Racial/ethnic differences in the criterion-related validity of cognitive ability tests: A qualitative and quantitative review.

Abstract

The correlation between cognitive ability test scores and performance was separately meta-analyzed for Asian, Black, Hispanic, and White racial/ethnic subgroups. Compared to the average White observed correlation ( = .33, N = 903,779), average correlations were lower for Black samples ( = .24, N = 112,194) and Hispanic samples ( = .30, N = 51,205) and approximately equal for Asian samples ( = .33, N = 80,705). Despite some moderating effects (e.g., type of performance criterion, decade of data collection, job complexity), validity favored White over Black and Hispanic test takers in almost all conditions that included a sizable number of studies. Black-White validity comparisons were possible both across and within the 3 broad domains that use cognitive ability tests for high-stakes selection and placement: civilian employment, educational admissions, and the military. The trend of lower Black validity was repeated in each domain; however, average Black-White validity differences were largest in military studies and smallest in educational and employment studies. Further investigation of the reasons for these validity differences is warranted.

Personality and Cognitive Ability as Predictors of Effective Performance at Work

“…Asian and Hispanic differences were available only for educational contexts. Like Aguinis et al (2010), Berry et al (2011) called for additional research on differential validity, which contradicts earlier strong statements that such differences do not exist (e.g., Hunter et al 1979). Mattern & Patterson (2013) have provided such reexamination of differential prediction using the SAT to predict college student performance.…”

“…Finally, they proposed that future test bias research consider time and context of selection as possible determinants of slope and intercept differences between groups. Berry et al (2011) provided a meta-analysis of cognitive ability validity coefficients across black, white, Hispanic, and Asian subgroups. They found white and Asian validities to be .33, whereas average black validity (.24) and Hispanic validity (.30) were lower.…”

Does IQ Really Predict Job Performance?

“…In addition, a variety of systematic biases are evident: age effects and ''halo'' effects have been reported (e.g., Murphy & Balzer, 1986). Subjects' height (Judge & Cable, 2004); facial attractiveness (Hosoda, StoneRomero, & Coats, 2003); and unconscious ethnic bias (Berry, Clark, & McClure, 2011;Jencks, 1998;Stauffer & Buckley, 2005), have all been shown to influence supervisor ratings of work performance. In describing the difficulties, in his own experience, of seeking objective supervisor ratings across a wide range of jobs, Guion (2006) says, ''Perhaps, indeed, we should abandon the pretence about 'objective', 'true', or 'hard' criteria of proficiency in performance' ' (pp.…”

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

“…When individuals who are identical on the construct measured by the test but who are from different subgroups have different probabilities of attaining the same observed score (Berry et al 2011). Measurement invariance and differential item functioning (see definitions in this table) analyses are ways to test for two different forms of measurement bias.…”