ch. 5 Flashcards

1
Q

types of employee screening tests

individual test

A

administered to only one person at a time

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2
Q

types of employee screening tests

group test

A

design to be given simultaneously to more than one person

reduced cost for administrator

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3
Q

types of employee screening tests

speed test

A

rigid and demanding time limits

  • provide greater variability among candidates
  • issue of relevance to job
  • may increase the risk of legal challenges
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4
Q

types of employee screening tests

power test

A

no rigid and demanding time limits

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5
Q

types of employee screening tests

paper and pencil

A

paper version test and online test (open-minded questions)

used in many school and employee screenings

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6
Q

types of validity

content validity

A

measuring what they should be measuring

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7
Q

types of validity

criterion-related validity

A

Correlate a test score with a performance measure (validity coefficient)

Predictive validity design

  • Time lag between collection of test data & criterion data
  • Test often administered to job applicants
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8
Q

personality tests

MMPI (minnesota multiphasic personality inventory II)

A
  • also used for psychopathology that might be present

ex. police officer, airline pilot

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9
Q

personality tests

CPI (california psychological inventory)

A

pathology testing

writing agree or disagree to a statement presented

pencil and paper test (20 personality dimensions)

used for selecting manager positions

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10
Q

personality tests

16PF

A

non-pathology testing

  • similar to CPI
  • measures 16 basic personality dimensions related to the job performance
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11
Q

Emotional intelligence

A

Awareness of our own & others emotions

Controversial constructs

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12
Q

emotional intelligence

A

(new personality constructs)

  • awareness of our own & others’ emotions
  • controversial construct (…ties in leadership)
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13
Q

assessment center

A
  • Collection of procedures for evaluation
  • Typical characteristics:
  • Done in groups
  • Done by groups
  • Multiple methods of assessment employed
  • “Feel: or relevance
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14
Q

work sample test

A
  • Measure job skills by taking samples of behavior under realistic job-like conditions
  • (ex: speech interview for foreign student // rudder control test for pilots)

Advantage:

  • Directly related to the job
  • Good criterion validity (.54)
  • Good face validity
  • Less adverse impact than cognitive ability
  • Provide realistic job previews

Disadvantages:
- Can be expensive to develop & maintain (time consuming)

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15
Q

Types of interviews (i.e. advantages/disdvantages)

A

Structure interview (best validity/reliability):

  • Situation interview (future)
  • Behavioral interview (past)
Unstructured interview (go with the flow, poor predictive reliability):
- Tend to cover job knowledge, abilities, skills, personality, & person-org. Fit

know group interviews vs. 1 on 1

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16
Q

honesty test

A

Polygraphs (or lie detectors):

  • Used to screen dishonest applicant
  • Problems with false positive errors (innocent person lying)
17
Q

Integrity Test

A

Paper and pencil measures of honest or dishonest attitudes and/or behaviors

18
Q

Evaluation of Written Materials

A

1st step in screening process

  • application and resume collected
  • first impression is important
19
Q

reliability

A

consistency of a measurement instrument or its stability over time

20
Q

types of validity

construct validity

A

whether an employment test measures what it is supposed to measure

ex: intelligence and extraversion

21
Q

biodata

A

background information and personal characteristics that can be used in employee selection

22
Q

Comparable validity of selection device

A

higher validity

  1. structured interview
  2. work samples
  3. cognitive ability
  4. job knowledge
  5. assessment centers
  6. biodata
  7. integrity tests
  8. situational judgement