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PSY3041 > Careers and Organisational Testing > Flashcards

Careers and Organisational Testing Flashcards

1
Q

Define

Work sample tests

A

based on the assumption that current, observed behaviour will predict future behaviour, they require job applicants to carry out tasks that mirror those that will be required on the job

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2
Q

Define

Vocational interests

A

interests with specific relevance to the workplace, which tend to be stable over time, influence motivation and behaviour, and indicates the type of activities and environments the person prefers

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3
Q

Define

Validity generalisation (VG)

A

the demonstration that validity generalises across job selection exercises for different jobs by conducting meta-analyses of studies reporting validity coefficients

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4
Q

Define

Task performance

A

the core technical aspects of basic tasks that comprise a job

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5
Q

Define

Selection on the criterion

A

in personnel selection, the process of appointing all job applicants for a trial period and then retaining only those who have performed satisfactorily

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6
Q

Define

Selection interview

A

usually included as part of any selection exercise, interviews generate ratings based on job applicant responses to questions, which are used to predict success on the job

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7
Q

Define

RIASEC

A

John Holland’s codes for the six types of individual and workspace ‘personalities’ that he identified (Realistic, Investigative, Artistic, Social, Enterprising and Conventional)

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8
Q

Define

Reference check

A

a means of verifying job applicant information provided in a resume and collected in an interview; typically done by contacting past employers and/or individuals who can vouch for the applicant

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9
Q

Define

Personnel selection

A

the process of choosing which job applicants should receive an offer of employment

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10
Q

Define

Person-organisation fit

A

compatibility between the individual and organisations that occurs when one of the parties can satisfy the needs of the other, or both have their needs satisfied

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11
Q

Define

Peer rating

A

a rating of the KSAOs of an internal job applicant by the job applicant’s co-worker/s

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12
Q

Define

Performance appraisal

A

the assessment of a worker’s job performance, typically carried out on a regular basis, such as six-monthly or annually

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13
Q

Define

KSAOs

A

the knowledge, skills, abilities and other characteristics of an employee or prospective employee needed to be able to undertake their job satisfactorily

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14
Q

Define

Job tryout

A

hiring someone for a short period of time to determine how well they fit in and perform on the job; a probationary period has a similar purpose

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15
Q

Define

Job knowledge test

A

a test designed to assess knowledge, such as specific technical or professional knowledge, required for a job

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16
Q

Define

Job analysis

A

the process of gathering detailed information about the main tasks and contextual responsibilities for a particular job

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17
Q

Define

Industrial and organisational (I-O) psychology

A

the study of job performance and worker health issues to assist individuals, groups and organisations

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18
Q

Define

Integrity test

A

wither a specific type of personality test or a direct measure to assess a job applicant’s honesty, trustworthiness and reliability

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19
Q

Define

Holland’s hexagon

A

a mode that indicates the relationships among Holland’s personality types and environments, with similar types placed closer to one another and dissimilar types placed father away

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20
Q

Define

Graphic rating scale

A

a simple rating device used to elicit human judgment, typically complete by marking a point on a line or by circling a number (say from 1 to 10) to indicate the strength of agreement with the item

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21
Q

Define

Critical incident

A

an example of extreme levels of behaviours or performance (both poor and exemplary behaviours), which are usually key determinants of subsequent outcomes

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22
Q

Define

Counter-productive behaviours

A

behaviours that are largely under the control of the individual or reflect problematic employee characteristics, and which impede the progress and success of the organisation

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23
Q

Define

Contextual performance

A

discretionary social behaviours directed at successful performance of the work group or organisation; sometimes referred to as ‘citizenship behaviours’

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24
Q

Define

Content analysis

A

the process of analysing textual information, either written or oral by, for example, searching for themes, examining frequencies of key words or constructs, and identifying repeating relationships; the procedure can be carried out manually or with computer-based software

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25
Q

Define

Biographical data (biodata)

A

measures of past activities, effort and interests that reflect motivation, personality, values and interest, which assume that past behaviours will be consistent with future behaviours

