Evaluating Test Fairness

Payne, Tim

doi:10.1111/j.1468-2389.1995.tb00006.x

Cited by 2 publications

(2 citation statements)

References 20 publications

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“…Area of research 1960s Haward (1960) Selection and assessment Crookes and French (1961) Selection and assessment Bannister, Slater, and Radzan (1962) Selection and assessment Anthony (1968) Careers Neale, Toye, and Belbin (1968) Training and development 1970s Downs and Roberts (1977) Training and development Gardner (1977) Motivation Edwards (1979) Absence 1980s Brotherton ( 1980) Selection and assessment Stafford, Jackson, and Banks (1980) Unemployment Robertson and Kandola (1982) Selection and assessment Stafford, Jackson, and Banks (1984) Training and development Stokes and Cochrane (1984) Unemployment Brown and Willis (1985) Selection and assessment Iles and Auluck (1989) Equal opportunities/Diversity 1990s Howitt and Owusu-Bempah (1990) Selection and assessment Heller (1991) Organizational psychology Burchell (1992) Unemployment Cashmore (1992) Specific ethnic group Feltham and Smith (1993) Selection and assessment Noon (1993) Selection and assessment Price (1994) Personnel practices Bartram (1995) Selection and assessment Copey (1995) Organizational commitment Kandola (1995) Equal opportunities/Diversity Payne (1995) Selection and assessment Clark, Oswald, and Warr (1996) Job satisfaction Pang (1996) Specific ethnic group Silvester and Chapman (1996) Selection and assessment Sutherland and Davidson (1996) Equal opportunities/Diversity Ogbonna (1998) Training and development Pang and Lau (1998) Specific ethnic group Dickens (1999) Equal opportunities/Diversity Hoque and Noon (1999) Selection and assessment…”

Section: Appendixmentioning

confidence: 99%

Ethnicity and behaviour in organizations: A review of British research

Kenny

Briner

2007

J Occupat & Organ Psyc

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Research into the role of ethnicity in behaviour in US organizations has been the subject of several reviews. However no such review of British research has thus far been undertaken. Fifty-four years' worth of selected occupational psychology, organizational behaviour and human resource management journals were therefore reviewed to identify the number and focus of articles relating to ethnicity in British organizations. On the basis of the review findings four key questions were addressed: (i) How much work has been done? (ii) Why has relatively little work been done? (iii) What have we learned about ethnicity and the British workplace? and, (iv) What do we still need to learn? The research shows that only a limited amount of research has been conducted and most of this focuses on a small number of topics. Six recommendations for future research are made: (i) studying ethnicity in a more careful and detailed way; (ii) developing theory; (iii) examining what happens to minority ethnic employees after selection; (iv) more research on minority ethnic professionals; (v) more qualitative research; and, (vi) a greater focus on specific ethnic groups. Recommendations to draw lessons from the way other disciplines have conceptualized and researched ethnicity are also discussed.

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Section: Appendixmentioning

confidence: 99%

Ethnicity and behaviour in organizations: A review of British research

Kenny

Briner

2007

J Occupat & Organ Psyc

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“…Developing a selection mechanism based on the requirements a programme sets to the selected student can be expected to lead to defensible and fair selection (Payne 1995). In employment selection, job analysis methods are often suggested as an aid to the development or choice of relevant selection instruments (Cook 1988;Algera and Greuter 1989;Schuler 1989).…”

Section: Selection Requirementsmentioning

confidence: 99%

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Zaaiman¹,

Flier

Thijs

2000

Higher Education

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The selection of students is a critical issue currently facing South African higher education institutions. The identification and selection of disadvantaged students with the potential to succeed in mathematics-and science-based study is a particularly pressing problem. The new South African higher education law requires that selection is done in a fair and transparent manner. Selection has to be followed by adequate support for selected students to succeed in their study programmes. Issues of access are closely coupled to issues of retention and success. The research results discussed in this paper illustrate how these issues can be successfully addressed and how selection fairness and effectiveness may be optimised under the constraints of selection efficiency. An optimal solution can be found by developing test specifications and selection cutoff values based on the teaching programme for which the selection is done. The resulting close fit between selection testing and teaching after selection leads to a reasonable expectation of success for selected students in the study programme. Under such conditions, selection can be seen as a contract to teach at the student's level.

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Evaluating Test Fairness

Cited by 2 publications

References 20 publications

Ethnicity and behaviour in organizations: A review of British research

Ethnicity and behaviour in organizations: A review of British research

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