Contends that use of occupational prestige scale to code occupations when investigating sex differences in occupational aspirations and expectations is not appropriate because of inherent sex biases. Addresses development of early prestige scales, apparent congruence of prestige ratings by men and women, and effect of sex on prestige ratings and…

Job relevance and adverse impact are major validity concerns relative to credentializing examinations. This article recommends that examination blueprints utilize a competency model based on: (1) job functions assigned; (2) level of expertise expected given the content and resources available; and (3) specific context and situation in which the…

Sixteen Personality Factor Questionnaire (16 PF) profiles for 69 occupational groups were analyzed according to Holland's six occupational types: Realistic, Investigative, Artistic, Social, Enterprising, and Convention. Three discriminant functions, labeled Independence, Extraversion, and Anxiety, enabled correct classification of 75 percent of…

The Career Development Inventory was administered to 107 ethnically mixed, inner city school dropouts to examine its suitability for such a population. Also investigated were the interrelationships among sex, age, ethnicity, intelligence, reading achievement, arithmetic achievement, and two of the inventory's scales. Results are discussed. (Author)

Interest assessment typically consists of a person indicating whether he or she likes, dislikes, or is indifferent to a task. A more appropriate technology for career interest assessment is needed and one such program is presented. Interest assessment in career counseling has been based on the concept of the "discriminant bridge" developed by…

How a marriage was arranged between the Dictionary of Occupational Titles and the General Aptitude Test Battery to create an occupational family structure of use in vocational counseling. (Author)

Test scores on three pretest forms of a content-validated test were correlated with job performance ratings by social worker supervisors. The correlations predicted the job performance ratings of entry level social workers who were employed in urban settings more accurately than those of workers located in rural settings. (Author/PN)

The Career Maturity Inventory was administered to students in a rural Ontario high school to determine the validity of the relationship of the students' scores to: (1) performance in a cooperative work-study program, (2) overall grade-point average, and (3) level of satisfaction with the work-study program. (Author/PN)

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)

Compares and factor analyzes the Career Decision Scale and Vocational Decision-Making Difficulty Scale. Subjects included undergraduates who were satisfied with their career choices and those who were unsure, dissatisfied, or undecided about theirs. Both scales seem promising. (CKJ)

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)

Self-regulation of agencies administering professional licensing and certification tests is questioned on social and legal grounds. Topics include test validity concerns of applicants, extension of "truth in testing" legislation, explicitness of standards, and whether construct validity should be the primary requirement for selecting a…

Reviews history and application of Title VII of the Civil Rights Act of 1964 to argue that adverse impact definition of test discrimination embodied in unanimous 1971 Supreme Court decision in Griggs versus Duke Power Company and its progeny is the product of successful advocacy of unelected bureaucrats rather than a product of public…

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…