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26
Q

Define

Behaviourally anchored rating scale (BARS)

A

a rating scale that includes actual behaviours to indicate the response

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27
Q

Define

Behavioural observation scale (BOS)

A

questions used in a rating scale that are based on actual behaviours; they are rated for their frequency of occurrence (e.g. from ‘1 = almost never displayed’ to ‘5 = almost always displayed’)

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28
Q

Define

Assessment centre

A

a comprehensive testing procedure applied to groups that includes a diverse range of testing tools and techniques

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29
Q

Definition

based on the assumption that current, observed behaviour will predict future behaviour, they require job applicants to carry out tasks that mirror those that will be required on the job

A

Work sample tests

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

Definition

interests with specific relevance to the workplace, which tend to be stable over time, influence motivation and behaviour, and indicates the type of activities and environments the person prefers

A

Vocational interests

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

Definition

the demonstration that validity generalises across job selection exercises for different jobs by conducting meta-analyses of studies reporting validity coefficients

A

Validity generalisation (VG)

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32
Q

Definition

the core technical aspects of basic tasks that comprise a job

A

Task performance

How well did you know this?
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3
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33
Q

Definition

in personnel selection, the process of appointing all job applicants for a trial period and then retaining only those who have performed satisfactorily

A

Selection on the criterion

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

Definition

usually included as part of any selection exercise, interviews generate ratings based on job applicant responses to questions, which are used to predict success on the job

A

Selection interview

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

Definition

John Holland’s codes for the six types of individual and workspace ‘personalities’ that he identified (Realistic, Investigative, Artistic, Social, Enterprising and Conventional)

A

RIASEC

How well did you know this?
1
Not at all
2
3
4
5
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36
Q

Definition

a means of verifying job applicant information provided in a resume and collected in an interview; typically done by contacting past employers and/or individuals who can vouch for the applicant

A

Reference check

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

Definition

the process of choosing which job applicants should receive an offer of employment

A

Personnel selection

How well did you know this?
1
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38
Q

Definition

compatibility between the individual and organisations that occurs when one of the parties can satisfy the needs of the other, or both have their needs satisfied

A

Person-organisation fit

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

Definition

a rating of the KSAOs of an internal job applicant by the job applicant’s co-worker/s

A

Peer rating

40
Q

Definition

the assessment of a worker’s job performance, typically carried out on a regular basis, such as six-monthly or annually

A

Performance appraisal

41
Q

Definition

the knowledge, skills, abilities and other characteristics of an employee or prospective employee needed to be able to undertake their job satisfactorily

A

KSAOs

42
Q

Definition

hiring someone for a short period of time to determine how well they fit in and perform on the job; a probationary period has a similar purpose

A

Job tryout

43
Q

Definition

a test designed to assess knowledge, such as specific technical or professional knowledge, required for a job

A

Job knowledge test

44
Q

Definition

the process of gathering detailed information about the main tasks and contextual responsibilities for a particular job

A

Job analysis

45
Q

Definition

the study of job performance and worker health issues to assist individuals, groups and organisations

A

Industrial and organisational (I-O) psychology

46
Q

Definition

wither a specific type of personality test or a direct measure to assess a job applicant’s honesty, trustworthiness and reliability

A

Integrity test

47
Q

Definition

a mode that indicates the relationships among Holland’s personality types and environments, with similar types placed closer to one another and dissimilar types placed father away

A

Holland’s hexagon

48
Q

Definition

a simple rating device used to elicit human judgment, typically complete by marking a point on a line or by circling a number (say from 1 to 10) to indicate the strength of agreement with the item

A

Graphic rating scale

49
Q

Definition

an example of extreme levels of behaviours or performance (both poor and exemplary behaviours), which are usually key determinants of subsequent outcomes

A

Critical incident

50
Q

Definition

behaviours that are largely under the control of the individual or reflect problematic employee characteristics, and which impede the progress and success of the organisation

A

Counter-productive behaviours

51
Q

Definition

discretionary social behaviours directed at successful performance of the work group or organisation; sometimes referred to as ‘citizenship behaviours’

