This program allows you to understand the relationship among 4 closely related issues in staffing decision-making: test validity, test bias, selection errors, and adverse impact.
INSTRUCTIONS: First, input the mean test score, mean performance score, test score standard deviation, performance standard deviation, and validity coefficient for each group and for the population as a whole (i.e., all individuals combined regardless of group membership). The group with the lowest mean test score should always be labeled as Group 1. Clicking on the “Outputs” tab produces an output screen displaying the associated expected adverse impact, expected selection cutoff, group-specific expected selection ratios and expected performance levels, and probabilities of expected bias-based selection errors.
For more details, see: Aguinis, H., & Smith, M. A. 2007. Understanding the impact of test validity and bias on selection errors and adverse impact in human resource selection. Personnel Psychology, 60(1): 165-199.[copyright notice: You may download this article for one-time personal use only; please obtain publisher permission for any further distribution, publication, or commercial use.][pdf version]
