Drawing from work on the meta-analysis of over 500 validation studies of the General Aptitude Test Battery (GATB) by the U.S. Employment Service, the paper presents a methodological message and a substantive message. Gene Glass's methods, as used by Edwin Ghiselli in personnel selection, ignore study artifacts (sampling error, error of…

Discusses issues of validity and fairness in the use of intelligence tests for job selection. Expands set of constructs used to predict job performance and sets of performance criteria used to quantify job performance. Presents an agenda for research and practice in job selection and training for the future. (MMU)

The structure of this report is as follows: First, specific aptitude theory and general ability theory, the two theories of the relation between ability and job performance, are presented and differentiated. Second, there is a discussion of problems in the current use of the General Aptitude Test Battery (GATB) and of problems in the use of…

Meta-analytic techniques were used to analyze the effects of age, education, and work experience on General Aptitude Test Battery (GATB) validities and test scores. The sample consisted of 30,568 subjects from 143 Specific Aptitude Test Battery (SATB) validation or revalidation studies analyzed since 1972. The effect of these three variables on…

The issue of interpretation of standard test scores of minorities is discussed. The history of the issue is reviewed. The National Academy of Science's decision to reinterpret the scores of minorities is summarized. (YP)

This report cumulates the results of 515 validation studies carried out over a 45-year period by the United States Employment Service, and relates these findings to five systems of job classification and job analysis. Correction for sampling error shows that general cognitive, perceptual, and psychomotor ability are valid predictors of job…