Investigation of Possible Sex Differences in the Prediction of Job Performance in an Industrial Setting

Abstract

Male and female packaging plant employees were examined for possible test validity differences by concurrently correlating four employment tests with absenteeism and job performance ratings. Subgrouping by sex produced two significant results for females and none for males. Moderating each group by using three job in volvement factor scores (low vs. high) helped clarify the differences in prediction by producing 12 significant validity coefficients for fe males and only one for males. Nearly all test validities for females occurred for those low rather than high in job involvement—an out come suggesting that females high in work identification are not ap praised by supervisors at a level commensurate to their abilities. Abilities for females least involved with work were much more likely to be associated with both absenteeism rate and supervisory evaluations. This finding would suggest the importance of investi gating test validation strategies separately for each sex when com parable work is involved.