01b_Criterion Measures

Question 1

Steps in Evaluating Criterion-Related Validity

Answer 1

Job analysis to select predictor and criterion

Administer predictor and criterion, corrleate Scores

Check for adverse impact

Evaluate incremental validity

Cross-validate

Question 2

Evaluating Criterion-Related Validity:

Adverse impact

Answer 2

When a procedure results in a substantially different selection, placement, or promotion rate for members of a certain group

Question 3

80% rule

Answer 3

Determination of Adverse Impact

Multiply majority group hiring rate by 80%

= minimum hiring rate for the minority group

Question 4

Factors that Increase likelihood of Adverse impact:

Differential validity

Answer 4

Difference in validity coefficients for subgroups

Correlations in one or both groups are significantly different from zero

Question 5

Factors that Increase likelihood of Adverse impact:

Unfairness

Answer 5

When lower predictor scores are not related to differences in scores on the criterion

Question 6

Incremental validity

Answer 6

Increase in decision-making accuracy by using the predictor to make selection decisions

Validity coefficient of .20 or .30 can still increase decision-making accuracy

Question 7

Selection Ratio

Answer 7

Job openings : Job applicants

e.g. 1:50 = 1 job for every 50 applicants

Low selection ratio is preferred by employers since it is more selective

Question 8

Base rate

Answer 8

Percent of employees performing satisfactorily without use of the proposed predictor

Range of 0 to 1.0

Question 9

Why are moderate base rates associated with greatest incremental validity?

Answer 9

Because a new predictor will have little effect when base rates are very high or very low

base rate = naturally occurring performance, therefore extremes are less affected by new predictors

Question 10

Taylor-Russell Tables

Answer 10

Estimates percent of new hires that will be successful

Question 11

True or False?

Multiple regression is compensatory:
exceptional performance on one predictor can offset poor performance on another predictor.

Answer 11

True

Question 12

Combining Predictors:

Multiple cutoff method

Answer 12

Non-compensatory

Minimum score on each predictor must be obtained before someone is considered

*Can be used as a preselection process before implementing multiple regression

Question 13

Combining Predictors:

Multiple Hurdles

Answer 13

Predictors administered one at a time in a predetermined order

Proceed only if the previous predictor has been successfully met

Question 14

Predictor that consistently produces the highest validity coefficients across jobs and job settings

Answer 14

General Mental Ability Tests (GMA)

aka Cognitive Ability Tests

Question 15

Job Knowledge Tests:

Comparison with GMA

Answer 15

Good predictors of job performance, similar to GMA

However, measures are job specific, and more relevant for applicants with previous job training/experience

Question 16

Interest Inventories:

Limitations

Answer 16

Susceptible to faking

Do not predict Job Sucess

More valuable for predicting job choice, satisfaction and persistence

Question 17

Biographical data

Answer 17

Best predictor of future behavior is past behavior

Question 18

Biographical Information Blank (BID)

Answer 18

Assessment of job history and family background

Lacks face validity

Applicants may resist answering items because of perceived invasion of privacy

Question 19

Interviews are the most common method for obtaining information.

What is their main limitation?

Answer 19

Interviews generally have lower levels of reliability and validity

Question 20

Interviews:

How to maximize Accuracy

Answer 20

Training in observation and interpersonal skills

Question 21

Interviews:

How to maximize Reliability and Validity

Answer 21

Structured interview

Standardized questions

Combine interview with GMA

Single interviewer instead of a panel

Question 22

True or False?

Hypothetical situation interviews are more valid than behavior-descriptive interviews that explore actual situations that occurred in applicant’s past.

Answer 22

False.

Behavior description interviews are more valid

Question 23

What is a primary cause of job turnover?

Answer 23

Disillusionment from mismatch of expectations and reality

Question 24

Assessment Centers:

Primary Purpose

Answer 24

Evaluation of managerial-level personnel

Determine whether to promote lower-level managers

Question 25

In-Basket Test

Answer 25

Situational test designed to assess managerial skills

Question 26

Leaderless Group Discussion

Answer 26

Situational Test

Five or six participants work together without an assigned leader to solve a job-related problem

Question 27

Taylor-Russell Tables:

Components

Answer 27

Selection ratio

Base Rate

Predictor Validity coefficient

e.g., low selection rate + moderate base rate increases likelihood that predictor with low validity can still improve decision-making accuracy

Question 28

Realistic Job Previews

Answer 28

Technique used to reduce unrealistic expectations

Goal is to increase job satisfaction/commitment