Fairness in Personnel Selection: A Meta-Analysis and Policy Implications
这项元分析发现，白人在认知能力测试和主管评价上得分高于非白人，但客观结果无差异，且认知能力测试可能对非白人不公平，对研究者和政策制定者有参考价值。
Previous research has suggested that selection procedures and performance evaluations are not unfair to minorities. Results of a meta-analysis indicated that Whites performed higher than non-Whites on cognitive ability tests (d = .464) and on supervisory ratings (d = .284), but not on objective results (d = -.009) and that validities between the tests and ratings and results were not significantly different. In addition, a comparison of predicted to actual mean standardized criterion differences between White and non-White subgroups suggested that cognitive ability underpredicted actual differences in supervisory ratings. These results imply that researchers and policymakers need to continue to evaluate fairness in testing and performance evaluation because, contrary to prior evidence, the use of cognitive ability tests may indeed be unfair to non-Whites.