Employment discrimination: the role of implicit attitudes, motivation, and a climate for racial bias

This study is an attempt to replicate and extend research on employment discrimination by A. P. Brief and colleagues (A. P. Brief, J. Dietz, R. R. Cohen, S. D. Pugh, & J. B. Vaslow, 2000). More specifically, the authors attempted (a) to constructively replicate the prior finding that an explicit measure of modern racism would interact with a corporate climate for racial bias to predict discrimination in a hiring context and (b) to extend this finding through the measurement of implicit racist attitudes and motivation to control prejudice. Although the authors were unable to replicate the earlier interaction, they did illustrate that implicit racist attitudes interacted with a climate for racial bias to predict discrimination. Further, results partially illustrate that motivation to control prejudice moderates the relationship between explicit and implicit attitudes. Taken together, the findings illustrate the differences between implicit and explicit racial attitudes in predicting discriminatory behavior.     

Understanding subgroup differences with general mental ability tests in employment selection: Exploring socio-cultural factors across inter-generational groups

In employment selection, general mental ability (GMA) tests predict training and job performance but also lead to subgroup differences which in turn can produce adverse impact against minority groups. Although researchers have explored genetic, developmental, and environmental explanations for ethnic group differences, few studies have explored socio-cultural factors comparing immigrant and non-immigrant job applicants. Given that many ethnic job applicants may also be immigrants, understanding these factors can provide insight into GMA test score differences. The purpose of this paper is to explore the impact of individual and socio-cultural factors on GMA test scores with immigrant and non-immigrant bus driver applicants. This is the first study of its kind to our knowledge that has attempted to disentangle the effects of socio-cultural factors from race/ethnicity in the study of subgroup differences. Incorporating these variables between non-visible minority and minority groups accounted for considerable variance in GMA test scores across groups. The implications of focusing on socio-cultural variables to enhance our understanding of subgroup differences are discussed. Our results specifically suggest that practitioners attend to the issue of the intersecting grounds of potential discrimination when using GMA tests in personnel selection.     

Motivation to Control Prejudice as a Mediator of Identity and Affirmative Action Attitudes1

Affirmative action is a divisive issue in society today. Attitudes toward affirmative action vary both between and within ethnic and racial groups, with Whites exhibiting the majority of negative attitudes. Researchers have suggested a variety of psychological explanations for differences in attitudes toward affirmative action (e.g., racism, self‐interest, fairness). The current study investigates whether motivation to control prejudice acts as a mediator of ethnic/racial identity and Whites’ attitudes toward affirmative action. Support was found for the mediating role of motivation to control prejudice for several aspects of ethnic and racial identity and affirmative action attitudes. Limitations of the study are discussed, as are topics for future research.     

Test-taking motivations and outcomes on a standardized measure of on-the-job integrity

This study examined the test-taking motivation and attitudinal set of employment applicants who completed the Reid Report measure of on-the-job integrity. Applicants who were subsequently found to have received low scores on the Reid Report, decreasing the likelihood that they would be recommended for hiring, were more likely than those who received higher scores, to have believed that they could outguess the test, to have minimized its importance in the hiring decision, and to have regarded dishonest preoccupations as legitimate. Both the Reid Report score and test-taking attitudes of Outguessing and Dishonesty Legitimization also predicted admissions of past defalcations during a pre-employment screening interview.     

Race, social class and ability patterns on the WISC-R

The national standardization sample of whites and blacks on the Wechsler Intelligence Scale for Children—Revised (WISC-R) was the basis for a detailed analysis of the psychometric nature of racial and social class differences on the original 13 subscales of the WISC-R. The profiles of subtest scores of whites and blacks were compared directly and also after the racial groups were statistically equated on Full Scale IQ (FSIQ). Under the latter condition, the races differ only very slightly, although significantly, on some of the subtests, in ways generally contrary to popular expectations. The profile of white-black differences on the WISC-R subtests is markedly different, and negatively correlated with, the profiles of social class differences within each racial group, indicating that the pattern of racial differences is not explainable in terms of the difference in the average socio-economic status (SES) of blacks and whites. A Schmid-Leiman orthogonalized hierarchical factor analysis yields virtually identical factor structures and highly congruent factor loadings on the subtests for whites and blacks. Analysis of factor scores shows that by far the largest proportion of the variance between races is attributable to the general factor (g) common to all the subtests, whereas the group factors (verbal, performance and memory) contribute only minutely to the interracial variance. Hence the white-black differences on the diverse subtests of the WISC-R, and in the Full Scale IQ, are interpreted primarily as a difference in Spearman's g, rather than as differences in the more specific factors peculiar to particular content, knowledge, acquired skills or type of test. However, some slight but significant differences in patterns of ability also occur that are independent of g.     

