Differential and single-group validity of employment tests by race: A critical analysis of three recent studies

Abstract

Criticized 3 recent studies on the single-group and differential validity hypotheses (C. J. Barlett et al, V. R. Boehm, and R. A. Katzell and F. J. Dyer; see PA, Vol 59:2205, 2206, and 2212, respectively). The single-group validity hypothesis asserts that some tests will be valid for Whites but not Blacks, and vice versa; it is suggested that the evidence against this hypothesis is now virtually overwhelming. The differential validity hypothesis asserts that some tests will be more valid for one race than the other; it is suggested that the evidence now suggests that this hypothesis will also prove false. (PsycInfo Database Record (c) 2025 APA, all rights reserved)