Fairness in employment testing : validity generalization, minority issues, and the General Aptitude Test Battery / / John A. Hartigan and Alexandra K. Wigdor, editors ; Committee on the General Aptitude Test Battery, Commission on Behavioral and Social Sciences and Education, National Research Council

• Record Nr.: UNINA9910957129303321
• Pubbl/distr/stampa: Washington, D.C., : National Academy Press, 1989
• ISBN: 9786610214556; 9781280214554; 1280214554; 9780309555432; 0309555434
• Edizione: [1st ed.]
• Descrizione fisica: 1 online resource (368 p.)
• Altri autori (Persone): HartiganJohn A. <1937->; WigdorAlexandra K
• Disciplina: 153.9/4
• Soggetti: General aptitude test battery - Evaluation; Employment tests - United States - Evaluation; Employment tests - Law and legislation - United States
• Lingua di pubblicazione: Inglese
• Formato: Materiale a stampa
• Livello bibliografico: Monografia
• Nota di bibliografia: Includes bibliography: p. 291-300 and index.
• Nota di contenuto: Fairness in Employment Testing -- Copyright -- PREFACE -- CONTENTS -- SUMMARY -- Issues for Study -- Issues in Policy, Equity, and Law (Chapters 1, 2, and 13) -- Findings and Conclusions -- Is the Psychometric Quality of the GATB Adequate? (Chapters 4 and 5) -- Findings and Conclusions -- How Well Does the GATB Predict Job Success? (Chapter 8) -- Findings and Conclusions -- Does the GATB Predict Less Well For Minority Job Seekers? (Chapter 9) -- Findings and Conclusions -- Are There Scientific Justifications for Adjusting Minority Test Scores? (Chapter 13) -- Findings and Conclusions -- Is the GATB Valid for Some, Most, or All Jobs? (Chapters 6 and 7) -- Findings and Conclusions -- Will Increased Use of the GATB Result in Substantial Increases in Productivity? (Chapter 12) -- Findings and Conclusions -- Potential Effects of the VG-GATB Referral System (Chapters 10 and 11) ; -- Findings and Conclusions -- When Should the GATB Not Be Used? (Chapter 11) -- Findings and Conclusions -- Summary of Central Recommendations -- Operational Use of the VG-GATB Referral System -- Referral Methods -- Score Reporting -- Promotion of the VG-GATB Referral Program -- Pilot Studies -- Special Populations -- Veterans -- People with Handicapping Conditions -- PART I BACKGROUND AND CONTEXT -- 1 The Policy Context -- THE USES EMPLOYMENT TESTING PROGRAM -- Within-Group Scoring of the VG-GATB -- The Justice Department Challenge to Within-Group Scoring -- OTHER POLICY ISSUES -- Validity Generalization and the Reemergence of g -- Early IQ Testing -- The Army Alpha -- Critics of Intelligence Testing -- Relevance to Current Policy -- Should There Be Diverse Routes to Employment? -- THE INTERSECTIONS OF POLICY AND SCIENCE -- 2 Issues in Equity and Law -- PERSPECTIVES ON EQUALITY, FAIRNESS, AND SOCIAL JUSTICE -- Philosophical Foundations -- Economic Liberalism -- Meritocracy.; Meritocracy Revisited -- The Contemporary Impasse on Preferential Treatment -- The Case Against Preferential Treatment -- The Case for Preferential Treatment -- Beyond Philosophy -- FEDERAL POLICY AND PREFERENTIAL TREATMENT -- Individual Rights, Group Effects, and the Law -- Equity and Equal Protection Jurisprudence -- Affirmative Action -- PERSPECTIVES ON WITHIN-GROUP SCORING -- 3 The Public Employment Service -- HOW DO AMERICANS FIND JOBS? -- HISTORICAL DEVELOPMENT OF THE PUBLIC EMPLOYMENT SERVICE -- Beginnings -- The New Federalism -- Funding Levels -- STRUCTURE OF THE SYSTEM -- USES: The Federal Partner -- State-Level Activities -- Local Offices -- OPERATIONS AT THE LOCAL LEVEL -- Activities Common to All Offices -- Profile One: A Traditional Office -- Profile Two: A VG-GATB Office -- Profile Three: The Single-Employer