Details

Subject(s)

• General aptitude test battery—Evaluation [Browse]
• Employment tests—United States—Evaluation [Browse]
• Employment tests—Law and legislation—United States [Browse]

Related name

• Hartigan, John A., 1937- [Browse]
• Wigdor, Alexandra K. [Browse]

Bibliographic references

Includes bibliography: p. 291-300 and index.

Contents

• Fairness in Employment Testing
• Copyright
• PREFACE
• CONTENTS
• SUMMARY
• Issues for Study
• Issues in Policy, Equity, and Law (Chapters 1, 2, and 13)
• Findings and Conclusions
• Is the Psychometric Quality of the GATB Adequate? (Chapters 4 and 5)
• How Well Does the GATB Predict Job Success? (Chapter 8)
• Does the GATB Predict Less Well For Minority Job Seekers? (Chapter 9)
• Are There Scientific Justifications for Adjusting Minority Test Scores? (Chapter 13)
• Is the GATB Valid for Some, Most, or All Jobs? (Chapters 6 and 7)
• Will Increased Use of the GATB Result in Substantial Increases in Productivity? (Chapter 12)
• Potential Effects of the VG-GATB Referral System (Chapters 10 and 11)
• When Should the GATB Not Be Used? (Chapter 11)
• Summary of Central Recommendations
• Operational Use of the VG-GATB Referral System
• Referral Methods
• Score Reporting
• Promotion of the VG-GATB Referral Program
• Pilot Studies
• Special Populations
• Veterans
• People with Handicapping Conditions
• PART I BACKGROUND AND CONTEXT
• 1 The Policy Context
• THE USES EMPLOYMENT TESTING PROGRAM
• Within-Group Scoring of the VG-GATB
• The Justice Department Challenge to Within-Group Scoring
• OTHER POLICY ISSUES
• Validity Generalization and the Reemergence of g
• Early IQ Testing
• The Army Alpha
• Critics of Intelligence Testing
• Relevance to Current Policy
• Should There Be Diverse Routes to Employment?
• THE INTERSECTIONS OF POLICY AND SCIENCE
• 2 Issues in Equity and Law
• PERSPECTIVES ON EQUALITY, FAIRNESS, AND SOCIAL JUSTICE
• Philosophical Foundations
• Economic Liberalism
• Meritocracy.
• Meritocracy Revisited
• The Contemporary Impasse on Preferential Treatment
• The Case Against Preferential Treatment
• The Case for Preferential Treatment
• Beyond Philosophy
• FEDERAL POLICY AND PREFERENTIAL TREATMENT
• Individual Rights, Group Effects, and the Law
• Equity and Equal Protection Jurisprudence
• Affirmative Action
• PERSPECTIVES ON WITHIN-GROUP SCORING
• 3 The Public Employment Service
• HOW DO AMERICANS FIND JOBS?
• HISTORICAL DEVELOPMENT OF THE PUBLIC EMPLOYMENT SERVICE
• Beginnings
• The New Federalism
• Funding Levels
• STRUCTURE OF THE SYSTEM
• USES: The Federal Partner
• State-Level Activities
• Local Offices
• OPERATIONS AT THE LOCAL LEVEL
• Activities Common to All Offices
• Profile One: A Traditional Office
• Profile Two: A VG-GATB Office
• Profile Three: The Single-Employer Office
• Implications of Local-Office Procedures
• PART II ANALYSIS OF THE GENERAL APTITUDE TEST BATTERY
• 4 The GATB: Its Character and Psychometric Properties
• DEVELOPMENT OF THE GATB
• THE STRUCTURE OF THE GATB
• Subtest 1: Name Comparison
• Subtest 2: Computation
• Subtest 3: Three-Dimensional Space
• Subtest 4: Vocabulary
• Subtest 5: Tool Matching
• Subtest 6: Arithmetic Reasoning
• Subtest 7: Form Matching
• Subtest 8: Mark Making
• Subtest 9: Place
• Subtest 10: Turn
• Subtest 11: Assemble
• Subtest 12: Disassemble
• HOW GATB SCORES ARE DERIVED
• Obtaining GATB Scores
• GATB Norms
• Norms for Within-Group Scoring
• Equating Alternate Forms of the GATB
• RELIABILITY OF THE GATB APTITUDE SCORES
• CONSTRUCT VALIDITY ISSUES
• COMPARISON WITH THE ASVAB AND OTHER TEST BATTERIES
• ASVAB Test Parts
• Speededness of the ASVAB
• ASVAB Normative Data
• ASVAB Reliabilities
• ASVAB Validities
• CONCLUSIONS
• GATB Properties
• Comparison with Other Test Batteries
• RECOMMENDATIONS.
• 5 Problematic Features of the GATB: Test Administration, Speededness, and Coachability
• TEST ADMINISTRATION PRACTICES
• Instructions to Examinees
• The National Computer Systems Answer Sheet
• THE INFLUENCE OF SPEED OF WORK
• ITEM-BIAS ANALYSES
• Proportion Attempted
• Proportion Correct
• Point-Biserial Correlations
• PRACTICE EFFECTS AND COACHING EFFECTS
• Effects of Practice on GATB Scores
• Effects of Coaching on GATB Scores
• TEST SECURITY
• Test Administration Practices
• Speededness
• Alternate Forms and Test Security
• Item Bias
• Practice Effects and Coaching
• RECOMMENDATIONS
• Test Security
• Test Speededness
• PART III VALIDITY GENERALIZATION AND GATB VALIDITIES
• 6 The Theory of Validity Generalization
• META-ANALYSIS
• VALIDITY GENERALIZATION
