Educational attainment as a proxy for cognitive ability in selection: Effects on levels of cognitive ability and adverse impact.
研究比较了用教育程度代替直接认知能力测试来选拔员工时，对候选人认知能力水平和群体差异（不利影响）的影响，发现教育程度虽不如直接测试有效，但仍能显著提升认知水平，且结果在多个职业群体中一致。
The authors examined the differences in mean level of cognitive ability and adverse impact that can be expected when selecting employees solely on educational attainment as a proxy for cognitive ability versus selecting employees directly on cognitive ability. Selection using cognitive ability worked as a more efficient cognitive screen. Imposing an educational attainment standard of at least 1 year of college, though, did result in noticeably higher levels of cognitive ability in potential applicant pools than did random selection, meaning that educational attainment does work as a cognitive screen. These results held not only in a nationally representative sample but also within and across 6 different occupational groups. Finally, adverse impact is examined for selection using educational attainment, compared with selection on the basis of cognitive ability.