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Racial subgroup differences in predictive validity perceptions on personality and cognitive ability tests

D Chan1

  • 1Department of Psychology, Michigan State University, East Lansing 48824-1117, USA. david.chan@ssc.msu.edu

The Journal of Applied Psychology
|April 1, 1997
PubMed
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Black students perceived the Wonderlic Personnel Test as less valid than White students. Perceptions of the NEO Five Factor Inventory did not differ by race, and test performance did not explain these validity perception differences.

Area of Science:

  • Psychological testing
  • Industrial-organizational psychology
  • Sociology

Background:

  • Perceptions of test validity can influence examinee motivation and performance.
  • Racial subgroup differences in test perceptions may stem from historical biases or differential test utility.
  • Understanding these perceptions is crucial for equitable test application in diverse populations.

Purpose of the Study:

  • To examine how racial subgroup membership relates to perceptions of predictive validity for a personality test (NEO Five Factor Inventory) and a cognitive ability test (Wonderlic Personnel Test).
  • To investigate the role of test performance in mediating the relationship between race and validity perceptions.

Main Methods:

  • Survey administered to 241 undergraduate students.

Related Experiment Videos

  • Assessed perceptions of predictive validity for the NEO-PI-R and Wonderlic Personnel Test.
  • Analyzed data using correlational and mediation analyses, comparing Black and White examinees.

    • Main Results:

    • Black examinees rated the Wonderlic Personnel Test as less valid compared to White examinees.
    • No significant racial differences were found in perceived validity for the NEO Five Factor Inventory.
    • A small positive association existed between Wonderlic performance and its perceived validity, but race did not significantly mediate this relationship.

    Conclusions:

    • Racial perceptions of cognitive ability test validity differ, but not for personality tests.
    • Test performance does not appear to be a primary mediator of racial differences in validity perceptions.
    • Findings highlight the need to consider examinee perceptions of test fairness and utility across different assessment types.