DIFFERENTIAL VALIDITY OF EMPLOYMENT TESTS BY RACE - A COMPREHENSIVE REVIEW AND ANALYSIS

被引：106

作者：

HUNTER, JE

SCHMIDT, FL

HUNTER, R

机构：

[1] US OFF PERSONNEL MANAGEMENT,CTR PERSONNEL RES & DEV,1900 E ST NW,WASHINGTON,DC 20415

[2] GEORGE WASHINGTON UNIV,WASHINGTON,DC 20006

[3] MICHIGAN STATE UNIV,INST RES TEACHING,E LANSING,MI 48824

来源：

PSYCHOLOGICAL BULLETIN | 1979年 / 86卷 / 04期

关键词：

differential validity for Blacks vs Whites; employment tests; literature review;

D O I：

10.1037/0033-2909.86.4.721

中图分类号：

B84 [心理学];

学科分类号：

04 ; 0402 ;

摘要：

Examined 866 Black-White employment test validity pairs from 39 studies for evidence of differential validity beyond that which would be expected on the basis of chance plus various statistical artifacts. The data in this study, unlike those in previous studies of differential validity, were free of Type I bias induced by data preselection. Results support the hypothesis that findings of apparent differential validity in samples are produced by the operation of chance and a number of statistical artifacts and indicate that true differential validity probably does not exist. (51 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved). © 1979 American Psychological Association.

引用

页码：721 / 735

页数：15

共 51 条

[1] DIFFERENTIAL PREDICTION - METHODOLOGICAL ARTIFACT [J].