The detection and influence of problematic item content in ability tests: An examination of sensitivity review practices for personnel selection test development

In organizational and educational practices, sensitivity reviews are commonly advocated techniques for reducing test bias and enhancing fairness. In the present paper, results from two studies are reported which investigate how effective individuals are at detecting problematic test content and the influence such content has on important testing outcomes. In Study 1, signal detection analyses are used to examine the role of individual differences in the identification of insensitive test items, while Study 2 investigates the extent to which insensitivity differentially influences item performance and reactions. Results revealed small but significant differences in the overall accuracy and response tendencies of student test reviewers on the basis of demographics and key individual differences variables. Contrary to predictions however, problematic items did not exhibit differential item functioning across sex nor did their presence engender negative test taker reactions. Implications and suggestions for future research and sensitivity review practices are discussed.     

Performance on Video-Based Situational Judgment Test Items: Simulated Interracial Interactions

Individuals are known to categorize others into social groups based on cues like race and gender and to experience relative discomfort when interacting with “outgroup” members. Two experimental studies were used to examine whether actor demographic cues in situational judgment assessment items completed by test takers in a simulated employee selection context may lead to differences in their performance and reactions to the hiring organization. In both studies, test takers assumed the perspective of actors shown in video-based scenarios and indicated how they would respond to interaction partners (IPs) to whom they were racially similar or dissimilar. In Study 1, a given test taker responded to IPs of a constant gender; in Study 2, IPs’ gender varied across scenarios within each condition. In Study 1, Black test takers spent more time and scored better on two of the four scenarios when responding to racially similar IPs. These effects were not found in Study 2, but demographic cues showed new interactive effects on performance and reactions. We discuss the implications of different findings across the two studies.

     

Culture and Testing Practices: Is the World Flat?

There has been much speculation regarding the influence of cultural norms on the acceptance and use of personnel selection testing. This study examined the cross‐level direct effects of four societal cultural variables (performance orientation, future orientation, uncertainty avoidance, and tightness–looseness) on selection practices of organisations in 23 countries. A total of 1,153 HR professionals responded to a survey regarding testing practices in hiring contexts. Overall, little evidence of a connection between cultural practices and selection practices emerged. Implications of these findings for personnel selection and cross‐cultural research as well as directions for future work in this area are described.