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

“…Invariant Metric Scalar Invariant Invariant Invariant Factor Equal Primary MI Covariance Configural Invariance Invariance Uniquenesses Factor Covariances Factor Other Reference Issue Issue (Σ Σg g= ′ ) Invariance (Λ Λg g= ′ ) (τ τg g= ′ ) (θ θg g= ′ ) Variances (φ φj g j g= ′ ) (φ φjj g jj…”

“…approach to examining applicant reactions involves hypothetical selection scenarios wherein participants (often college undergraduates) assume the role of an applicant for a particular job or company and complete selection tools and reactions surveys (e.g., Chan, 1997; Ployhart & Ryan, 1998).”

“However, race differences have not been found in perceptions of personality tests (Chan, 1997) and have been found to be less for certain methods of testing (Chan & Schmitt, 1997).”

“Chan (2000) presented one such example of research in this vein. He extended the ME/I approach into the detection of uniform and nonuniform DIF. Similarly, Scandura, Williams, and Hamilton (2001) used both the ME/I approach presented here and traditional IRT analyses to examine the behavior of an organizational politi…”

“1 Mean d based on the following studies: Chan and Schmitt (1997); Motowidlo, Dunnette, and Carter (1990);”

“White test-taking attitude differences may not affect group differences in applicant withdrawal (Schmit & Ryan 1997), but they might, which would add to adverseimpact concerns (Chan 1997).”

“…commonly used to examine the equivalence of tests and assessments across cultures (e.g., Wasti, Bergman, Glomb, & Drasgow, 2000), races (e.g., D. Chan, 1997), sexes (e.g., Parker, Baltes, & Christiansen, 1997), and other demographic groups or over time (e.g., K.-Y. Chan, Drasgow, & Sawin, 1999;…”

“Chan (1997) found that Whites perceive cognitive ability tests as more valid than Blacks.”

“applicants to be reflective of previous success or failure with similar processes (Chan, Schmitt, Sacco, & DeShon, 1998). Further, Gilliland and Steiner (2001) have suggested that inexperienced individuals will be more tolerant of justice violations because they will not have strong expectations.”

“In addition, this factor has theoretical interest and import (especially for the OTP rule), given attributional mechanisms and recent work on self-serving biases in job applicants (Arvey, Strickland, Drauden, & Martin, 1990; Chan, 1997; Chan et al., 1997, 1998).”

“Unfortunately, there is only a limited literature comparing perceptions of different subgroups with regard to selection and promotion procedures and most of this work is limited to psychological tests (e.g., Chan, 1997).”

“face validity can influence test-taking motivation, which in turn influences test performance (Chan, Schmitt, DeShon, Clause, & Delbridge, 1997). More recently, research on stereotype threat has emerged in an effort to further explain and find ways to decrease the performance gap between African Americans and Caucasia…”

“Other researchers have suggested Black–White differences in test-related perceptions but have approached their study from outside the stereotype-threat paradigm (e.g., Chan, 1997; Chan & Schmitt, 1997; Chan et al., 1997; Chan et al., 1998).”

“Chan 1997; Chan, Schmitt, Sacco and De Shon 1998).”

“…that testing attitudes, such as test self-efficacy, test-taking motivation, and perceived validity, vary between Black and White applicants (Chan, 1997; Chan & Schmitt, 1997; Ryan, 2001); White applicants generally hold more positive beliefs in these areas than minority applicants,…”

“Given the legal landscape and a demographic shift to a more diverse workforce (Offermann & Gowing, 1993; Outtz, 2002), the potential for adverse consequences to minorities is a probable deterrent against the use of GMA in selection contexts (e.g., Outtz, 2002; Schmitt, Rogers, Chan, Sheppard, & Jennings, 1997).”

“This finding is consistent with research in the applicant reactions domain, which indicates that Black individuals tend to be weary of testing situations and therefore may not be motivated to provide accurate answers (Chan, 1997; Ryan, Sacco, McFarland, & Kriska, 2000).”

“Prior research has suggested minorities tend to hold more negative test-taking attitudes (e.g., test self-efficacy, test-taking motivation; Chan, 1997; Ryan, 2001).”

“Empirically addressing this question, researchers have tested the Big Five dimensions with samples of African Americans and Caucasians across a number of age and socioeconomic groups and lifestyles, and most found that the five-factor NEO solution fit well for both groups (Chan, 1997; Collins & Greaves, 1998).”

