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Direct linkSideridis, Georgios D.; Tsaousis, Ioannis; Al-harbi, Khaleel A. – Journal of Psychoeducational Assessment, 2015
The purpose of the present study was to extend the model of measurement invariance by simultaneously estimating invariance across multiple populations in the dichotomous instrument case using multi-group confirmatory factor analytic and multiple indicator multiple causes (MIMIC) methodologies. Using the Arabic version of the General Aptitude Test…
Descriptors: Semitic Languages, Aptitude Tests, Error of Measurement, Factor Analysis
Peer reviewedDavison, Mark L.; And Others – Psychological Assessment, 1996
Results of profile analysis via multidimensional scaling (PAMS), a technique for studying the most prominent profiles in a battery of measures, are reported for the Wechsler Adult Intelligence Scale--Revised (WAIS) and the General Aptitude Test Battery (GATB). PAMS profiles and the methodological features of the PAMS approach are discussed. (SLD)
Descriptors: Aptitude Tests, Intelligence Tests, Multidimensional Scaling, Profiles
Download full textPhelps, Richard P. – 1999
It has been proposed that the federal government's General Aptitude Test Battery (GATB) might be used to provide private employers with the same kind of useful information the federal government and college counselors receive about job applicants. The U.S. Department of Labor asked the National Research Council (NRC) to review the issues related…
Descriptors: Aptitude Tests, Bias, Employers, Evaluation Problems
Simmons, Ernest W. – 1992
As developer and custodian of the General Aptitude Test Battery (GATB), the U.S. Department of Labor (USDOL) is responsible for ensuring that its use meets established professional standards. Considering the logistical problems of overseeing the use of the GATB at more than 2,000 separate sites, the USDOL has confronted a monumental task in the…
Descriptors: Aptitude Tests, English, Program Evaluation, Spanish
Bishop, John – 1989
Greater use of employment tests for selecting workers will mean that rewards for developing competencies measured by the tests will rise, increasing the supply of workers with the skills. Greater use of tests to select workers will also change the sorting of workers across jobs. The impact on total output will depend on the extent to which the…
Descriptors: Economic Factors, Estimation (Mathematics), Females, Labor Force
North Carolina Employment Security Commission, Raleigh. – 1983
The United States Employment Service is now able to expand the General Aptitude Test Battery (GATB) coverage from approximately 400 jobs to all candidates for every job in the Dictionary of Occupational Titles (over 12,000 occupations). In addition, employers can now receive more useful feedback on applicants. Instead of reporting whether a…
Descriptors: Aptitude Tests, Job Performance, Personnel Evaluation, Personnel Management
Peer reviewedHolden, Constance – Science, 1989
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)
Descriptors: Minority Groups, Predictor Variables, Psychometrics, Racial Bias
Palmer, Pamla; And Others – 1990
A statistical comparison was made of two test batteries, the Armed Services Vocational Aptitude Battery (ASVAB) and the General Aptitude Test Battery (GATB), using a sample of 406 subjects (98 civilian high school students and 308 military recruit examinees). The sample was predominantly white and male. A first analyses described the sample and…
Descriptors: Aptitude Tests, Career Guidance, Comparative Testing, Correlation
Hunter, John E. – 1983
The economic impact of optimal selection using ability tests is far higher than is commonly known. For small organizations, dollar savings from higher productivity can run into millions of dollars a year. This report estimates the potential savings to the Federal Government as an employer as being 15.61 billion dollars per year if tests were given…
Descriptors: Ability Identification, Aptitude Tests, Cost Effectiveness, Cutting Scores
