A validation strategy for the "nonsample."

Richard D. Arvey, Stephen J. Mussio

Research output: Contribution to journalArticlepeer-review


Presents a method of nondiscriminatory employment test validation when there are no minority personnel in jobs being considered. A test battery is validated with the Caucasian employees and then administered to an applicant pool containing a high proportion of minority group members. If differences between racial groups emerge, discriminatory items are ascertained by item analysis and deleted. If no differences appear (as in the case reported), the battery is standardized with on-the-job minority personnel. (PsycINFO Database Record (c) 2006 APA, all rights reserved).

Original languageEnglish (US)
Pages (from-to)264-266
Number of pages3
JournalProfessional Psychology: Research and Practice
Issue number3
StatePublished - Aug 1 1974


  • nondiscriminatory employment test validation when minority personnel are not considered for job, validation with Caucasian employees & subsequent administration to applicant pool containing higher proportion of minority group members


Dive into the research topics of 'A validation strategy for the "nonsample."'. Together they form a unique fingerprint.

Cite this