Similar scales on the California Occupational Preference System (COPSystem) Interest Inventory and the Kuder General Interest Survey were compared in terms of correlations between the scales. The results of comparing the three highest interest areas are interpreted as supporting the construct validity of the two instruments. (Author/PN)

Examines the role of government agencies, professional standards, and federal and state legislation in: (1) determining the quality of ability tests; (2) resolving imbalances and conflicts among participants in the testing process; and (3) defining fairness and due process. (Author/GC)

The degree of overlap between scores on male-normed and female-normed scales for Kuder Occupational Interest Survey criterion groups was studied. Results provide clues to sex-typical and sex-atypical interests of these groups. (Author)

Examined the effects of the Self-Directed Search (SDS) in the light of the participants' personal characteristics, including their expectations for the treatment. Results reveal that the majority of students seek reassurance for choices they have made. A client's decision-making difficulties may be helpful in selecting an effective treatment.…

Direct-observation techniques were used to analyze the occupational skills of both employed and unemployed adults. Results indicated that employed adults performed significantly better than unemployed on each of 13 job-related skills assessed. These differences were found for both job-findings and job-retention skills. (Author)

Discusses issues related to mandatory state teacher examination and notes public approval of such tests. Indicates that a satisfactory paper-and-pencil test of teachers' readiness to teach does not presently exist. (RH)

Five issues (employer motivation, criteria selection, content and construct validity, differential validity, burden of proof) are discussed because questions are raised about them or because they are pivotal issues in court cases which were decided in the five years since Griggs v. Duke Power (test bias). (TA)

Four groups of 40 college seniors, each randomly selected from within one of four academic divisions, completed the Strong-Campbell Interest Inventory. Significant differences were found among the divisions on each of the Strong-Campbell General Occupational Themes. (Author)

Perceptions, attitudes, and job outcomes of participants in four British preemployment government-sponsored training programs were compared (78 job club, 95 work-based training, 52 Jobplan, 106 New Deal) were compared. Respondents in job club and work-based training had positive reactions and consequently got more jobs. Responses will provide…

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…

Asserts that employment tests predict job performance by measuring or being correlated with abilities causally related to productivity. Contends that American economy underrewards achievements measured by these tests and that absence of economic incentives to study in high school has contributed to low achievement in mathematics and science.…

The author reports that the use of tests both for personnel selection and promotion is increasing. Reasons for this phenomenon are explored and various civil rights issues are considered. The author discusses the issue of test validity and various legal challenges to employment testing. (CH)

Current work force trends such as teamwork, empowerment, and quality pose challenges for traditional testing. Tests that can provide diagnostic developmental information for improving job performance are needed. Innovative practices such as video-based testing are emerging. (SK)

A random sample of 889 certified public accountants was administered modified versions of the Job Descriptive Index and the Downs and Hazen Communication Satisfaction Questionnaire. There were 310 (35 percent) usable questionnaires returned. Factor analysis indicated that the accountants viewed job satisfaction and communication satisfaction as…

The Content Validation Form is presented as a means of proving that occupational tests provide a representative work sample or knowledge, skill, or ability necessary for a job. It is best used during test construction by a panel of subject matter experts. (SK)