organization managers how to use tests to assess skills and values in the workplace, as well as how to develop good, fair tests without needing any other resources. Part 1, chapters 1 through 5, presents basic information about tests and their practical applications. Part 2 describes the 15 steps of the testing process. The…

Reports the results of a research and development study to determine the reliability and validity of the written and performance occupational competency tests used in New York State. (SB)

Tests in General Industrial Arts, Woods, Metals, Electricity/Electronics, and Drawing for Grades 7-9. (GS)

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)

This book documents the research, development, and implementation efforts that allowed the U.S. Department of Defense to initiate the Computerized Adaptive Testing Armed Services Vocational Aptitude Battery Program for enlistment testing. Traces the history of this program over 30 years. (SLD)