The Role of Students’ Attitudes and Test-Taking Motivation on the Validity of College Institutional Accountability Tests: A Path Analytic Model

Given worldwide prevalence of low-stakes testing for monitoring educational quality and students’ progress through school (e.g., Trends in International Mathematics and Science Study, Program for International Student Assessment), interpretability of resulting test scores is of global concern. The nonconsequential nature of low-stakes tests can undermine students’ test-taking motivation, artificially deflating performance and thus jeopardizing validity of test-based inferences, whether they pertain to programs, institutions, or nations (Eklöf, 2007, 2010; Stanat & Lüdtke, 2013; Wise & DeMars, 2005). Moreover, students in countries such as the United States, where academic progress over the course of K–12 (kindergarten through Grade 12) is systematically assessed, are likely to develop antagonistic attitudes toward low-stakes testing by the time they enter college. The relationship between such attitudes, test-taking motivation, and performance on a low-stakes university accountability test was modeled via path analysis. Results indicated the effects of attitudes were indirect (via test-taking motivation) and minimal, suggesting the influence of attitudes on test performance is negligible, further supporting the validity of inferences made from such low-stakes tests. Implications for international assessment are discussed.     

Sensation seeking and food preferences

The relationships between sensation seeking and preferences for various foods were studied. A Japanese version of the Sensation Seeking Scale (SSS) and food preference questionnaire were administered to a total of 105 students (66 males and 39 females). Preference ratings of 70 foods were factor analyzed and 7 factors concerning food preference patterns were extracted. Preference ratings for food items with high loadings on these 7 factors were correlated with subjects' scores on SSS. Significant and positive correlations were found between total scores of SSS and the preference ratings for spicy foods (loading on factor 1), meats (loading on factor 4), and alcoholic beverages (loading on factor 6). Among subscales of SSS, following subscores correlated significantly and positively with preference for several food groups: (1) ES, TAS and spicy foods. (2) TAS and meats, ES and a few items of meats. (3) TAS, BS and alcoholic beverages. But, Dis scale did not correlate with any food groups. Common features and differences between the results of present research and previous ones connected in the U.S.A. were discussed.     

Modeling the Practical Effects of Applicant Reactions: Subgroup Differences in Test‐Taking Motivation,Test Performance,and Selection Rates

Research suggests that Black–White differences in test‐taking motivation may be related to subgroup test score differences, but this research has not shown the extent to which minimizing subgroup motivation differences will reduce subgroup differences in selection rates and adverse impact. This Monte Carlo study examined how enhancing Blacks' test‐taking motivation for cognitive ability tests might reduce adverse impact across a range of (a) subgroup test differences, (b) selection ratios, (c) subgroup differences in test‐taking motivation, and (d) relationships between motivation and test scores. The results suggest that although enhancing test‐taking motivation will consistently reduce subgroup differences in test performance and adverse impact, the effect is often small and will not eliminate adverse impact for any condition we examine. However, under some conditions the reduction may be important, and the discussion considers conditions where even these minimal reductions may be practically helpful.     

Effects of Social Conditions on the Expression of Sex-role Stereotypes

In this study, 129 female and 83 male undergraduates were asked to make judgments about identical male and female law school applicants. Evaluations of the candidate employed two types of measures: (a) direct measures set up to assess judgments based upon objective criteria such as GPA and aptitude test scores, and (b) indirect measures designed to provide more opportunity for subjective factors and subtle ways for stereotyping to operate. It was hypothesized that increased social awareness of sex discrimination would reduce more blatant types of stereotyping expressed in the direct measures and force stereotyping into more subtle forms, measurable through the construction of the indirect indices. The results revealed no differences between male and female candidates on the direct measures. However, stereotyping appeared on indirect measures associated with personality characteristics and employment alternatives. The investigators concluded that prejudicial attitudes toward women continue to exist and are expressed in more subtle or „hidden” forms. Suggestions for developing means for measuring these attitudes as well as practical considerations for reducing discrimination in employment settings were presented.     

