Differential validity of employment tests by race: A comprehensive review and analysis

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Abstract

Examined 866 Black-White employment test validity pairs from 39 studies for evidence of differential validity beyond that which would be expected on the basis of chance plus various statistical artifacts. The data in this study, unlike those in previous studies of differential validity, were free of Type I bias induced by data preselection. Results support the hypothesis that findings of apparent differential validity in samples are produced by the operation of chance and a number of statistical artifacts and indicate that true differential validity probably does not exist. (51 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved)

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