Abstract
There has been a lack of work sample job performance criteria to support the usage of ability tests for personnel selection. Work samples of performance were collected for three air force jobs. Differences in slopes and intercepts on the basis of race and sex were tested for the regressions of work sample scores on Armed Forces Qualification Test scores. This ability test was found to be fair to Blacks, Whites, males, and females for all three jobs using Cleary's definition of test bias.
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