Employment test validation for minority and nonminority clerks with work sample criteria.

Abstract

Ten tests of intellectual ability and perceptual speed and accuracy were validated against specially developed clerical work samples with a newly hired sample of 143 blacks, 74 Spanish-sumamed, and 195 whites. Most validity coefficients were statistically significant, and in only 2 out of 36 comparisons were ethnic sample validity coefficients significantly different. A combination of four tests was significantly predictive of clerical proficiency for each ethnic sample and for the total combined sample. Comparisons of ethnic sample regression equations indicated that the slopes are essentially the same but that the intercepts differ significantly. The total sample regression equation does not undarpredict prospective proficiency levels for minority clerks, and a composite predictor found to be appropriate for minority and nonrninority applicants for clerical jobs was recommended for employment office use.

A critical re‐examination and analysis of cognitive ability tests using the Thorndike model of fairness

“…Although it has been found that the slopes of both the Black and White regression lines are often similar, they frequently have different intercepts (e.g. Boehm, 1977;Field, Bayley, & Bayley, 1977;Gael, Grant, & Ritchie, 1975b;Grant & Bray, 1970;Schmidt, Berner, & Hunter, 1973). Furthermore, the intercept of the regression line for Blacks is frequently found to be lower than that for Whites, indicating that the use of a common regression line would over-predict job performance for Blacks according to the Cleary rule.…”

“…Studies used to assess differential prediction normally use a combination of ability tests, including not only cognitive ability, but also knowledge and special skills such as clerical speed and accuracy (e.g. Boehm, 1977;Field et al, 1977;Gael et al, 1975b;Grant & Bray, 1970;Schmidt et al, 1973). Therefore, these differential prediction studies cannot necessarily be generalized to characterize CATs exclusively.…”

Evaluating Test Fairness

“…In fact, several studies carried out in the 1970s support the finding that minority groups are rated less highly on objective criterion measures (e.g. Campbell, Crooks, Mahoney and Rock 1973;Gael and Grant 1972;Gael, Grant and Richie 1975a, 1975b, cited in Schmidt 1993. This body of evidence has led Schmidt to conclude 'The cumulative research on test fairness shows that the average ability and cognitive skill differences between groups are directly reflected in job performance' (Schmidt 1993, p. 5).…”

Using the Thorndike model to assess the fairness of cognitive ability tests for personnel selection

“…Studies used to assess differential prediction normally use a combination of ability tests, including not only cognitive ability but knowledge and special skills such as clerical speed and accuracy (c.f., Boehm, 1977;Field, Bayley & Bayley, 1977;Grant & Bray, 1970;Gael, Grant & Ritchie, 1975b;Schmidt, Berner & Hunter, 1973). Therefore, these differential prediction studies cannot necessarily be generalized to characterize CATs exclusively.…”

“…The assumption, however, is that both Blacks and Whites are characterized by the same regression line. Although it has been found that the slopes of both the Black and White regression lines are often similar, they frequently have different intercepts (e.g., Boehm, 1977;Field, Bayley & Bayley, 1977;Grant & Bray, 1970;Gael, Grant & Ritchie, 1975b;Ruch, 1972, as cited in Arvey & Faley, 1988;Schmidt, Berner & Hunter, 1973). Furthermore, the intercept of the regression line for Blacks is frequently found to be lower than the regression line for Whites, indicating that the use of a common regression line would over-predict job performance for Blacks according to the Cleary rule.…”