A

Contextual performance

52
Q

Definition

the process of analysing textual information, either written or oral by, for example, searching for themes, examining frequencies of key words or constructs, and identifying repeating relationships; the procedure can be carried out manually or with computer-based software

A

Content analysis

53
Q

Definition

measures of past activities, effort and interests that reflect motivation, personality, values and interest, which assume that past behaviours will be consistent with future behaviours

A

Biographical data (biodata)

54
Q

Definition

a rating scale that includes actual behaviours to indicate the response

A

Behaviourally anchored rating scale (BARS)

55
Q

Definition

questions used in a rating scale that are based on actual behaviours; they are rated for their frequency of occurrence (e.g. from ‘1 = almost never displayed’ to ‘5 = almost always displayed’)

A

Behavioural observation scale (BOS)

56
Q

Definition

a comprehensive testing procedure applied to groups that includes a diverse range of testing tools and techniques

A

Assessment centre

57
Q

What do I-O psychologists study?

A

organisations and seek ways to improve the functioning and human benefits of business.

58
Q

How do organisations and seek to improve the functioning and human benefits of business.?

A

– Helping people decide on their careers

– Recruiting people that best fit the organisation

– Selecting the best people

– Retaining the best people

– Improving the skills of the people

59
Q

What are some examples of job selection methods?

A

Ability Tests

Job Knowledge Tests

Performance Tests and Work Samples

Personality Tests

Integrity Tests

Structured Interviews

Assessment Centre

60
Q

What is an interest measure?

A

an instrument designed to evaluate test takers’ likes, dislikes, leisure activities, curiosities, and involves in various pursuits for comparison with groups of various occupations and professions

61
Q

True or False:

Personal interest is closely related to occupational success

A

True

62
Q

An individual’s interests may be sufficiently solidified by age __ that they can be useful in career planning.

A

An individual’s interests may be sufficiently solidified by age 15 that they can be useful in career planning.

63
Q

What are some psychological inventories based on John Holland’s theory of types?

A

Self Directed Search (SDS) and Vocational Preference Inventory

64
Q

What are the six types of workers according to John Holland?

A

R: Realistic (Doers)

I: Investigative (Thinkers)

A: Artistic (Creators)

S: Social (Helpers)

E: Enterprising (Persuaders)

C: Conventional (Organisers)

65
Q

What are used to screen out applicants who don’t meet minimum qualifications in terms of education, experience, etc.?

A

Application blanks and resumes

66
Q

What is the validity of application blanks like?

A

Poor (typically r < .20)

67
Q

What are the problems with application blanks and resumes?

A

– Lack of agreement what to look for

– Possible discrimination

– Need to cross validate

– Keys are not stable over time, need to update

68
Q

What type of selection method do these questions fit into?

  • Did you ever build a model airplane that flew?*
  • When you were a child, did you collect stamps?*
  • Do you ever repair mechanical things in your home?*
A

Biodata questionnaires

69
Q

What is the validity of biodata questionnaires like?

A

moderate (r ≈ .30)

70
Q

What type of selection method do these questions fit into?

  • Describe the types of IT systems problems you have encountered.*
  • Describe your experience in testing hardware, software, or systems.*
A

Experience questionnaires

71
Q

What is the validity of experience questionnaires like?

A

moderate (typically content validity)

72
Q

What are the problems with interviews?

A
  • Unstructured & Unplanned
  • Untrained & Biased Interviewers
  • Same Sex Bias
  • Structured Means Standardised or Artificial & Inflexible
  • Validity as typically done: poor (r < .20)
73
Q

Why Interviews are often not Valid Assessments?

A
  • Poor wording of questions
  • No systematic scoring system used by interviewers—very subjective
  • Applicants have been trained to give the appropriate responses to such open-ended questions
  • Interviewer has no way to verify this information in short period of time of interview
74
Q

What do ability tests measure?

A
  • Measure what a person has learned up to that point in time (achievement)
  • Measure one’s innate potential capacity (aptitude)
75
Q

Up to __% of companies use some ability testing

A

Up to 50% of companies use some ability testing

76
Q

What are the four types of ability tests?

