Considering all you note about the reliability, validity, and known biases of cognitive ability tests, would you continue to use them?? That is, if you headed up an Human Resources depar

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Example of a type of Industrial-Organization (IO) assessment

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Example of a type of Industrial-Organization (IO) assessment

Cognitive Ability Testing is one prominent example of the IO assessment found in Scholarly articles. According to studies, within the field of industrial-organization psychology and testing, cognitive ability can be referred as one of the wok performance predictors. Many hiring managers and employers use this assessment to assess an individual’s ability to solve job-related dilemma or problems through providing information regarding their mental abilities. It aims at measuring a person’s cognitive aptitude by focusing on abilities such as problem-solving, reasoning, logic, reading comprehension and learning ability.

What the test assesses

Cognitive ability tests are designed to be able to assess several aspects of an individual mental capacity, relevant to job performance. According to Woods and Patterson (2024), cognitive ability tests are typically used to measure logical reasoning, abstract and numerical. The assessments are broken down to segments such as non-verbal, verbal, and numerical tests. Some mental capacity that are assessed by these tests include verbal reasoning, which is the ability to both understand and reason using concepts that are expressed in words and spatial reasoning, which assess an individual ability to both manipulate and visualize objects in space. Numerical reasoning, which assess ability to both understand and work with different numerical numbers and abstract reasoning, which assess ability to perceive and understand relationships and patterns among symbols and objects. Other abilities, which are assessed include logical reasoning significant for roles that need complex decision-making and problem-solving characteristics. It also assesses an individual’s memory, perception, reasoning, and problem-solving abilities. Such tests involve questions designed to estimate and individual potential use of their mental processes to acquire work-related knowledge or solve job problems. According to studies, the type and format of the questions, user experiences as well as the content vary across different cognitive ability testing, depending on the type of tests being measured (Woods & Patterson, 2024. The tests are also used to predict how well an individual can adapt to work changes, solve problem, and learn new tasks.

Test reliability and Validity.

Throughout the years Cognitive Ability Tests have shown elevated levels of reliability across different studies. According to Thomas (2023), various “research studies have consistently found high test-retest reliability and internal consistency for cognitive ability tests across a range of populations and contexts.” The tests have also been used to predict many outcomes such as leadership potential, academic achievement, and individual job performance, demonstrating their validity. For example, in meta-analytic research by Schmidt and Hunter in 1998 found the test to have an average of at least 86 test-retest dependable (Schmidt & Hunter, 2016). thus, a strong predictor of training success and job performance.

However, the current research has risen criticisms regarding the test’s reliability and validity, with concerning its applicability in diverse setting or context, potential adverse impacts on the marginalized populations and cultural bias. For instance, based on the current use of the testing in ‘graduate selection and access to professional training,’ the study evidence underscores that there is a low incremental cognitive ability testing validity over prior educational attachment (Woods & Patterson, 2024). The authors also argue that the stability of the tests reliability over time should be researched.

IO Use Potential biases and Ethical Concern

Despite strengths and relevance of IO assessments, while using them they can introduce several biases and ethical concerns, especially related to diversity equity and inclusion issues. Such concerns can have various impacts of several types and processes of testing, from development of the test to its administration, interpretation and decision making. Some biases include Cultural bias, which may reflect through favoring individuals from certain socioeconomic or cultural background involved in the assessment, potentially disadvantaging others. For example, including specific language familiarity or proficiency with certain cultural norms as part of the test or assessment may inadvertently impact other individual’s performance on the test items. This ay result to inaccurate assessment of an individual’s ability.

Stereotype threats may also occur in IO assessment context, especially when an individual’s performance or abilities are judged based on the held stereotypes. This type of concern involves an individual underperforming their assessment due to the negative stereotype. Adverse impact on protected groups, which occurs when selected IO assessment disproportionately screens out certain group based on traits such as disability status or race. For instance, assessment such as cognitive ability tests have shown differences in average scores across varying demographic groups, raising concern regarding equality and fairness.

Privacy and confidentially is another concern with IO tests as it involves managing an individual’s sensitive and personal information. While hiring managers and employers are required to keep an individual information confidential, breaches of privacy is likely to occur in the testing process, which might potentially expose an individual to harm or discrimination (International Test Commission, 2017). Such incident might influence the equality and diversity of other steps of testing. Finally, some IO assessment lack accessibility and fail to accommodate all individual including those with diverse learning needs or accessibility. This is not only unethical but may prevent an individual from demonstrating their true potential (American Psychological Association, 2017). For example, cognitive ability tests that are administer may fail to accommodate and be disadvantage to people with certain disabilities or learning needs.

References

American Psychological Association. (2017). Ethical principles of psychologists and code of conduct. Retrieved from https://www.apa.org/ethics/code

International Test Commission. (2017). The ITC guidelines for the use of psychological tests. Retrieved from; https://www.intestcom.org/files/guideline_test_use.pdf

Schmidt, F. L., & Hunter, J. E. (2016). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.

Thomas. (2023). “Cognitive Ability Tests – Guide & Tip.” https://www.thomas.co/resources/type/hr-blog/cognitive-ability-tests-guide-tips

Woods, S. A., & Patterson, F. (2024). A critical review of the use of cognitive ability testing for selection into graduate and higher professional occupations.  Journal of Occupational and Organizational Psychology,  97(1), 253-272. https://doi.org/10.1111/joop.12470

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