• The Theoretical Framework
• Sampling error
• Restriction of range
• Reliability of supervisor ratings
• Connecting the sample to the population
• Sampling Error
• Corrections for Sampling Error
• An Example
• Restriction of Range
• Corrections for Restrictions of Range
• Estimating Restriction Ratios
• Can GATB Restriction Ratios be Estimated?
• Reliability of Supervisor Ratings
• Connecting the Sample to the Population
• THE INTERPRETATION OF SMALL VARIANCES IN VALIDITY GENERALIZATION
• Adjustments to Validity Coefficients
• Range Restriction
• Criterion Unreliability
• 7 Validity Generalization Applied to the GATB
• CRITERION-RELATED VALIDITY RESEARCH AND VALIDITY GENERALIZATION
• REDUCTION OF NINE APTITUDES TO COGNITIVE AND PSYCHOMOTOR FACTORS
• GATB Dimensions
• What Gets Lost in the Simplifying Process?
• THE FIVE JOB FAMILIES
• Constructing the Five Job Families
• Sample Jobs in the Job Families:.
• Do the Five Job Families Effectively Increase Predictability?
• 8 GATB Validities
• THE GATB VALIDITY STUDIES
• An Illustration of Test Validities
• Basic Patterns of Validity Findings
• Potential Moderators of Validity
• Sample Size
• Job Family
• Study Type: Predictive Versus Concurrent
• Criterion Type: On-the-Job Performance Versus Training Success
• Age
• Experience
• Education
• Validity Differences by Race
• Validity Differences by Sex
• Date of Study
• Exploration of Explanations for the Change in Validity Over Time
• VALIDITY GENERALIZATION ANALYSES
• Correcting Only for Sampling Error
• Correcting for Criterion Unreliability
• Correcting for Range Restriction
• Optimal Predictors Based on the Recent 264 Studies
• FINDINGS: THE GATB DATA BASE
• Criterion-Related Validity Prior to 1972
• Criterion-Related Validity Changes Since 1972
• CONCLUSIONS ON VALIDITY GENERALIZATION FOR THE GATB
• Observed and Adjusted Validities
• Validity Variability
• 9 Differential Validity and Differential Prediction
• GROUP DIFFERENCES IN CORRELATIONS
• DIFFERENTIAL PREDICTION
• Standard Errors of Prediction
• Slopes
• Intercepts
• Predictions Based on the Total Group
• Performance Evaluation and the Issue of Bias
• Differential Validity by Race
• Differential Prediction by Race
• Criterion Bias
• PART IV ASSESSMENT OF THE VG-GATB PROGRAM
• 10 The VG-GATB Program: Concept, Promotion, and Implementation
• CONCEPTUAL MODEL OF THE VG-GATB REFERRAL SYSTEM
• Group Orientation and Registration
• GATB Testing
• File Search and Referral
• Office Automation
• Comment on the Conceptual Model
• PROMOTION OF THE VG-GATB REFERRAL SYSTEM
• The Legal Implications
• IMPLEMENTATION OF THE VG-GATB REFERRAL SYSTEM: THE PILOT STUDIES
• North Carolina Study of Office Effectiveness.
• North Carolina Employer Survey
• The Philip Morris Study
• The Chrysler Corporation Study
• The Sewing Machine Operator Study
• CONCLUSIONS AND RECOMMENDATIONS
• Promotion of the VG-GATB Referral System
• Conclusions
• Recommendations
• Implementation of the VG-GATB Referral System: The Pilot Studies
• Findings
• 11 In Whose Interest: Potential Effects of the VG-GATB Referral System
• EFFECTS ON EMPLOYERS
• An Informal Survey of Employers
• How Respondents Use the VG-GATB Referral System
• Attitudes Toward the VG-GATB Referral System
• Equal Employment Opportunity and Affirmative Action
• Possible Negative Effects
• EFFECTS ON JOB SEEKERS
• Logistics
• Perceptions of Fairness
• Low-Scoring Applicants
• Older Applicants
• EFFECTS ON MINORITY JOB SEEKERS
• Assessing Applicants Who Have Marginal English Skills
• EFFECTS ON PEOPLE WITH HANDICAPS
• Recent Research Findings
• Experience with the GATB
• Should Handicapped Applicants Take the GATB?
• EFFECTS ON VETERANS
• The History of Veterans' Preference
• Civil Service examinations
• Eligibility lists
• Civil Service appointments
• The Public Employment Service and Veterans' Preference
• Veterans' Priority in Referral
• Veterans and Within-Group Score Adjustments
• FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS
• Employers
• Job Seekers
• 12 Evaluation of Economic Claims
• UTILITY ANALYSIS: GAINS FOR THE INDIVIDUAL FIRM
• Potential Benefits of Employment Service Use of the VG-GATB
• Will VG-GATB Testing Save 80 Billion?
• GAINS TO THE ECONOMY AS A WHOLE ARE FROM JOB MATCHING
• Economic Gains Based on the Hunter and Schmidt Job- Matching Model.
• SUPERVISOR RATINGS AND TRUE PRODUCTIVITY.

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ISBN

• 1-280-21455-4
• 9786610214556
• 0-309-55543-4

OCLC

44962338

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