Fairness in Employment Testing: Validity Generalization, Minority Issues, and the General Aptitude Test Battery.

By S. Zedeck. 1990

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PERSONALITY PROCESSES AND INDIVIDUAL DIFFERENCES Grit: Perseverance and Passion for Long-Term Goals (2007, unknown): “Talent and Achievement Intelligence is the best-documented predictor of achievement (Gottfredson, 1997; Hartigan & Wigdor, 1989).”
Personality Psychology and Economics (2011, unknown): “126 Schmidt and Hunter (1983, 1998); Hartigan and Wigdor (1989); and McHenry, Hough, Toquam, Hanson, and”
The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies (2014, background): “Different meta-analyses have shown that the observed average validity of GMA is around .22 * .25 (e.g., Hartigan & Wigdor, 1989; Hunter & Hirsh, 1987; Hunter & Hunter, 1984; Salgado et al., 2003; Schmitt et al., 1984).”
Does Job Testing Harm Minority Workers? Evidence from Retail Establishments (2008, unknown): “EVIDENCE FROM RETAIL ESTABLISHMENTS∗”
The Challenges of Achieving Equity Within Public School Gifted and Talented Programs (2021, background): “(Hartigan & Wigdor, 1989, p. 33) All of the efforts to mitigate inequity in gifted education described so far are band-aids on a larger problem—treatments for the symptoms, but not the disease.”
Validity of General Mental Ability for the Prediction of Job Performance and Training Success in Germany: A Meta-Analysis (2007, unknown): “In contrast, in their examination of the General Aptitude Test Battery (GATB), Hartigan and Wigdor (1989) did not find evidence for a decline in validity over time.”
More than just test scores (2012, background): “Because of questions about this practice, and particularly the separation of results by race, a National Research Council (Hartigan and Wigdor 1989) panel of distinguished statisticians and other scholars was convened to assess the evidence on the relationship between this test and worker…”
Selection Test Anxiety: Exploring Tension and Fear of Failure Across the Sexes in Simulated Selection Scenarios (2005, background): “…support to this possibility, as four studies have found that the relationship between ability test scores and job performance are lower for males (Rothstein & McDaniel, 1992; Schat & Hausdorf, 2000; Schmitt, Mellon, & Bylenga, 1978; Swarthout et al., 1984, as cited in Hartigan & Wigdor, 1989).”
Mitigating bias in algorithmic hiring: evaluating claims and practices (2019, background): “Critics have long contended that observed group differences in test outcomes indicated flaws in the tests themselves [31], and a growing consensus has formed around the idea that while assessments do have some predictive validity, they often disadvantage minorities despite the fact that minority can”
The Challenge and Promise of Cognitive Career Assessment (2003, unknown): “Fortunately, every national panel of diverse experts that has been convened in recent decades to examine the issue (Hartigan & Wigdor, 1988; Neisser et al., 1996; Wigdor & Garner, 1982; see also L. S. Gottfredson, 1997a) has reached the same conclusion.”
How Does Grit Impact College Students' Academic Achievement in Science?. (2016, methodology): “Our study supports earlier findings that prior academic achievement is the most reliable predictor of student success in college, especially at the two-year college or CEGEP level (Duckworth et al., 2007; Gottfredson, 1997; Hartigan & Wigdor, 1989; Pascarella & Terenzini, 2005).”
OUTLIER DETECTION AND TREATMENT IN I/O PSYCHOLOGY: A SURVEY OF RESEARCHER BELIEFS AND AN EMPIRICAL ILLUSTRATION (2006, methodology): “Second, two composites—GVN (general ability, verbal aptitude, and numerical aptitude) and KFM (motor coordination, finger dexterity, and manual dexterity)—^were selected for examination as they form the major components of current operational use of the GATB (cf. Hartigan & Wigdor, 1989).”
Identifying Mmpi-2 Predictors of Police Officer Integrity and Misconduct (2007, background): “” Hiatt and Hargrave (1988a) studied a criterion group of 53 “problem officers” with integrity problems who had been involved in a serious disciplinary action resulting in multiple days of suspension without pay, termination, or resignation in lieu of termination. The offenses these officers committ”