Ch 6: Predictors

Question 1

Predictor

Answer 1

Data, test results, prior performance, work samples, and any other variable used to forecast a criterion.

Question 2

Test

Answer 2

A systematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories.

Question 3

Computer Adaptive Testing

Answer 3

The process through which computer technology is used to identify easier and harder questions for applicants that eventually estimate their true ability level.

Question 4

Speed Test

Answer 4

A test containing relatively easy items with a short time limit in which individuals must complete as many items as they can.

Question 5

Power Test

Answer 5

A test with no fixed time limits and relatively difficult items.

Question 6

Individual Tests

Answer 6

Tests that are administered to one person at a time.

Question 7

Group Tests

Answer 7

Tests in which many applicants can be tested at one time.

Question 8

Paper-and-Pencil Tests

Answer 8

Frequently used tests in which individuals respond to questions in a test booklet or mark answers on computer sheets to be scanned.

Question 9

Performance Tests

Answer 9

Tests that require the manipulation of an object or a piece of equipment.

Question 10

Validity Coefficient (r)

Answer 10

A correlation that serves as an index of the relationship between a predictor and a criterion; used by selection researchers and practitioners as evidence that a particular test is a valid predictor of a performance criterion.

Question 11

Predictor: Cognitive Ability

Answer 11

most frequently used predictors in selection contexts.

Question 12

Predictor: General Cognitive Ability Tests

Answer 12

predict the likelihood of an individual’s ability to perform well in a particular job by measuring the general capacity to learn.

Question 13

Predictor: Specific Cognitive Ability Tests

Answer 13

tests of specific cognitive abilities attempt to predict the likelihood that an individual will do well in a particular job given their SPECIFIC abilities.

Question 14

Predictor: Specific_

Mechanical Ability

Answer 14

A specific cognitive ability involving a focus on mechanical relations, recognition of tools used for various purposes, and sometimes actual mechanical skills.

Question 15

Predictor: Specific_

Spatial Ability

Answer 15

A specific cognitive ability involving a focus on geometric relations, such as visualizing objects and rotating them spatially to form a particular pattern.

Question 16

Predictor: Specific_

Clerical Ability

Answer 16

A specific cognitive ability, relevant for jobs such as secretary, administrative assistant, and bookkeeper, involving a focus on both perceptual speed and accuracy in processing verbal and numerical data.

Question 17

Predictor: Emotional Intelligence

Answer 17

Ability of a person to deal effectively with their emotions and the emotions of others.

Question 18

Predictor: Psychomotor Tests

Answer 18

Tests that measure both the speed and accuracy of motor and sensory coordination.

Question 19

Predictor: Personality Tests

Answer 19

Tests in which numbers are systematically assigned to individuals’ characteristics.

Big Five: OCEAN
Myers Briggs MMPI

Question 20

Big Five Personality Test

Answer 20

Openness to Experience
*Conscientiousness
Extraversion
Agreeableness
*Neuroticism (emotional stability)

*biggest predictors of performance have been found to be…pg. 177

Question 21

Faking

Answer 21

Individuals can potentially guess the responses that likely result in high scores, and are not answering honestly.

Question 22

Predictor: Integrity Tests

Answer 22

Tests used in an attempt to predict whether an employee will engage in counterproductive or dishonest work-related behaviors such as cheating, stealing, or sabotage; also called honesty tests.

*American phenomena? Not much research in other countries yet.

Question 23

Predictor: Work Sample Tests

Answer 23

Tests that attempt to duplicate performance criteria measures and use them as predictors, thus forming miniature replicas of the job.

Question 24

Predictor: Situational Judgement Tests

SJTs

Answer 24

Paper-and-pencil test or video vignette that provides hypothetical scenarios for candidates to respond to by choosing the best alternative.

Question 25

Predictor: Assessment Center

AC

Answer 25

An approach or method in which MULTIPLE RATERS (assessors) evaluate applicants or incumbents (assesses) on a standardized set of predictors (exercises.)

*not a particular location

Question 26

Assessment Center: In-basket

Answer 26

An individual exercise in which assessees are asked to act as a manager in a particular company with certain issues to be considered and responded to.

Question 27

Assessment Center: Leaderless Group Discussion

LGD

Answer 27

A group exercise designed to tap managerial attributes that requires the interaction of a small group of individuals.

Typically rated on:

1. aggressiveness
2. persuasiveness
3. interpersonal skills
4. communication skills
5. flexible thinking
6. listening skills

Question 28

Biographical Information

Answer 28

In the context of selection, any information that is descriptive of an individual’s personal history.

Question 29

Biodata

Answer 29

Personal history information obtained through a biographical information blank (BIB) that asks respondents about their attitudes, hobbies, experiences, and so on.

Question 30

Interviews

Answer 30

Procedures designed to predict future performance based on an applicant’s oral responses to a series of questions.

*structured vs. unstructured

Question 31

Situational Interview

Answer 31

An interviewing technique that relies on candidates sharing responses or intentions about job-related dilemmas or situations proposed to them with respect to the new job.

Question 32

Behavior Description Interview

Answer 32

An interviewing technique that relies on candidates sharing examples of past behaviors related to tasks required for the new job.

Question 33

Realistic Job Preview

RJP

Answer 33

During an employment interview, the presentation of an accurate glimpse of what the job would be like.