A VIEW FROM ALBEMARLE1
- 1 March 1977
- journal article
- Published by Wiley in Personnel Psychology
- Vol. 30 (1) , 65-80
- https://doi.org/10.1111/j.1744-6570.1977.tb02322.x
Abstract
This paper was originally delivered in July of 1975, within a few weeks of the Supreme Court's decision in the case of Albemarle Paper Company v. Moody. The law, of course, does not stand still. Less than a year after the Albemarle decision, the Supreme Court's decision in Washington v. Davis appeared to turn sharply away from the proposition that the EEOC guidelines are to be applied mechanically as the only legal touchstone of the job relatedness of a test. The Washington decision contains many obscurities and ambiguities, and at the time of writing (October 1976) it appears that at least one more Supreme Court case will be necessary in order to clarify this question. Though the present paper is outdated in some respects because of the Washington decision, it is hoped that it will continue to be of interest for the light it may shed on the interrelationship between the practice of industrial psychology and the judicial process in operation.This publication has 9 references indexed in Scilit:
- On so-called test bias.American Psychologist, 1975
- Employment test validation for minority and nonminority telephone operators.Journal of Applied Psychology, 1975
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- BIAS IN SELECTIONJournal of Educational Measurement, 1973
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- ANOTHER LOOK AT “CULTURAL FAIRNESS”1Journal of Educational Measurement, 1971
- CONCEPTS OF CULTURE‐FAIRNESSJournal of Educational Measurement, 1971
- TEST BIAS: PREDICTION OF GRADES OF NEGRO AND WHITE STUDENTS IN INTEGRATED COLLEGESJournal of Educational Measurement, 1968