APTITUDE-TEST SCORE VALIDITY - NO MODERATING EFFECT DUE TO JOB ABILITY REQUIREMENT DIFFERENCES

This study empirically rested the specificity-generality hypothesis re garding moderation of aptitude test validity by job ability requiremen t differences using a large sample (24,482) of Air Force enlistees in 37 different technical jobs, This was accomplished both across and wit hin job families. In addition, the correlation oi the proportion of ps ychometric g, measured by a test, and average test validity was estima ted both within and across job families. The results failed to find mo derating effects due to job differences. Furthermore, an analysis of t he predictiveness of psychometric g showed that job ability difference s did not moderate the relationship between the amount of g measured b y a test and its score validity.