Differential validity revived.

Abstract

Analyzed 31 investigations of test validity in samples of Black and White workers to test null hypotheses that differences in validity between the 2 ethnic groups do not occur more often than chance expectation. The analyses differed from others recently addressing the same issue by dealing both with single-group validity and differential validity, by including additional data, and by making certain methodological changes. Because of low power and other deficiencies, the accumulated studies cannot furnish an unequivocal test of the issue. On the whole, however, their implications do not disconfirm the null hypothesis regarding chance differences in single-group validity, whereas they do appear to reject it with respect to differential validity. Nevertheless, tests do not consistently work better in one ethnic population than the other, even though they may function differently in one than the other. Ethnic differences in test validity are not a "pseudoproblem." (23 ref)

THE INTERACTION OF ABILITY AND MOTIVATION IN PERFORMANCE: AN EXPLORATION OF THE MEANING OF MODERATORS1

“…One possibility is: Homogeneity with respect to measurement error in either the predictor or the criterion (including scoring errors, unreliability, criterion contamination, etc.). The attempt to use race as a moderator was based on the controversial hypothesis that conventional aptitude tests did not accurately measure the capacities of blacks (e.g., see Boehm, 1977;Katzell and Dyer, 1977). However, there have been successful moderator studies which involved subgrouping on the basis of what could be described as differences in measurement error (e.g., Carroll and Nash, 1972).…”

Predictor Validity as Related to Criterion Relevance, Restriction of Range, and Ethnicity

“…For example, Schmidt, (1988) concluded that The Journal of Psychology 1993.127:553-563. four literature surveys (Boehm, 1977;Katzell & Dyer, 1977;O'Connor, Wexley, & Alexander. 1975;Schmidt, Berner, & Hunter, 1973) "have now demonstrated that evidence for single-group validity by race (Black vs. White) does not occur any more frequently than would be expected solely on the basis of chance" (p. 274).…”

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

“…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.…”