A SIMPLIFIED APPROACH TO THE EVALUATION OF FAIRNESS IN EMPLOYEE SELECTION PROCEDURES

Employers who defend the use of selection tests by a criterion-related validity analysis are required by the Federal Uniform Guidelines on Employee Selection Procedures to conduct studies on "unfairness" when technically feasible. While application of the classical Cleary model totally satisfies the guideline definition of unfairness, difficulties arise when practitioners need to explain the mathematical procedures to attorneys, judges, and others without statistical backgrounds. These difficulties can be minimized or avoided by utilizing the simplified procedures demonstrated.     

对汉字字形识别层次模型的实验验证

该研究采用Ｊｏｈｎｓｔｏｎ和ＭｃＣｌｅｌｌａｎｄ的实验范式以合体汉字为实验材料对层次模型进行了实验检验。结果表明,以假字掩蔽模式代替特征掩蔽模式使字目标对部件目标的字优效应明显下降。这一结果支持了层次模型,即合体汉字的字形加工以部件识别加工为中介。但本实验还发现了真字掩蔽模式下的字优效应量比假字掩蔽模式下明显减少,这一结果表明,在字加工水平中存在着觉察器间的相互竞争。因此,合体汉字字形识别的部件中介模型有待进一步完善。     

FAKING IN PERSONNEL SELECTION: TRADEOFFS IN PERFORMANCE VERSUS FAIRNESS RESULTING FROM TWO CUT-SCORE STRATEGIES

Most faking research has examined the use of personality measures when using top-down selection. We used simulation to examine the use of personality measures in selection systems using cut scores and outlined a number of issues unique to these situations. In particular, we compared the use of 2 methods of setting cut scores on personality measures: applicant-data-derived (ADD) and nonapplicant-data-derived (NADD) cut-score strategies. We demonstrated that the ADD strategy maximized mean performance resulting from the selection system in the face of applicant faking but that this strategy also resulted in the displacement of deserving applicants by fakers (which has fairness implications). On the other hand, the NADD strategy minimized displacement of deserving applicants but at the cost of some mean performance. Therefore, the use of the ADD versus NADD strategies can be viewed as a strategic decision to be made by the organization, as there is a tradeoff between the 2 strategies in effects on performance versus fairness to applicants. We quantitatively outlined these tradeoffs at various selection ratios, levels of validity, and amounts of faking in the applicant pool.     

THE STATISTICAL DEFINITION OF FAIRNESS IN THE FEDERAL SELECTION GUIDELINES AND ITS IMPLICATIONS FOR MINORITY EMPLOYMENT

The definition of fairness in the guidelines is the same as Cleary's regression model of test bias, which results in a lower proportion of new hires that is minority than the proportion of qualified applicants that is minority. This article explains the disparity, reviews alternative definitions that reduce the disadvantage, and discusses legal arguments. Apparently the guidelines definition is widely disregarded in practice–a color-blind model seems to be the definition generally used by employers. That definition puts minorities at less of a disadvantage than the federal guidelines definition does.     

A WARNING REGARDING THE SIMPLIFIED APPROACH TO THE EVALUATION OF TEST FAIRNESS IN EMPLOYEE SELECTION PROCEDURES

In evaluating the fairness of personnel selection tests, the Ceary model (Cleary, 1968) is the most widely used and accepted method. Recently, a simplified approach to applying the Cleary model has been recommended (Lawshe, 1983; Reynolds, 1980, 1982). Analysis of this new method revealed that under certain circumstances it can produce misleading results. Recommendations were made for avoiding this problem.     

FURTHER WITHIN-SETTING EMPIRICAL TESTS OF THE SITUATIONAL SPECIFICITY HYPOTHESIS IN PERSONNEL SELECTION

The situational specificity hypothesis in personnel selection holds that variation in observed validity coefficients across studies for the same test and job is due to subtle variations from setting to setting in what constitutes job performance. This hypothesis therefore predicts that, if the setting does not vary, validity will not vary. Using data from a single large-sample validity study ( N = 1,455), this research generated numerous small-sample studies for which the setting (organization, job, test, criterion measure, applicant pool, time period, and sample size) was held constant. It was found that even under these circumstances there was substantial variability across studies in (a) observed validity coefficients, (b) significance levels, and (c) (using traditional data analytic methods) conclusions about the presence or absence of validity. These findings disconfirm the situational specificity hypothesis and argue strongly against traditional data-analytic procedures and the practice of reliance on single small-sample studies. In contrast to the erroneous conclusions produced by traditional data-analytic procedures, meta-analytic methods correctly estimated the population observed validity at .22 and correctly indicated that all between-study variance in observed validities was due to sampling error alone.     

A MATHEMATICAL STRUCTURE FOR ANALYZING FAIRNESS IN SELECTION1

A model for examining tradeoffs between rate of minority hiring and quality of selectees is presented. Each case is to be defined in terms of the selection ratio, the relation of outcome to predictor within each group, and other parameters. It is shown that, in a representative case, substantial changes in the rate of minority hiring have only small effects on the quality of the work force. How changes in this rate affect indices of adverse impact and other aspects of fairness is also examined.     

