Department of Psychology, Texas A&M University, College Station, TX 77843, USA.
J Appl Psychol. 2011 Sep;96(5):881-906. doi: 10.1037/a0023222.
The correlation between cognitive ability test scores and performance was separately meta-analyzed for Asian, Black, Hispanic, and White racial/ethnic subgroups. Compared to the average White observed correlation ( = .33, N = 903,779), average correlations were lower for Black samples ( = .24, N = 112,194) and Hispanic samples ( = .30, N = 51,205) and approximately equal for Asian samples ( = .33, N = 80,705). Despite some moderating effects (e.g., type of performance criterion, decade of data collection, job complexity), validity favored White over Black and Hispanic test takers in almost all conditions that included a sizable number of studies. Black-White validity comparisons were possible both across and within the 3 broad domains that use cognitive ability tests for high-stakes selection and placement: civilian employment, educational admissions, and the military. The trend of lower Black validity was repeated in each domain; however, average Black-White validity differences were largest in military studies and smallest in educational and employment studies. Further investigation of the reasons for these validity differences is warranted.
分别对亚洲人、黑人、西班牙裔和白人种族/民族亚组的认知能力测试分数与表现之间的相关性进行了荟萃分析。与白人的平均观察相关性（ =.33，N = 903779）相比，黑人样本的平均相关性较低（ =.24，N = 112194），西班牙裔样本的平均相关性较低（ =.30，N = 51205），亚洲样本的平均相关性大致相同（ =.33，N = 80705）。尽管存在一些调节效应（例如，表现标准的类型、数据收集的十年、工作复杂性），但在几乎所有包括大量研究的情况下，与黑人相比，白人在认知能力测试的高风险选拔和安置中更具有效性：文职就业、教育招生和军队。在每个使用认知能力测试进行高风险选拔和安置的三个广泛领域（文职就业、教育招生和军队）中，黑人有效性较低的趋势均得到了重复；然而，在军事研究中，黑人与白人的平均有效性差异最大，在教育和就业研究中差异最小。有必要进一步调查这些有效性差异的原因。
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