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Ability Tests: Economic Benefits Versus the Issue of Fairness

1982; Wiley; Volume: 21; Issue: 3 Linguagem: Inglês

10.1111/j.1468-232x.1982.tb00238.x

1468-232X

John E. Hunter, Frank L. Schmidt,

Economic Theory and Institutions

Industrial Relations: A Journal of Economy and SocietyVolume 21, Issue 3 p. 293-308 Ability Tests: Economic Benefits Versus the Issue of Fairness JOHN E. HUNTER, JOHN E. HUNTER *The authors are, respectively, Professor, Department of Psychology, Michigan State University, and Research Professor, Department of Psychology, George Washington University, and U.S. Office of Personnel Management.Search for more papers by this authorFRANK L. SCHMIDT, FRANK L. SCHMIDT *The authors are, respectively, Professor, Department of Psychology, Michigan State University, and Research Professor, Department of Psychology, George Washington University, and U.S. Office of Personnel Management.Search for more papers by this author JOHN E. HUNTER, JOHN E. HUNTER *The authors are, respectively, Professor, Department of Psychology, Michigan State University, and Research Professor, Department of Psychology, George Washington University, and U.S. Office of Personnel Management.Search for more papers by this authorFRANK L. SCHMIDT, FRANK L. SCHMIDT *The authors are, respectively, Professor, Department of Psychology, Michigan State University, and Research Professor, Department of Psychology, George Washington University, and U.S. Office of Personnel Management.Search for more papers by this author First published: September 1982 https://doi.org/10.1111/j.1468-232X.1982.tb00238.xCitations: 18 AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onEmailFacebookTwitterLinkedInRedditWechat References Bartlett, C. J., P. Bobko, S. B. Mosier, and R. Hannon. Testing for Fairness with a Moderated Multiple Regression Strategy: An Alternative to Differential Analysis," Personnel Psychology, XXXI (1978), 233–241. Boehm, V. R.. Differential Prediction: A Methodological Artifact Journal of Applied Psychology, LXII (1977), 146–154. Braithwaite, D. Personal communication, 1976. Brogden, H. E.. When Testing Pays Off," Personnel Psychology, II (1949), 171–183. Brogden, H. E. and E. K. Taylor. A Theory and Classification of Criterion Bias," Educational and Psychological Measurement, X (1950), 159–186. Cronbach, L. J. and G. Gleser. Psychological Tests and Personnel Decisions. Urbana , IL : University of Illinois Press, 1957. Dunnette, M. D. Validity Study Results for Jobs Relevant to the Petroleum Industry. American Petroleum Industry, 1972. Ghiselli, E. E. The Validity of Occupational Aptitude Tests. New York : Wiley, 1966. Ghiselli, E. E.. The Validity of Aptitude Tests in Personnel Selection," Personnel Psychology, XXVI (1973), 461–477. Glass, G. V.. Primary, Secondary and Meta-analysis of Research," Educational Researcher, V (1976), 3–8. Glass, G. V., B. McGaw, and M. L. Smith. Meta-analysis in Social Research. Beverly Hills , CA : Sage, 1981. Hawk, J. Personal communication, 1978. Hunter, J. E. An Analysis of Validity, Differential Validity, Test Fairness, and Utility for the Philadelphia Police Officers Selection." Examination prepared by the Educational Testing Service. Report to the Philadelphia Federal District Court, Alvarez vs. City of Philadelphia, 1979. Hunter, J. E. Validity Generalization and Construct Validity." In Construct Validity in Psychological Measurement: Proceedings of a Colloquim on Theory and Application in Education and Measurement. Princeton , NJ : Educational Testing Service, 1980a. Hunter, J. E. Test Validation for 12,000 Jobs: An Application of Synthetic Validity and Validity Generalization to the General Aptitude Test Battery (GATE)." Report to the U.S. Employment Service, 1980b. Hunter, J. E. The Economic Benefits of Personnel Selection Using Ability Tests: A State of the Art Review Including a Detailed Analysis of the Dollar Benefit of US. Employment Service Placements and a Critique of the Low Cutoff Method of Test Use." Report prepared for the U.S. Employment Service, U.S. Department of Labor, Washington, D.C., January 15, 1981a. Hunter, J. E. Fairness of the General Aptitude Test Battery (GATE): Ability Differences and Their Impact on Minority Hiring Rates." U.S. Employment Service, 1981b. Hunter, J. E. False Premises Underlying the 1978 Uniform Guidelines on Employee Selection Procedures: The Myth of Test Invalidity." Washington , D.C. : Personnel Testing Council of Metropolitan Washington, 1981c. Hunter, J. E. The Validity and Utility of Alternate Predictors of Job Performance." Washington , D.C. : U.S. Office of Personnel