A

Mental (Cognitive) Ability Tests

Mechanical Ability Tests

Clerical Ability Tests

Physical Ability Tests

77
Q

What is the main purpose of Cognitive Ability Tests?

A
  • to determine one’s level of “g” or aptitudes depending on setting
  • Measure aptitudes relevant to the job
    • short, group administration
    • excellent predictor of job and training performance
78
Q

What are the Advantages of Cognitive Ability Tests?

A
  • Efficient
  • Useful across all jobs
  • Excellent levels of reliability and validity (.40 - .50)
    • Highest levels than any other tests
    • Estimated validity:
      • .58 for professional/managerial jobs
      • .56 for technical jobs
      • .40 for semi-skilled jobs
      • .23 for unskilled jobs
  • More complex job = higher validity
79
Q

What are the Disadvantages of Cognitive Ability Tests?

A
  • Lead to more adverse impact
  • May lack face validity
    • Questions aren’t necessarily related to job
  • May predict short-term performance better than long-term
    • can do vs. will do
80
Q

What are the Frequently Used General Mechanical Ability Tests?

A

Bennett Mechanical Comprehension Tests

MacQuarrie Test for Mechanical Ability

81
Q

What do General Mechanical Ability Tests generally measure?

A

Spatial visualization

Perceptual speed and accuracy

Mechanical information

82
Q

What do Clerical Ability Tests measure?

A

Predominately measures perceptual speed and accuracy in processing verbal and numerical data

83
Q

What are the areas of concern for Physical Ability Tests?

A

Female applicants

Disabled applicants

84
Q

What do physical ability tests measure?

A

Most measure muscular strength, cardiovascular endurance, and movement quality

85
Q

When is measuring personality useful for employee selection?

A

Useful when dependability, integrity, responsibility are determinants of job success

86
Q

What are the dimensions of personality of the Myers-Briggs Type Indicator (MBTI)?

A

Introversion - Extroversion: source of energy

Intuition - Sensation: innovation vs. practical

Thinking - Feeling: impersonal principles vs. personal relationships

Judging - Perceiving: closure vs. open options

87
Q

What is the validity of the Myers-Briggs Type Indicator (MBTI) like?

A

poor for selection; might be okay, if carefully used, to help a team work better together

88
Q

What is the validity of The Big 5 Personality Dimensions like?

A

typically moderate for selection (r ≈ .25 with measures of overall job performance)

89
Q

Why is validity of personality inventories hard to generalize?

A
  • Some dimensions of personality may correlate more strongly with particular aspects of a particular job
    • Extraversion → success in sales
    • High conscientiousness & high openness to experience → success in job training
    • Low agreeableness, low conscientiousness, & low adjustment → more likely to engage in counterproductive work behaviors (e.g., abuse sick leave, break rules, drug abuse, workplace violence)
90
Q

What are the Advantages of Personality Inventories?

A
  • Intuitively appealing to managers (e.g., MBTI)
  • No adverse impact – Don’t show rates of differential selection
  • Efficient
  • Moderate reliability and validity –Validity = .20 - .30
91
Q

What are the Disadvantages of Personality Inventories?

A
  • Response sets
    • Lie or socially desirable responding
  • All traits not equally valid for all jobs
92
Q

What are the advantages of work sample tests?

A

Highest validity levels (r = .50s)

High face validity

Easy to demonstrate job-relatedness

93
Q

What are the disadvantages of work sample tests?

A

Not appropriate for all jobs

Time-consuming to set up and administer

More predictive in short-term

Cannot use if applicant is not expected to know job before being hired

94
Q

What are assessment centres appropriate for?

A

appropriate for upper-level management selection, development purposes and career advancement

95
Q

What factors affect the validity of assessment centres?

A

inadequate rater training and construct definitions, and inappropriate rating scales, ranking procedures and test construction

increasing reliance on computer-based systems to train raters and score tests

PSY3041 (12 decks)

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