2.a. Job Analysis & Validity

Question 1

Job Analysis

Answer 1

Analysis of the tasks & requirements that make up a job as well as what knowledge, skills & behaviours should be sought out from the future job holder

Job description & role specification

Question 2

Job oriented job analysis

Answer 2

Focused on work, responsibilities, resources, materials used

Question 3

Worker oriented job analysis

Answer 3

Psychological & behavioural requirements for the person fitting the job e.g. decision making, reasoning, communication

Question 4

Selection Process

Answer 4

1. Job analysis, requires expert so sometimes foolishly skipped
2. Selection instruments, what tests are going to be used
3. Empirical validation studies, evaluating quality of selection process, does it really lead to the best person for the job?

Question 5

Selection process

Answer 5

1. characteristics, personalities, skills & many other features make some people better suited to jobs than others
2. future behaviour is partly predictable

Question 6

Validation process

Answer 6

examining & validating selection procedures & tests

Question 7

Predictors

Answer 7

Evidence of past or current performance used to predict future performance e.g.
Test results
References
Interviews etc.

Question 8

Criterion

Answer 8

Subsequent work behaviour i.e. the result

Question 9

Criterion related validity

Answer 9

The strength of the relationship between the predictor and the criterion
1. Predictive validity
2. Concurrent validity

Question 10

Validity coefficient

Answer 10

• Correlation between the predictor & criterion score
• high & high and low & low is what we want to see
• This tells us that the relationship is strong

Question 11

Predictive validity

Answer 11

Collecting predictor data and later, work performance criterion data

3 Main Predictors
1. Task performance
2. Citizenship performance
3. Counterproductive work behaviour

Trained assessors

Question 12

Predictive validity eval.

Answer 12

Best method of data collection

Criticism:
Time consuming & expensive
Data can’t be used for selection procedures until validated
Data can’t be shared with company
Good for large organisations with lots of resources

Question 13

Concurrent validity design

Answer 13

Criterion & predictor data are measured together

1. Current employees - obtain predictor data & compare to existing criterion data
2. Test run - hire for the day & use as criterion data

Question 14

Concurrent validity design eval.

Answer 14

No need to ignore predictor data
Time saving - no delay

Criticism:
Not representative
- Can’t compare to unhired people (might be better)
- Already gone through existing selection procedure
- Learned skills while at job?

Question 15

Construct validity

Answer 15

Identifying psychological characteristics (e.g. emotional stability, intelligence, manual dexterity) underlying successful task performance

• Involves indirectly observable relationships between predictors & characteristics
• Can only be assessed through indirect means

1. Convergent validity
2. Divergent validity

Question 16

Convergent validity

Answer 16

studying correlation between an existing, established measure with a newer measure e.g. an established measure of extraversion & a new measure of extraversion

• Expect the correlation to be high
• Testing that the new measure of the psychological characteristic is valid

Question 17

Divergent validity

Answer 17

the degree to which a measure is unrelated to another measure of a similar construct

Expect to see lack of correlation between measures/constructs