Racial subgroup differences in predictive validity perceptions on personality and cognitive ability tests.

The relationships between examinees' racial subgroup membership and their perceptions of the predictive validity of a widely used personality test (NEO Five Factor Inventory; P. T. Costa & R. R. McCrae, 1992) and a widely used cognitive ability test (Wonderlic Personnel Test; E. F. Wonderlic, 1984) were examined. Results from 241 undergraduates showed that Black examinees perceived the cognitive ability test as less valid than White examinees, whereas no significant Black-White difference in predictive validity perceptions was observed on the personality test. Results also indicated a significant but small positive association between performance on the cognitive ability test and predictive validity perceptions of the cognitive ability test. Contrary to predictions, there was little evidence that test performance mediated the relationship between race and predictive validity perceptions on the cognitive ability test. Conversely, predictive validity perceptions did not appear to account for any substantial portion of the racial subgroup differences in test performance.

[1]  N. Schmitt,et al.  Reactions to cognitive ability tests: the relationships between race, test performance, face validity perceptions, and test-taking motivation. , 1997, The Journal of applied psychology.

[2]  N. Schmitt,et al.  Video-based versus paper-and-pencil method of assessment in situational judgment tests: subgroup differences in test performance and face validity perceptions. , 1997, The Journal of applied psychology.

[3]  C. Steele,et al.  Stereotype threat and the intellectual test performance of African Americans. , 1995, Journal of personality and social psychology.

[4]  David E. Smith,et al.  THE EFFECTS OF APPLICANTs' REACTIONS TO COGNITIVE ABILITY TESTS AND AN ASSESSMENT CENTER , 1994 .

[5]  S. Gilliland,et al.  Effects of procedural and distributive justice on reactions to a selection system. , 1994 .

[6]  S. Gilliland.  The Perceived Fairness of Selection Systems: An Organizational Justice Perspective , 1993 .

[7]  Karl G. Jöreskog,et al.  Lisrel 8: Structural Equation Modeling With the Simplis Command Language , 1993 .

[8]  S. Rynes,et al.  Applicant reactions to alternative selection procedures , 1993 .

[9]  J. Helms.  Why is there no study of cultural equivalence in standardized cognitive ability testing , 1992 .

[10]  G. Powell.  APPLICANT REACTIONS TO THE INITIAL EMPLOYMENT INTERVIEW: EXPLORING THEORETICAL AND METHODOLOGICAL ISSUES , 1991 .

[11]  Richard D. Arvey,et al.  MOTIVATIONAL COMPONENTS OF TEST TAKING , 1990 .

[12]  R. P. McDonald,et al.  Structural Equations with Latent Variables , 1989 .

[13]  Michael M. Harris,et al.  A FIELD STUDY OF APPLICANT REACTIONS TO EMPLOYMENT OPPORTUNITIES: DOES THE RECRUITER MAKE A DIFFERENCE? , 1987 .

[14]  Fritz Drasgow,et al.  Study of the measurement bias of two standardized psychological tests. , 1987 .

[15]  J. Hunter,et al.  Validity and Utility of Alternative Predictors of Job Performance , 1984 .

[16]  D. J. Jackson,et al.  Factor Analysis and Measurement in Sociological Research. , 1983 .

[17]  Ivan T. Robertson,et al.  Work sample tests: Validity, adverse impact and applicant reaction , 1982 .

[18]  John E. Hunter,et al.  Job sample vs. paper-and-pencil trades and technical tests: Adverse impact and examinee attitudes. , 1977 .

[19]  Neal Schmitt,et al.  Applicant decisions in the employment interview. , 1976 .

[20]  J. Loehlin,et al.  Race Differences in Intelligence , 1976 .

[21]  D. Sörbom.  A GENERAL METHOD FOR STUDYING DIFFERENCES IN FACTOR MEANS AND FACTOR STRUCTURE BETWEEN GROUPS , 1974 .

[22]  S. Gilliland.  Fairness from the Applicant's Perspective: Reactions to Employee Selection Procedures , 1995 .

[23]  J. M. Digman.  PERSONALITY STRUCTURE: EMERGENCE OF THE FIVE-FACTOR MODEL , 1990 .

[24]  C. Cooper,et al.  International review of industrial and organizational psychology , 1986 .

[25]  F. Drasgow.  Scrutinizing psychological tests: Measurement equivalence and equivalent relations with external variables are the central issues , 1984 .

[26]  Wayne F. Cascio,et al.  Applied psychology in personnel management , 1978 .

[27]  W. Dodd.  CHAPTER 9 – ATTITUDES TOWARD ASSESSMENT CENTER PROGRAMS , 1977 .

[28]  William C. Byham,et al.  Applying the assessment center method , 1977 .