VALIDITY AND FAIRNESS OF SOME ALTERNATIVE EMPLOYEE SELECTION PROCEDURES1

Despite extensive evidence that tests are valid for employee selection, Federal Guidelines have urged employers to seek alternative selection procedures that are equally valid but have less adverse impact on minorities. Research on the validity, adverse impact and fairness of eight categories of alternatives was reviewed. Feasibility of operational use of each type of alternative in an employment setting was also discussed. Only biodata and peer evaluation were supported as having validities substantially equal to those for standardized tests. Previous reviews and more recent research indicated that interviews, self-assessments, reference checks, academic achievement, expert judgment and projective techniques had levels of validity generally below those reported for tests. Data, where available, offered no clear indication that any of the alternatives met the criterion of having equal validity with less adverse impact. Results are discussed and several additional promising alternatives are described.     

THE VALIDITY and FAIRNESS OF EMPLOYMENT and EDUCATIONAL TESTS FOR HISPANIC AMERICANS: A REVIEW and ANALYSIS

This study examined the questions of whether employment and educational tests demonstrate either differential validity or test unfairness to Hispanic Americans relative to the majority group. Relevant data from 19 published and unpublished studies formed the basis of the review and analysis. Results for employment tests, based on a very large amount of data, indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. The frequencies of slope and intercept differences between Hispanic and majority regressions were also within the chance range. A similar pattern of results obtained for the more limited amount of data available on educational tests. Taken together, the results provide strong evidence that tests are neither differentially valid for, nor unfair to, Hispanics. These findings are consistent with the results of previous studies of test validity and fairness for blacks.     

小学儿童奖赏公平性的认知发展

采用信息加工研究途径并假设故事情境探索小学儿童对奖赏公平性的社会认知发展,并将儿童的发展与成人作对比。研究结果表明,７,９岁儿童容易将＂均等＂与＂公平＂混淆,还没形成一个稳定的分配模式,而１２岁儿童已能运用＂努力＂、＂成果＂、＂能力＂等规则较为稳定地作出公平奖赏决定或评价,但还没达到对更高层次的社会准则的理解和掌握。儿童这一发展制约于他们的信息加工能力以及获得有关社会价值观的社会化过程。     

THE TREATMENT OF SEVERE BEHAVIOR PROBLEMS IN SCHOOL SETTINGS USING A TECHNICAL ASSISTANCE MODEL

We evaluated the feasibility of local school personnel conducting functional analysis and reinforcement-based treatment procedures within actual classroom settings. Following an initial in-service workshop on functional assessment and differential reinforcement procedures, on-site technical assistance was provided two to four times per month to local school personnel working in transdisciplinary teams. Overall results suggest that local school personnel were able to implement all procedures adequately with periodic technical assistance. In addition, functional analysis was effective in identifying individual maintaining contingencies, the derived treatments were effective, and the results were maintained throughout the approximate 18 months of this investigation.     

PROJECT A: SPECIFICATION OF THE PREDICTOR DOMAIN AND DEVELOPMENT OF NEW SELECTION/ CLASSIFICATION TESTS

A major goal of the Army Selection and Classification Project was to develop an experimental predictor battery that would best supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry-level enlisted personnel. That is, what predictor measures would best serve the needs of all the jobs in an entire selection/classification system? This paper describes the characteristics of the new test battery and the procedures that were used to develop it. The major steps in the procedure were a structured literature search using a standard protocol, an extensive expert judgment study of expected true validities for a population of predictor variables against a population of performance components, fabrication of modularized software and a special response pedestal for computerized measurement of perceptual and psychomotor abilities, evaluations of experimental measures in three iterative pilot tests and one major field test, and a series of reviews by a panel of scientific advisers. The test battery that resulted from this 2 1/2-year development effort is described. The basic psychometric properties of each measure, as determined in a large concurrent validation sample, are also described.     

THE FUNCTIONS OF ASSESSMENT: IMPLICATIONS FOR SELECTION AND DEVELOPMENT OF DEVICES FOR ASSESSING REPERTOIRES IN CLINICAL,EDUCATIONAL, AND OTHER SETTINGS

An attempt is made to identify the many different functions that assessment of an individual's repertoire can serve. Implications of these functions for the character of and evidence about assessment devices are suggested. The functions fall into two general groups, those which influence decisions regarding an individual learner, and those which influence policy, program development, and scientific knowledge. The first group of functions is presented in a rough chronological sequence such that they form a “behavioral assessment funnel,” beginning with functions involving broad-band assessment to identify likely persons and skill areas, and narrowing to the precise pinpointing, monitoring, and follow-up functions. The contribution of behavior analysis and behavior therapy to assessment methodology in this sequence is identified as well as the areas where more traditionally conceived methods are still useful. The second group of functions and behavioral contributions to it are then discussed.     

SELECTION ACROSS TWO CULTURES: ADAPTING THE SELECTION OF AMERICAN ASSEMBLERS TO MEET JAPANESE JOB PERFORMANCE DEMANDS

Obstacles related to cultural differences between Japanese management concepts and American selection practices were overcome to develop a selection system for hiring American workers in a Japanese-American joint venture assembly plant. Job analysis procedures and traditional selection system design procedures were modified to accommodate the Japanese culture and management philosophy. This paper describes the process used to develop a cross-culturally valid selection system and outlines problems presented in validating the selection system to ensure compatibility with Japanese management demands regarding productivity, team orientation, quality standards, and formal employee performance evaluations.