CH. 9 Cognitive Ability Tests

If a selection test has disparate impact:

Show the test is valid or use a different selection procedure

Albemarle Paper co. vs Moody

· 2 mental ability tests required for skilled labor jobs · Adverse impact on blacks · No validation · Supreme court concluded illegal discrimination

Evaluation of Cognitive Ability tests

· Among the most valid predictors of performance for many jobs (.50's-.60's) · Relatively inexpensive · High validity for highly complex jobs, as well as low complexity jobs · Often have high adverse impact on minorities

Work Sample Tests

· Applicant completes job task · Content Valid (the test requires you to do what you would do on the job) · Example: Computer programmer debugs program, HR Specialists writes selection plan.

ADA and testing

· Discriminatory to use selection criteria that screen out disabled applicants (unless criteria are job-related for the position) · Employer required to provide testing accommodations · Disabled individual required to request accommodation

Griggs vs. Duke

· Griggs vs. Duke Power · Verbal aptitude test required for coal handler · Adverse impact on blacks · No validation · US Supreme court ruled for Griggs

Ricci vs. DeStefano

· Issue: Promotion based on passing job knowledge test (firefighter and lieutenant · Test constructed/administered by experts according to professional standards · Ricci studies for months (once in a decade chance for promotion) · Test had disparate impact on blacks · No backs/1 Latino made top 15 list; City of New Haven discards test · Ricci (& 19 others) sue for reverse discrimination under title VII · Supreme Court decision: IN FAVOR of test since could show business necessity (content validation) · Landmark case: test which has disparate impact is valid/legitimate

General Mental Ability

- produces a single score such as an IQ test. (suppose the IQ test is 100) - Wonderlic produces a score for a single person. Wonderlic measures a variety of abilities. One score for all of the variety of abilities measured. -Measures overall mental ability (which includes verbal, quantitative, reasoning, and mechanical questions)

What are the two main types of mental ability tests?

1. General Mental Ability Tests (produces one score on various abilities for a single person). 2. Specific Mental Ability (such as reasoning, verbal comprehension, memory, and numerical ability)

Creativity Tests

Example: Torrance Creativity Test -The individual is shown picture of dots (nine dots) -They are asked to place their pencil on one of the dots without lifting the pen or pencil up that cover all of the nine dots Example: Double Circle Problem Draw two circles, one inside the other with a single line and neither circle touching the other. You must draw both of these circles without lifting your pen or pencil

Validity for Cognitive Ability Tests

General Mental ability tests are among the very best predictors of performance for many types of jobs. -Better than personality tests, job interviews, and most selection methods If there is a limited budget, it would be best to use a cognitive ability test Any validity .30 is acceptable, and general mental ability tests are usually the most valid predictors of performance (.50's-.60's)

Multidimensional Aptitude Battery II

Measure general mental ability (ability to reason, plan, and solve problems) Uses: technical and professional/managerial jobs

Specific Mental Ability

Measures multiple aspects such as reasoning, verbal comprehension, memory, and numerical ability - e.g., Differential Aptitude Tests - e.g., Employee Aptitude Survey (consist of different subtests - each part tests a specific mental ability) - produces multiple scores such as a score for reasoning, a score verbal comprehension, etc. · Most experts favor specific mental abilities because it is tailored to the job. A company can choose which part of the employee aptitude survey they want to use.

Physical ability tests

Most measure muscular strength, cardiovascular endurance, and movement quality

Watson-Glaser Critical Thinking Appraisal

Popular in industry (JCPenny, Coors, US government, and intelligence agencies) -Measures problem-solving skills, creativity, etc. -Uses: management/executive

Divergent thinking

seeking many right answers, many solutions

Convergent thinking

seeking one right answer

Mechanical Ability

· MacQuarrie test for mechanical ability: 30-minute test that measures manual dexterity. Seven subtests requiring tracing, tapping dotting, copying, and so on. · The most commonly used mechanical ability test is the Bennet Mechanical Comprehension Test o Contains 68 items that measure an applicant's knowledge between physical forces and mechanical objects (how a pulley operates, how gears function) o Men usually test higher in mechanical ability o Professor Shore was hired to validate the Bennet Mechanical Comprehension Test o The company was sued by a black applicant who failed the test o The company had only given the test to a small number of applicants over the years (you must have a sample size of 100), so he could not carry out a validation study with only 50 applicants. o He researched the Bennet mechanical Comprehension Test and found that many other oil companies used it and it was a good predictor of performance o He wrote a report stating that the company could rely on the test because it was valid in other large companies. o However, the court rejected it and said you cannot rely upon validity evidence in one organization and use it for your own company (a validation study must be done in house)

Wonderlic Personnel Test

· Measures general mental ability (produces a single score) · Many lawsuits regarding disparate impact for minorities · Developed in 1938 - still used by many employers today (test used in Duke Power) · Used by the NFL: Average = 20 vs. general population = 21 o Cut score for QBs = 25, wide receivers = 12 o 12-minute, 50 item test, ascending difficulty o Best for entry/midlevel jobs

Ability Tests

· Measures what a person "can do" (on the other hand, personality tests are what a person "will do" · Measure innate (natural) potential - known as aptitude · 15% to 20% of companies use some ability testing

What are the legal issues associated with physical ability tests?

· Physical ability must be an essential function of the job · Physical ability tests are not medical exams (so they can be given pre-offer) · Adverse impact is likely to result against certain groups o Which groups? o Example: Firefighter test - few women passed; after training, 50% of women passed.

What are the advantages and disadvantages of Work Sample Tests?

· Positives: o High degree of validity o Applicant acceptance o Little adverse impact · Negatives: o Cost of development o Safety concerns

Group differences on ability tests

· Race - lower scores for minorities (whites and Asians score higher than Hispanics and blacks) · Gender - males higher in math, spatial, mechanical, physical ability; women higher in verbal, checking and accuracy · Age - lower scores for older adults

How to reduce adverse impact

· Use compensatory process (use several different selection methods - interview, mental ability test, and a personality test) A person who scores low on the mental ability test has an opportunity to score high on the interview and personality test. · Reduce weight of ability test - give it less weight in the selection process · Combine with other measures: o Personality tests o Interviews o Biodata

Recommendations for the use of ability tests

· Validate in house - You cannot reply upon evidence that a test has been validated for another organization. · Review validity and reliability data · Take steps to reduce adverse impact · Comply with ADA testing requirements · *DON'T just take the word of the test seller*