Office -- Implications of Local-Office Procedures -- PART II ANALYSIS OF THE GENERAL APTITUDE TEST BATTERY -- 4 The GATB: Its Character and Psychometric Properties -- DEVELOPMENT OF THE GATB -- THE STRUCTURE OF THE GATB -- Subtest 1: Name Comparison -- Subtest 2: Computation -- Subtest 3: Three-Dimensional Space -- Subtest 4: Vocabulary -- Subtest 5: Tool Matching -- Subtest 6: Arithmetic Reasoning -- Subtest 7: Form Matching -- Subtest 8: Mark Making -- Subtest 9: Place -- Subtest 10: Turn -- Subtest 11: Assemble -- Subtest 12: Disassemble -- HOW GATB SCORES ARE DERIVED -- Obtaining GATB Scores -- GATB Norms -- Norms for Within-Group Scoring -- Equating Alternate Forms of the GATB -- RELIABILITY OF THE GATB APTITUDE SCORES -- CONSTRUCT VALIDITY ISSUES -- COMPARISON WITH THE ASVAB AND OTHER TEST BATTERIES -- ASVAB Test Parts -- Speededness of the ASVAB -- ASVAB Normative Data -- ASVAB Reliabilities -- ASVAB Validities -- CONCLUSIONS -- GATB Properties -- Comparison with Other Test Batteries -- RECOMMENDATIONS.; 5 Problematic Features of the GATB: Test Administration, Speededness, and Coachability -- TEST ADMINISTRATION PRACTICES -- Instructions to Examinees -- The National Computer Systems Answer Sheet -- THE INFLUENCE OF SPEED OF WORK -- ITEM-BIAS ANALYSES -- Proportion Attempted -- Proportion Correct -- Point-Biserial Correlations -- PRACTICE EFFECTS AND COACHING EFFECTS -- Effects of Practice on GATB Scores -- Effects of Coaching on GATB Scores -- TEST SECURITY -- CONCLUSIONS -- Test Administration Practices -- Speededness -- Alternate Forms and Test Security -- Item Bias -- Practice Effects and Coaching -- RECOMMENDATIONS -- Test Security -- Test Speededness -- PART III VALIDITY GENERALIZATION AND GATB VALIDITIES -- 6 The Theory of Validity Generalization -- META-ANALYSIS -- VALIDITY ; GENERALIZATION -- The Theoretical Framework -- Sampling error -- Restriction of range -- Reliability of supervisor ratings -- Connecting the sample to the population -- Sampling Error -- Corrections for Sampling Error -- An Example -- Restriction of Range -- Corrections for Restrictions of Range -- Estimating Restriction Ratios -- Can GATB Restriction Ratios be Estimated? -- Reliability of Supervisor Ratings -- Connecting the Sample to the Population -- THE INTERPRETATION OF SMALL VARIANCES IN VALIDITY GENERALIZATION -- CONCLUSIONS -- Adjustments to Validity Coefficients -- Sampling Error -- Range Restriction -- Criterion Unreliability -- Connecting the Sample to the Population -- 7 Validity Generalization Applied to the GATB -- CRITERION-RELATED VALIDITY RESEARCH AND VALIDITY GENERALIZATION -- REDUCTION OF NINE APTITUDES TO COGNITIVE AND PSYCHOMOTOR FACTORS -- GATB Dimensions -- What Gets Lost in the Simplifying Process? -- THE FIVE JOB FAMILIES -- Constructing the Five Job Families -- Sample Jobs in the Job Families:.; Do the Five Job Families Effectively Increase Predictability? -- CONCLUSIONS -- RECOMMENDATIONS -- 8 GATB Validities -- THE GATB VALIDITY STUDIES -- An Illustration of Test Validities -- Basic Patterns of Validity Findings -- Potential Moderators of Validity -- Sample Size -- Job Family -- Study Type: Predictive Versus Concurrent -- Criterion Type: On-the-Job Performance Versus Training Success -- Age -- Experience -- Education -- Validity Differences by Race -- Validity Differences by Sex -- Date of Study -- Exploration of Explanations for the Change in Validity Over Time -- VALIDITY GENERALIZATION ANALYSES -- Correcting Only for Sampling Error -- Correcting for Criterion Unreliability -- Correcting for Range Restriction -- Optimal Predictors Based on the Recent 264 Studies -- FINDINGS: THE GATB DATA BASE -- Criterion-Related Validity Prior