[IPAC-List] differential validity?
wiesen at personnelselection.com
Mon Mar 16 08:26:05 EDT 2009
What do you think of this apparent support for differential validity
(from a recent Personnel Psych article)?
Might it imply that education is problematic as selection tool when the
applicant group includes minorities and/or women? Would it imply that
an education requirement may be unfair to minorities and/or women?
"Finally, Hypothesis 6 predicted that the education-performance
relationship will be stronger for men (vs. women; Hypothesis 6a) and for
Caucasians (vs. non-Caucasians; Hypothesis 6b). With respect to the
relationship between education level and task performance, we found that
the relationship was more positive for Caucasians than for other racial
groups and for men than for women. Further, we found that the
relationship between education and OCB was more positive for Caucasians
than for other racial groups. These results provide some support for
Hypothesis 6a and Hypothesis 6b."
PERSONNEL PSYCHOLOGY, 2009, 62, 89–134
HOW BROADLY DOES EDUCATION CONTRIBUTE TO JOB PERFORMANCE?
THOMAS W. H. NG; University of Hong Kong
DANIEL C. FELDMAN; University of Georgia
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