Access the full text.
Sign up today, get DeepDyve free for 14 days.
Loading next page...
/lp/wiley/testing-for-fairness-with-a-moderated-multiple-regression-strategy-an-O4NA5x00j0
References (19)
-
C. Bartlett, Brian O'Leary (1969)
A DIFFERENTIAL PREDICTION MODEL TO MODERATE THE EFFECTS OF HETEROGENEOUS GROUPS IN PERSONNEL SELECTION AND CLASSIFICATION1Personnel Psychology, 22
-
D. Grant, D. Bray (1970)
Validation of employment tests for telephone company installation and repair occupations.Journal of Applied Psychology, 54
-
Virginia Boehm (1972)
Negro-white differences in validity of employment and training selection procedures: Summary of reseJournal of Applied Psychology
-
Sidney Gael, D. Grant (1972)
Employment test validation for minority and nonminority telephone company service representatives.Journal of Applied Psychology, 56
-
L. Humphreys (1973)
Statistical definitions of test validity for minority groups.Journal of Applied Psychology, 58
-
R. Linn (1973)
Fair Test Use in Selection1Review of Educational Research, 43
-
E. O'Connor, K. Wexley, R. Alexander (1975)
Single-group validity: Fact or fallacy?Journal of Applied Psychology, 60
-
F. Schmidt, J. Berner, J. Hunter (1973)
Racial differences in validity of employment tests: Reality or illusion?Journal of Applied Psychology, 58
-
Schmidt Schmidt, Berner Berner, Hunter Hunter (1973)
Racial differences in validity of employment testsJournal of Applied Psychology, 58
-
D. Saunders (1956)
Moderator Variables in PredictionEducational and Psychological Measurement, 16
-
Bray Bray, Moses Moses (1972)
Personnel selectionAnnual Review of Psychology, 23
-
T. Cleary (1968)
TEST BIAS: PREDICTION OF GRADES OF NEGRO AND WHITE STUDENTS IN INTEGRATED COLLEGESJournal of Educational Measurement, 5
-
F. Schmidt, J. Hunter, V. Urry (1976)
Statistical power in criterion-related validation studies.Journal of Applied Psychology, 61
-
J. Hunter, F. Schmidt (1976)
Critical analysis of the statistical and ethical implications of various definitions of test bias.Psychological Bulletin, 83
-
J. Stanley (1971)
Predicting College Success of the Educationally DisadvantagedScience, 171
-
C. Bartlett, P. Bobko, S. Pine (1977)
Single-group validity: Fallacy of the facts?Journal of Applied Psychology, 62
-
E. Gocka (1974)
Coding for Correlation and RegressionEducational and Psychological Measurement, 34
-
Boehm Boehm (1972)
Negro‐White differences in validity of employment and training selection proceduresJournal of Applied Psychology, 56
-
Virginia Boehm (1977)
Differential prediction: A methodological artifact?Journal of Applied Psychology, 62
- Publisher
- Wiley
- Copyright
- Copyright © 1978 Wiley Subscription Services, Inc., A Wiley Company
- ISSN
- 0031-5826
- eISSN
- 1744-6570
- DOI
- 10.1111/j.1744-6570.1978.tb00442.x
- Publisher site
- See Article on Publisher Site
Abstract
It is argued that analyses of subgroup differences utilizing a bivariate correlation strategy do not provide an adequate examination of test fairness. An analysis of differential prediction, which involves slopes and intercepts of regression lines results in more complete coverage of the test fairness issue, since the overall regression line determines the way in which a test is used for prediction. While subgroup correlation coefficients yield information concerning the slopes and intercepts, means and standard deviations must also be examined. A moderated multiple regression strategy is recommended as an alternative to separate analyses by subgroups. An ordered step‐up regression procedure is presented which is more encompassing than the bivariate strategies, while avoiding inherent problems associated with subgroup coding in multiple regression.
Journal
Personnel Psychology – Wiley
Published: Jun 1, 1978