Fairness in Personnel Selection: A Meta-Analysis and Policy Implications

SAGE Publications - Tập 45 Số 5 - Trang 489-506 - 1992
Joseph J. Martocchio1, Ellen M. Whitener2
1Institute of Labor and Industrial Relations, University of Illinois, 504 East Armory Avenue, Champaign, Illinois 61820-6297.
2McIntire School of Commerce, University of Virginia#TAB#

Tóm tắt

Previous research has suggested that selection procedures and performance evaluations are not unfair to minorities. Results of a meta-analysis indicated that Whites performed higher than non-Whites on cognitive ability tests (d = .464) and on supervisory ratings (d = .284), but not on objective results (d = -.009) and that validities between the tests and ratings and results were not significantly different. In addition, a comparison of predicted to actual mean standardized criterion differences between White and non-White subgroups suggested that cognitive ability underpredicted actual differences in supervisory ratings. These results imply that researchers and policymakers need to continue to evaluate fairness in testing and performance evaluation because, contrary to prior evidence, the use of cognitive ability tests may indeed be unfair to non-Whites.

Từ khóa


Tài liệu tham khảo

AMERICAN PSYCHOLOGICAL ASSOCIATION, 1985, Standards for educational and psychological testing

ANRIG, G. R., 1987, APA Monitor, 3

ARVEY, R. D., 1988, Fairness in selecting employees, 2

BUREAU OF LABOR STATISTICS, 1991, Employment and earnings

10.1111/j.1745-3984.1968.tb00613.x

COHEN, J., 1983, Applied multiple regression/correlation analysis for the behavioral sciences, 2

COMMITTEE ON PSYCHOLOGICAL TESTS AND ASSESSMENT, 1973, Implications for test fairness of the "Golden Rule" company settlement

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, 1978, Federal Register, 43, 38290

10.1037/0033-2909.99.3.330

HARTIGAN, J. A., 1989, Fairness in employment testing: Validity generalization, minority issues, and the General Aptitude Test Battery

10.1111/j.1744-6570.1986.tb00596.x

10.1111/j.1744-6570.1991.tb02405.x

HUNTER, J. E., 1982, Meta-analysis: Cumulating research findings across studies

10.1037/0021-9010.70.1.56

10.1207/s15324818ame0102_1

10.1111/j.1744-6570.1988.tb00642.x

10.1037/0021-9010.65.4.373

10.1037/0021-9010.74.5.770

10.1037/0021-9010.73.3.482

10.1016/0001-8791(88)90040-1

10.1111/j.1744-6570.1985.tb00565.x

10.1111/j.1744-6570.1984.tb00519.x

SCHMITT, N., 1986, International review of industrial and organizational psychology, 71

SOCIETY FOR INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY, 1987, Principles for the validation and use of personnel selection procedures

10.1037/0021-9010.73.1.74

Thông tin
Thông tin xuất bản

SAGE Publications

Tập 45 Số 5

489-506

Thông tin tác giả