Management, 1981d. Hunter, J. E. and F. L. Schmidt. A Critical Analysis of the Statistical and Ethical Implications of Five Definitions of Test Fairness," Psychological Bulletin, LXXXIII (1976), 1053–1071. Hunter, J. E. and F. L. Schmidt. Differential and Single Group Validity of Employment Tests by Race: A Critical Analysis of Three Recent Studies," Journal of Applied Psychology, LXIII (1978), 1–11. Hunter, J. E. and F. L. Schmidt. Noncompensatory Aspects of the Utility of Personnel Selection Instruments," paper presented at the Midwestern Society of Multivariate Psychology, Chicago, Illinois, 1978b. Hunter, J. E. and F. L. Schmidt. Fitting People to Jobs: Implications of Personnel Selection for National Productivity." In E. A. Fleishman, ed., Human Performance and Productivity, 1982. Hunter, J. E., F. L. Schmidt, and R. Hunter. Differential Validity of Employment Tests by Race: A Comprehensive Review and Analysis," Psychological Bulletin, LXXXVI (1979), 721–735. Hunter, J. E., F. L. Schmidt, and J. B. Jackson. Meta-analysis: Cumulating Research Findings Across Studies. Beverly Hills , CA : Sage, in press. Hunter, J. E., F. L. Schmidt, and J. M. Rauschenberger. Fairness of Psychological Tests: Implications of Four Definitions for Selection Utility and Minority Hiring," Journal of Applied Psychology, LXII (1977), 245–260. Hunter, J. E., F. L. Schmidt, and J. M. Rauschenberger. Methodological, Statistical, and Ethical Issues in the Study of Bias in Psychological Tests," In C. R. Reynolds, ed., Perspectives on Bias in Mental Testing. New York : Plenum, in press. Mack, M. J., F. L. Schmidt, and J. E. Hunter. Dollar Implications of Alternative Models of Selection: A Case Study of Park Rangers." Unpublished manuscript available from Frank Schmidt, Office of Personnel Management, Washington, D.C. 20415. O'Connor, E. J., K. N. Wexley, and R. A. Alexander. Single-group Validity: Fact or Fallacy Journal of Applied Psychology, LX (1975), 352–355. Pearlman, J., F. L. Schmidt, and J. E. Hunter. Validity Generalization Results for Tests Used to Predict Training Success and Job Proficiency in Clerical Occupations," Journal of Applied Psychology, LXV (1980), 373–406. Reilly, R. R. and G. T. Chao. Validity and Fairness of Alternative Employee Selection Procedures," Personnel Psychology, XXXV (1982), 1–62. Schmidt, F. L., J. B. Berner, and J. E. Hunter. Racial Differences in Validity of Employment Tests: Reality or Illusion Journal of Applied Psychology, LIII (1973), 5–9. Schmidt, F. L., I. Gast-Rosenberg, and J. E. Hunter. Validity Generalization Results for Computer Programmers," Journal of Applied Psychology, LXV (1980), 643–661. Schmidt, F. L. and J. E. Hunter. Development of a General Solution to the Problem of Validity Generalization," Journal of Applied Psychology, LXII (1977), 529–540. Schmidt, F. L. and J. E. Hunter. Employment Testing: Old Theories and New Research Findings," American Psychologist, XXXVI (1981), 11128–1137. Schmidt, F. L. and J. E. Hunter. An Empirical Test of Estimates of Employee Variability in Productivity Derived from Studies of Selection Procedure Utility," Journal of Applied Psychology, in press. Schmidt, F. L., J. E. Hunter, R. McKenzie, and T. Muldrow. The Impact of Valid Selection Procedures on Workforce Productivity," Journal of Applied Psychology, LXIV (1979), 609–626. Schmidt, F. L., J. E. Hunter, and K. Pearlman. Task Differences and Validity of Aptitude Tests in Selection: A Red Herring," Journal of Applied Psychology, LXI (1981), 166–185. Schmidt, F. L., J. E. Hunter, K. Pearlman, and G. S. Shane. Further Tests of the Schmidt-Hunter-Bayesian Validity Generalization Procedure," Personnel Psychology, XXXII (1979), 257–281. Schmidt, F. L., J. E. Hunter, L. Swanson, P. R. Croll, and R. C. McKenzie. Rational Estimation of Employment Test Validation. Washington , D.C. : IJ.S. Office of Personnel Management, 1981. Schmidt, F. L., K. Pearlman, and J. E. Hunter. The Validity and Fairness of Employment and Educational Tests for Hispanic Americans: A Review and Analysis," Personnel Psychology, XXXIII (1980). 705–724. Tenopyr, M. L. and P. D. Oeltjen. Personnel Selection and Classification." In M. R. Rosenzweig and L. W. Porter, eds., Annual Review of Psychology. Palo Alto , CA : Annual Reviews, in press. U.S. Department of Labor. Dictionary of Occupational Titles. 4th ed.; Washington , D.C. : US. Government Printing Office. Vineberg, R. and J. N. Joyner. Prediction of Job Performance: Review of Military Studies." Human Resources Research Organization, 300 North Washington Street, Alexandria, Virginia 22314. Citing Literature Volume21, Issue3September 1982Pages 293-308 ReferencesRelatedInformation