Reviewing, Categorizing, and Analyzing the Literature on Black-White Mean Differences for Predictors of Job Performance: Verifying Some perceptions and Updating/Correcting Others
In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black–White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasi...
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| Published in | Personnel psychology Vol. 66; no. 1; pp. 91 - 126 |
|---|---|
| Main Authors | , |
| Format | Journal Article |
| Language | English |
| Published |
Malden, USA
Blackwell Publishing Inc
01.03.2013
Blackwell Publishing Ltd |
| Subjects | |
| Online Access | Get full text |
| ISSN | 0031-5826 1744-6570 |
| DOI | 10.1111/peps.12007 |
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| Abstract | In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black–White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point‐biserial r). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor‐specific meta‐analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black–White d. We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d. It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have ds similar to that associated with paper‐and‐pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted. |
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| AbstractList | In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black–White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point‐biserial r). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor‐specific meta‐analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black–White d. We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d. It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have ds similar to that associated with paper‐and‐pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted. In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black–White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences ( d ) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point‐biserial r ). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor‐specific meta‐analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black–White d . We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d . It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have d s similar to that associated with paper‐and‐pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted. In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black-White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point-biserial r). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor-specific meta-analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black-White d. We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d. It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have ds similar to that associated with paper-and-pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted. [PUBLICATION ABSTRACT] |
| Author | Roth, Philip L. Bobko, Philip |
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| Notes | ArticleID:PEPS12007 istex:A5E3ABAA815CB44B87EDF5FE2D488D43B63587F4 ark:/67375/WNG-6TF2WCQ7-S We thank the editor, two anonymous reviewers, Amy Hooper, and Barbara Bobko for helpful comments on earlier versions of this work. SourceType-Scholarly Journals-1 ObjectType-Feature-1 content type line 14 |
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| Snippet | In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black–White subgroup differences in personnel selection... In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black-White subgroup differences in personnel selection... |
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| SubjectTerms | Ability tests Assessment Centers (Personnel) Cognitive ability Cognitive Tests Job Performance Meta Analysis Personnel selection Studies |
| Title | Reviewing, Categorizing, and Analyzing the Literature on Black-White Mean Differences for Predictors of Job Performance: Verifying Some perceptions and Updating/Correcting Others |
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