Challenging Conclusions About Predictive Bias Against Hispanic Test Takers in Personnel Selection

• 成果类型: Article
• 署名作者: Sackett, Paul R.; Zhang, Charlene; Berry, Christopher M.
• 署名单位: University of Minnesota System; University of Minnesota Twin Cities; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/apl0000978
• 发表日期: 2023
• 页码: 341-349
• 关键词: bias in testing; Cognitive ability; Job performance; predictive bias

摘要

Berry et al. (2020) noted that predictive bias is a function of three factors: subgroup mean difference on the predictor (d(x)), subgroup mean difference on the criterion (d(y)), and test validity (r(xy)). They used meta-analytic estimates of each of these three to examine predictive bias against Hispanic test takers when cognitive tests are used in personnel selection. They found that tests underpredict Hispanic job performance by an average of .21 SDs, which would call into question the fairness of cognitive test use in personnel selection. We located 119 studies in which all three parameters-d(y), d(x), and r(xy)-could be obtained, thus holding sample, setting, and operationalization constant in estimating the three parameters within each study. This produced a substantially different conclusion: We find that tests overpredict Hispanic performance by .04-.20 SDs, depending on assumptions made about artifact corrections. Factors contributing to differences between the two studies include differences in range restriction corrections, sample incomparability, and Berry et al.'s use of r(xy) estimated from the total sample rather than within the majority subgroup.