to 1972 -- Criterion-Related Validity Changes Since 1972 -- CONCLUSIONS ON VALIDITY GENERALIZATION FOR THE GATB -- Observed and Adjusted Validities -- Validity Variability -- 9 Differential Validity and Differential Prediction -- GROUP DIFFERENCES IN CORRELATIONS -- DIFFERENTIAL PREDICTION -- Standard Errors of Prediction -- Slopes -- Intercepts -- Predictions Based on the Total Group -- Performance Evaluation and the Issue of Bias -- CONCLUSIONS -- Differential Validity by Race -- Differential Prediction by Race -- Criterion Bias -- PART IV ASSESSMENT OF THE VG-GATB PROGRAM -- 10 The VG-GATB Program: Concept, Promotion, and Implementation -- CONCEPTUAL MODEL OF THE VG-GATB REFERRAL SYSTEM -- Group Orientation and Registration -- GATB Testing -- File Search and Referral -- Office Automation -- Comment on the Conceptual Model -- PROMOTION OF THE VG-GATB REFERRAL SYSTEM -- The Legal Implications -- IMPLEMENTATION OF THE VG-GATB REFERRAL SYSTEM: THE PILOT STUDIES -- North Carolina Study of Office Effectiveness.; North Carolina Employer Survey -- The Philip Morris Study -- The Chrysler Corporation Study -- The Sewing Machine Operator Study -- CONCLUSIONS AND RECOMMENDATIONS -- Promotion of the VG-GATB Referral System -- Conclusions -- Recommendations -- Implementation of the VG-GATB Referral System: The Pilot Studies -- Findings -- Conclusions -- Recommendations -- 11 In Whose Interest: Potential Effects of the VG-GATB Referral System -- EFFECTS ON EMPLOYERS -- An Informal Survey of Employers -- How Respondents Use the VG-GATB Referral System -- Attitudes Toward the VG-GATB Referral System -- Equal Employment Opportunity and Affirmative Action -- Possible Negative Effects -- EFFECTS ON JOB SEEKERS -- Logistics -- Perceptions of Fairness -- Low-Scoring Applicants -- Older Applicants -- EFFECTS ON MINORITY JOB SEEKERS -- Assessing ; Applicants Who Have Marginal English Skills -- EFFECTS ON PEOPLE WITH HANDICAPS -- Recent Research Findings -- Experience with the GATB -- Should Handicapped Applicants Take the GATB? -- EFFECTS ON VETERANS -- The History of Veterans' Preference -- Civil Service examinations -- Eligibility lists -- Civil Service appointments -- The Public Employment Service and Veterans' Preference -- Veterans' Priority in Referral -- Veterans and Within-Group Score Adjustments -- FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS -- Employers -- Conclusions -- Job Seekers -- Conclusions -- Recommendations -- People with Handicapping Conditions -- Findings -- Conclusions -- Recommendations -- Veterans -- Conclusions -- Recommendations -- 12 Evaluation of Economic Claims -- UTILITY ANALYSIS: GAINS FOR THE INDIVIDUAL FIRM -- Potential Benefits of Employment Service Use of the VG-GATB -- Will VG-GATB Testing Save 80 Billion? -- GAINS TO THE ECONOMY AS A WHOLE ARE FROM JOB MATCHING -- Economic Gains Based on the Hunter and Schmidt Job- Matching Model.; SUPERVISOR RATINGS AND TRUE PRODUCTIVITY.
• Sommario/riassunto: Declining American competitiveness in world economic markets has renewed interest in employment testing as a way of putting the right workers in the right jobs. A new study of the U.S. Department of Labor's General Aptitude Test Battery (GATB) Referral System sheds light on key questions for America's employers: How well does the GATB predict job success? Are there scientific justifications for adjusting minority test scores? Will increased use of the GATB result in substantial increases in productivity? Fairness in Employment Testing evaluates both the validity generalization techniques used to justify the use of the GATB across the spectrum of U.S. jobs and the policy of adjusting test scores to promote equal opportunity.