“Of all distributive justice rules, the equity rule has received the most research attention (Gilliland & Chan, 2001 ). Researchers have advanced the general notion that organizations using an equity principle in its decision-making processes will be seen as demonstrating justice throughout its entire organization (Bei…”

“At the same time, several studies have found that applicant reactions influence subsequent test performance (Chan, 1997; McCarthy, Hrabluik, & Jelley, 2009), as well as performance on the job (e.g., Konradt et al., 2017; McCarthy et al., 2013).”

“Blacks were not more likely than other groups to perceive ability testing as unfair or invalid, contrary to some earlier findings where SE was not controlled (Chan, 1997; Chan et al., 1997; Schmit and Ryan, 1997).”

“Chan and his colleagues have conducted several laboratory studies examining racial differences in applicant reactions (Chan, 1997; Chan & Schmitt, 1997; Chan, Schmitt, DeShon, Clause, &Delbridge, 1997; Chan, Schmitt, Sacco, & DeShon, 1998); these suggest that the race effects noted by Ryan et al.”

“The face validity aspect of the user experience in game based assessments is not prominently covered in the literature on gamification, but is of particular interest for the recruitment context: Low face validity has a negative effect on applicant perceptions as well as test performance, although the effect on test pe…”

“often seen as less fair than interviews, re sume evaluations, or work samples (Rynes & Connerley, 1993; Steiner & Gilliland, 1996), but more fair than personality or honesty tests (Steiner & Gilliland, 1996; cf. Chan, 1997; Rosse, Miller, & Stecher, 1994).”

“Chan (1997) reported less favorable evaluations of the predictive validity of tests on the part of African American examinees than was true of Caucasian examinees, and Chan et al. (1997) reported similar differences on measures of the perceived face validity of examinations.”

“This is also inconsistent with findings from Chan et al. (1997), who found a positive relationship between perceptions of job-relatedness and test-taking motivation. However, Chan et al. (1997), did not separate job-relatedness/content from job-relatedness/predictive. Therefore, consistent with Gilliland’s (1993) theo…”

“Similarly, there are racial differences in many applicant perceptions (including perceptions of face validity and beliefs in testing) such that Blacks hold less favorable perceptions than Whites (Chan 1997; Ryan 2001; Schmit and Ryan 1997).”

“…the selection process are associated with important individual and organizational consequences, such as selection procedure performance (e.g., Chan, 1997; Chan & Schmitt, 1997), test-taking motivation (e.g., Chan, Schmitt, DeShon, Clause & Delbridge, 1997), self-efficacy (e.g., Bauer,…”

“However, Chan [23] found that among a US sample the predictive validity perceptions of a cognitive ability test – but not of a personality test – were significantly more favourable for White than for Black examinees.”

“Indeed, people react in a self-serving manner to cognitive and personality tests used in job applicant testing as a function of their expected or obtained results (Chan, 1997; Chan, Schmitt, DeShon, Clause, & Delbridge, 1997; Chan, Scmitt, Jennings, Clause, & Delbridge, 1998).”

“…intentions for others to apply to 548 Public Personnel Management 44(4) that organization (Bauer et al., 2001; Cohen-Charash & Spector, 2001; Gilliland, 1994; Gilliland et al., 2001; Smither et al., 1993), self-perceptions (Bauer et al., 1998), and even self-perceived performance (Chan, 1997).”

“Costa, and Whitfield (2007) found evidence for the five factor personality model in a sample of African American adults and Chan (1997) examined the predictive validity of the five factor model and found no differences in their Black and White samples. Pearson et al. (2014) reported that Black students who were high i…”

“or enhancing persuasiveness (Hsu & Chen, 2014; Ludolph & Schulz, 2015). Among the few studies addressing fit effects in negative contexts, the research by Idson, Liberman, and Higgins (2000) first noted that regulatory fit makes people feel worse about a negative outcome because fit increases the intensity of people’s…”

“These tests have been widely used for career guidance, selection, counseling, and so on (Hunter, 1986; Barrick, Mount, & Strauss, 1993; Lent, Brown, & Hackett, 1994; Legree, 1995; Kwallek, Lewis, Lin-Hsiao, & Woodson, 1996; Brown & Lent, 1996; Chan, 1997).”

“Chan (1997) further found that applicant reactions have an impact on actual personality and cognitive ability test scores, while Chan and Schmitt (1997) found the same for SJT scores. Schmitt and Ryan (1997) found that test-taking attitudes were predictive of applicant withdrawal from the selection process, while Maca…”