A selection measure that has high empirical validity but lacks content validity

Sample Answer

No, it is not inherently unethical for an employer to use a selection measure that has high empirical (criterion-related) validity but lacks content validity, provided certain conditions are met and the measure is used responsibly. However, it does raise significant ethical and practical considerations that must be carefully managed.

Let's break down the concepts and the ethical implications:

1. Empirical (Criterion-Related) Validity: This refers to the extent to which a selection measure predicts actual job performance or other relevant work outcomes (the "criterion"). If a test has high empirical validity, it means that scores on the test are strongly correlated with success on the job. For example, if a specific personality test consistently identifies individuals who later achieve top sales figures, it has high empirical validity for a sales role.