Differential and single-group validity of employment tests by race: A critical analysis of three recent studies.

Hunter, John E.; Schmidt, Frank L.

doi:10.1037/0021-9010.63.1.1

Cited by 59 publications

(47 citation statements)

References 9 publications

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“…These moderating-effect hypotheses were examined in two ways. First, we compared the correlations between the individual traits and IM tactic use across both instruction conditions (Hunter & Schmidt, 1978) (see Table 4). However, this subgroup analysis does not include a consideration of prediction of criterion scores across moderator-based subgroups.…”

Section: Use Of Im Tacticsmentioning

confidence: 99%

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

Peeters

Lievens

2006

Int J Selection Assessment

108

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This study investigated how structured interview formats, instructions to convey favorable impressions, and applicants' individual differences influenced the use and effectiveness of verbal and nonverbal impression management (IM). Results from 190 people who were screened for a training program demonstrated that interview format affected the kind of tactics used, which in turn positively influenced interviewer evaluations. Behavior description interviews triggered self-focused (and defensive) tactics, whereas situational interviews triggered other-focused tactics. Instructions to convey a desirable impression also enhanced the use of specific tactics (self-focused and other-focused verbal IM tactics) and moderated the effects of individual differences on IM use. IM instructions did not affect nonverbal IM tactics, indicating that nonverbal behavior might be less intentionally controllable in selection situations.

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Section: Use Of Im Tacticsmentioning

confidence: 99%

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

Peeters

Lievens

2006

Int J Selection Assessment

108

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“…According to Schneider (1978b) interactive relationships tend to change to additive ones in field applications; thus moderators are hard to find. Part of the problem was ascribed not merely to psychometric issues per Schmidt and Hunter (1978), but rather to the degree of real reaction between individuals and their environments.…”

Section: Discussionmentioning

confidence: 99%

“…(1) is appropriate (Bartlett, Bobko, Mosier, & Hannan, 1978;Locke, Mento, & Katcher, 1978;Owens, 1978;Schmidt & Hunter, 1978;Schneider, 1978aSchneider, , 1978bWanous, 1978Wanous, , 1980. Schmidt and Hunter (1978) cautioned practitioners that moderator variables are subject to the "law of small numbers" also.…”

Section: It Was Noted That the Cleary Model Runsmentioning

confidence: 99%

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Moderator regression and the cusp catastrophe: Application of two-stage personnel selection, training, therapy, and policy evaluation

Guastello

1982

Syst. Res.

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This article demonstrates the applicability of the cusp catastrophe model to a twostage validity study for personnel selection which can simultaneously assess the success of a training program. Personnel selection is of interest substantively since its literature spans psychology, education, economics, management science, political philosophy, statistics, and psychometric theory. The basic problem is, in turn, pertinent to the study of any individuals integrating into an organization, or a therapy or social program.In an empirical example regression coefficients for conventional and cusp-difference models were compared using partially real and partially simulated data. Subjects were 272 salespersons from a Midwestern firm, of which 17 were Spanish-speaking Americans. Group membership was the dummy coded bifurcation (moderator) factor. A composite of personality and ability test scores was the asymmetry factor. The cusp model was a more efficient predictor of performance (R" = .39) than the moderator model (R' = .04) or a control equation using a bimodal transformation (R" = .04). It was also possible to obtain implicit discriminant functions (IDFS) to predict the top performing 16% of the sample (R' = .71), and the low performing 16% (R" = 35). The results were interpreted as supporting the usefulness of the statistical catastrophe models for twostage personnel selection and training, and similar problems. Differential impact, moderator, and interaction effects in organizational literature were discussed vis-a-vis the bifurcation concept.

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“…However, most would probably deem it unfair if the reason non-White subgroup members score lower on an employment test is that the employment test is biased against them. Thus, there is great interest in whether cognitive ability tests are biased against non-White test takers, and there has been much disagreement about this issue over the years in organizational psychology and organizational behavior (e.g., Aguinis et al 2010, Hunter & Schmidt 1978, Katzell & Dyer 1977, Mattern & Patterson 2013.…”

Section: Introductionmentioning

confidence: 99%

Differential Validity and Differential Prediction of Cognitive Ability Tests: Understanding Test Bias in the Employment Context

Berry

2015

Annu. Rev. Organ. Psychol. Organ. Behav.

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Substantial mean score differences and significant adverse impact have long motivated the question of whether cognitive ability tests are biased against certain non-White subgroups. This article presents a framework for understanding the interrelated issues of adverse impact and test bias, with particular focus on two forms of test bias especially relevant for personnel selection: differential validity and differential prediction. Ethical and legal reasons that organizations should be concerned about differential validity/prediction are discussed. This article also serves as a critical review of the research literature on differential validity/prediction. The general conclusion is that available evidence supports the existence of differential validity/ prediction in the form of correlation/slope and intercept differences between White and non-White subgroups. Implications for individuals and organizations are outlined, and a future research agenda is proposed highlighting the need for new, better data; new, better methods of testing for differential validity/prediction; and investigation of substantive factors causing differential validity/prediction.

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Differential and single-group validity of employment tests by race: A critical analysis of three recent studies.

Cited by 59 publications

References 9 publications

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

Moderator regression and the cusp catastrophe: Application of two-stage personnel selection, training, therapy, and policy evaluation

Differential Validity and Differential Prediction of Cognitive Ability Tests: Understanding Test Bias in the Employment Context

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