Development and validation of an appearance motivation attitudes scale for sun protection

A reliable two-factor instrument measuring appearance motivation attitudes for sun protection was developed using a longitudinal sample of beachgoers. At baseline, data on sun protection and appearance motivation attitudes were collected on 2324 individuals. Principal components analyses (PCA) indicated a two-factor solution measuring attitudes toward tan attractiveness and skin protection with only 2 items loading on the skin protection factor. At 12-months, the instrument was revised and shortened but including 3 new skin protection items. Split-half analyses were conducted to further refine and develop the instrument. PCA on half of the sample revealed a two-factor solution, which was confirmed using structural equation modeling on the remaining half. This resulted in a two correlated-factor, 10-item measure. Each factor was summed to create two scales. Both scales were internally consistent and demonstrated good external validity, correlating with sun protection specific Transtheoretical model variables. The tan attractiveness attitudes scale significantly improved prediction of sun protection outcomes over 24 months, over and above TTM variables.     

Family, School, and Community Factors and Relationships to Racial–Ethnic Attitudes and Academic Achievement

This study examined family, school, and community factors and the relationships to racial–ethnic attitudes and academic achievement among 98 African American fourth-grade children. It has been posited that young people who feel better about their racial–ethnic background have better behavioral and academic outcomes, yet there is a need for more empirical tests of this premise. Psychometric information is reported on measures of parent, teacher, and child racial–ethnic attitudes. Path analysis was used to investigate ecological variables potentially related to children's racial–ethnic attitudes and achievement. Parental education and level of racial–ethnic pride were correlated and both were related to children's achievement though in the final path model, only the path from parental education level was statistically significant. Children whose teachers exhibited higher levels of racial–ethnic trust and perceived fewer barriers due to race and ethnicity evidenced more trust and optimism as well. Children living in communities with higher proportions of college-educated residents also exhibited more positive racial–ethnic attitudes. For children, higher racial–ethnic pride was related to higher achievement measured by grades and standardized test scores, while racial distrust and perception of barriers due to race were related to reduced performance. This study suggests that family, school, and community are all important factors related to children's racial–ethnic attitudes and also to their academic achievement.     

Implementing fairness in racial-group assessment requires assessment of individuals

Replies to comments by R. J. Griffore and D. A. Newman et al on the author's original article on test validity and cultural bias in racial-group assessment. Helms notes that, given that within-group variance exceeds between-groups variance, racial groups are probably simulating a psychological construct that is more strongly related to individuals' test scores than to their respective racial group's mean test scores. Therefore, models of individual differences, such as her Helms individual-differences (HID) model, that remove construct-irrelevant racial variance, are needed to make the testing process fair at the level of individual African American, Latino/Latina American, and Native American test takers. Her HID model is intended to focus attention on identifying the factors responsible for the racial-group-level differences and, thereby, assist test users to look beyond presumed physical appearance (e.g., racial-group designations) for explanations of individuals' cognitive abilities, knowledge, or skills test scores.     

Can Changes in Differential Dropout Rates Reduce Adverse Impact? A Computer Simulation Study of a Multi‐wave Selection System

A simulation was used to explore the effects of variations in the rate at which applicants drop out of selection processes on racial differences in selection outcomes. Archival data was used to simulate a realistic range of selection scenarios in which test score differences between groups and selection ratios varied. The basis for dropping out was manipulated in two separate studies. Study 1 simulated dropout decisions that occurred at random within racial subgroups; in this study, dropout rates of minority versus White candidates were varied. Study 2 examined dropout decisions that occurred as a function of test scores. Results from both studies showed that mean test score differences between White and minority applicants have the largest influence on adverse impact. Interventions designed to reduce the tendency of minority applicants to withdraw from selection are likely to have, at best, small effects on the adverse impact of selection tests.     

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

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.     

A Society in Transition: Structure and Determinants of Attitudes Toward the Role and Status of Women in Ireland

This study examines the structure of attitudes toward the role and status of women in Ireland and their demographic determinants. Following a pilot test and an instrument pre-test, the main study was based on a stratified quota sample of 420 male and female Dublin adults, aged 18 to 65. Using factor analysis, eight measures were developed tapping attitudes toward the role and status of women. There was a consistent pattern of significant main effects for sex, age, and SES, which indicated that males, older people and those of lower SES background held more traditional attitudes and were less likely to favor social policies associated with greater equality. Among married women, employment status was a significant determinant of more egalitarian sex-role attitudes along a number of dimensions. The implications of the results for social change in Ireland are discussed.     

