Ability Test Equity in Predicting Job Performance Work Samples
Abstract
There has been a lack of work sample job performance criteria to support the usage of ability tests for personnel selection. Work samples of performance were collected for three air force jobs. Differences in slopes and intercepts on the basis of race and sex were tested for the regressions of work sample scores on Armed Forces Qualification Test scores. This ability test was found to be fair to Blacks, Whites, males, and females for all three jobs using Cleary's definition of test bias.
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From Factors Related to Mean Score Group Differences on Cognitive Ability Tests: A Systematic Review (2025) · cites this paper as Harville, 1996
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References 6 · Cited by 11
- Authors
- Harville, D. L.
- Affiliations
- Armstrong Laboratory (US)
- Corresponding author
- Harville, Donald L.
- Venue
- Educational and Psychological Measurement
- Publisher
- SAGE Publications
- Published
- 1996-04
- Volume
- 56
- Issue
- 2
- Pages
- 344-348
- ISSN
- 0013-1644 (ISSN-L)
- 1552-3888
- OpenAlex
- W2061633870
- Cited by
- 11
- References
- 6
- Citations by year
- 2025: 1 · 2017: 1
- FWCI
- 0.67
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Educational and Psychological Measurement (publishedVersion)
- Topics
- Social Sciences › Decision Sciences › Management Science and Operations Research › Psychometric Methodologies and Testing
- Social Sciences › Psychology › Experimental and Cognitive Psychology › Cognitive Abilities and Testing
- Social Sciences › Psychology › Applied Psychology › Psychological Testing and Assessment
- Keywords
- ability tests, test bias, work samples, job performance prediction, personnel selection, Armed Forces Qualification Test, racial differences, sex differences, military personnel, test fairness
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