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Understanding the impact of test validity and bias on selection errors and adverse impact in human resource selection

机译：了解测试有效性和偏见对选择错误的影响以及对人力资源选择的不利影响

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摘要

We propose an integrative framework for understanding the relationship among 4 closely related issues in human resource (HR) selection: test validity, test bias, selection errors, and adverse impact. One byproduct of our integrative approach is the concept of a previously undocumented source of selection errors we call bias-based selection errors (i.e., errors that arise from using a biased test as if it were unbiased). Our integrative framework provides researchers and practitioners with a unique tool that generates numerical answers to questions such as the following: What are the anticipated consequences for bias-based selection errors of various degrees of test validity and test bias? What are the anticipated consequences for adverse impact of various degrees of test validity and test bias? From a theory point of view, our framework provides a more complete picture of the selection process by integrating 4 key concepts that have not been examined simultaneously thus far. From a practical point of view, our framework provides test developers, employers, and policy makers a broader perspective and new insights regarding practical consequences associated with various selection systems that vary on their degree of validity and bias. We present a computer program available online to perform all needed calculations.
机译：我们提出了一个综合框架，以了解人力资源（HR）选择中4个紧密相关的问题之间的关系：测试有效性，测试偏见，选择错误和不利影响。我们的集成方法的一个副产品是以前未记录的选择错误源的概念，我们称其为基于偏见的选择错误（即，由于使用偏见测试而产生的错误，就好像它没有偏见一样）。我们的集成框架为研究人员和从业人员提供了一个独特的工具，可为以下问题生成数字答案：不同程度的测试有效性和测试偏见基于偏见的选择错误的预期结果是什么？不同程度的测试有效性和测试偏见会对不良影响产生哪些预期后果？从理论上讲，我们的框架通过集成到目前为止尚未同时进行审查的4个关键概念，提供了更完整的选择过程图。从实践的角度来看，我们的框架为测试开发人员，雇主和政策制定者提供了更广阔的视野，并提供了与各种选择系统相关的实际后果的新见解，这些选择系统的有效性和偏见程度各不相同。我们提供了一个在线可用的计算机程序，可以执行所有需要的计算。

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