APPLICANT WITHDRAWAL: THE ROLE OF TEST-TAKING ATTITUDES AND RACIAL DIFFERENCES

The role of test-taking attitudes in the decisions of applicants to withdraw from a selection process was examined. Measures of test-taking attitudes were administered to 3,290 police officer applicants. Interviews were conducted with 618 applicants who withdrew from the selection process. Comparative anxiety, motivation, and literacy scales were found to predict withdrawal, but the effects were quite small. African-Americans were more likely to withdraw. Small race differences were found on test attitude scales. The requirement of taking a test was not a major factor in applicant withdrawal; procedural fairness and several other factors appeared to play a greater role. A model of applicant withdrawal is proposed based on the qualitative data from applicants who withdrew.     

Measuring Attitudes Toward Acceptable and Unacceptable Parenting Practices

This study investigated the properties of a new rating instrument, the Parenting Questionnaire (PQ), designed to measure attitudes about acceptable and unacceptable parenting practices. In Study 1, subject matter experts representing culturally diverse psychologists, parents, and college students were consulted to identify 110 items receiving high endorsement. In Study 2, items were administered to 1,398 undergraduate students to examine their factor structure and the effects of ethnicity and gender differences on PQ factors. In Study 3, test–retest reliability (N = 92) and convergent validity (N = 142) of the PQ factors were examined. Exploratory factor analysis revealed three factors (total of 63 items) with high internal consistencies that accounted for a moderate amount of total variance (R ² = .38). The factors were Critical Feedback (26 items), Supportive Feedback (26 items), and Physical Discipline (11 items). Significant ethnicity and gender differences were found on the three PQ factors, as well as a significant interaction between ethnicity and gender on the Supportive Feedback factor. PQ factor scores demonstrated good temporal stability, internal consistency, and convergent validity. Overall findings suggest that the PQ is a reliable, stable, and valid measure of attitudes toward parenting with three distinct factors. Future research directions with parents are discussed.     

An Evaluation of Spearman's Hypothesis by Manipulating g Saturation

Spearman's Hypothesis holds that the magnitude of mean White–Black differences on cognitive tests covaries with the extent to which a test is saturated with g. This paper evaluates Spearman's Hypothesis by manipulating the g saturation of cognitive composites. Using a sample of 16,384 people from the General Aptitude Test Battery database, we show that one can decrease mean racial differences in a g test by altering the g saturation of the measure. Consistent with Spearman's Hypothesis, the g saturation of a test is positively and strongly related to the magnitude of White–Black mean racial differences in test scores. We demonstrate that the reduction in mean racial differences accomplished by reducing the g saturation in a measure is obtained at the cost of lower validity and increased prediction errors. We recommend that g tests varying in mean racial differences be examined to determine if the Spearman's Hypothesis is a viable explanation for the results.     

A moderate financial incentive can increase effort,but not intelligence test performance in adult volunteers

A positive correlation between self-reported test-taking motivation and intelligence test performance has been reported. Additionally, some financial incentive experimental evidence suggests that intelligence test performance can be improved, based on the provision of financial incentives. However, only a small percentage of the experimental research has been conducted with adults. Furthermore, virtually none of the intelligence experimental research has measured the impact of financial incentives on test-taking motivation. Consequently, we conducted an experiment with 99 adult volunteers who completed a battery of intelligence tests under two conditions: no financial incentive and financial incentive (counterbalanced). We also measured self-reported test-taking importance and effort at time 1 and time 2. The financial incentive was observed to impact test-taking effort statistically significantly. By contrast, no statistically significant effects were observed for the intelligence test performance scores. Finally, the intelligence test scores were found to correlate positively with both test-taking importance (r_c = .28) and effort (r_c = .37), although only effort correlated uniquely with intelligence (partial r_c = .26). In conjunction with other empirical research, it is concluded that a financial incentive can increase test-taking effort. However, the potential effects on intelligence test performance in adult volunteers seem limited.     

European and American WAIS IV norms: Cross‐national differences in perceptual reasoning,processing speed and working memory subtest scores

International comparisons of IQ test norms show differences between nations. In the present study, nonverbal reasoning, processing speed and working memory subtest scores of the US, German, French, Finnish, and Scandinavian (combined Swedish‐Norwegian‐Danish sample) WAIS IV standardization samples were compared. The European samples had higher scores on the reasoning subtests compared to the American sample, corroborating earlier studies. The Finnish and Scandinavian samples had lower processing speed and working memory scores than the American, German, and French samples. Mechanisms that may underlie the observed national IQ profiles include: (1) test‐taking attitudes—in tests that require balancing speed and accuracy of performance Americans may prioritize fast performance while Europeans avoid mistakes; (2) differences between languages in digit articulation times; and (3) educational factors—the European advantage on reasoning subtests may be based on there being better educational systems in Europe as compared to the US.