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Staffing > Chap-8 terms > Flashcards

Chap-8 terms Flashcards

1
Q

Data analytics?

A

process of using data and analytical systems to arrive at optimal decisions, including statistical analyses of data

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2
Q

Measurement?

A

process of assigning numbers according to some rule of convention to aspects of people, jobs, job success, or aspects of the staffing system

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3
Q

Data?

A

numerical outcomes of measurement

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4
Q

Predictive data?

A

information about measures used to make projections about outcomes

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5
Q

Criterion data?

A

information about important outcomes of the staffing process

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6
Q

Nominal measurement?

A

measurement in which numbers are assigned to discrete labels or categories

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7
Q

Ordinal measurement?

A

measurement in which attributes are ranked by assigning numbers in ascending or descending order

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8
Q

Interval measurement?

A

measurement in which the distance between scores on an attribute has meaning

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9
Q

Ratio measurement?

A

measurement i which the distance between the scores has meaning; it includes a true and meaningful zero point

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10
Q

Raw scores?

A

unadjusted scores on a measure

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11
Q

Criterion-referenced measures?

A

measures in which the scores have meaning in and of themselves

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12
Q

Norm-referenced measures?

A

measures in which the scores have meaning only when compared to the scores of others

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13
Q

Normal curve?

A

curve representing the bell-shaped symmetrical distribution of some factor

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14
Q

Normal distribution?

A

distribution of scores under the normal curve

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15
Q

Percentile score?

A

raw score that has been converted into an expression of the percentage of people who score at or below that score

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16
Q

Central tendency?

A

midpoint, or center of the data

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17
Q

Mean?

A

measure of central tendency reflecting the average score

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18
Q

Median?

A

middle score, or the point below which 50% of the scores fall

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19
Q

Mode?

A

most commonly observed score

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20
Q

Variability?

A

measure that describes the “spread” of the data around the midpoint

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21
Q

Range?

A

difference between the highest and lowest observed score

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22
Q

Outlier?

A

score that is much higher or lower than most of the scores in a distribution

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23
Q

Variance?

A

mathematical measure of the spread based on squared deviations of scores from the mean

24
Q

Standard deviation?

A

positive square root of the variance; it is conceptually similar to the average distance from the mean of a set of scores

25
Standard scores?
converted raw scores that indicate where a person's score lies in comparison to a referent group
26
Correlation?
strength of a linear relationship between two variables
27
Correlation coefficient?
single number that ranges from -1 to +1; it reflects the direction (positive or negative) and magnitude (the strength) of the relationship between two variables
28
Scatter plot?
graphical illustration of the relationship between two variables
29
Predictor variable?
variable used to predict the value of an outcome
30
Sampling error?
variability of sample correlations due to chance
31
Statistical significance?
degree to which the observed relationship is not likely due to sampling error
32
Practical significance?
observed relationship that is large enough to be of value in a practical sense
33
Multiple regression?
statistical technique that predicts an outcome using one or more predictor variables; it identifies the ideal weights to assign each predictor so as to maximize the validity of a set of predictors; the analysis is based on each predictor's correlation with the outcome and the degree to which the predictors are themselves intercorrelated
34
Reliability?
how dependably, or consistently, a measure assesses a particular characteristic
35
Random error?
error that is not due to any consistent cause
36
Systematic errors?
error that occurs because of consistent and predictable factors
37
Deficiency error?
occurs when you fail to measure important aspects of the attribute you would like to measure
38
Contamination error?
occurs when other factors unrelated to whatever is being assessed affect the observed scores
39
Test-retest reliability?
reflects the repeatability of scores over time and the stability of the underlying construct being measured
40
Alternate or parallel form reliability?
indicates how consistent scores are likely to be if a person completes two or more forms of the same measure
41
Internal consistency reliability?
indicates the extent to which items on a given measure assess the same construct
42
Inter-rater reliability?
indicates how consistent scores are likely to be if the responses are scored by two or more raters using the same item, scale, or instrument
43
Standard error of measurement (SEM)?
margin of error that you should expect in an individual score because of the imperfect reliability of the measure
44
Validity?
how well a measure assesses a given construct and the degree to which you can make specific conclusions or predictions based on observed scores
45
Face validity?
subjective assessment of how well items seem to be related to the requirements of the job
46
Validation?
cumulative and ongoing process of establishing the job relatedness of a measure
47
Content-related validation?
process of demonstrating that the content of a measure assesses important job-related behaviors
48
Construct-related validation?
process of demonstration the a measure assesses the construct, or characteristic, it claims to measure
49
Criterion-related validation?
process of demonstrating that there is a statistical relationship between scores from a measure (the predictor) and the criterion (the outcome)
50
Validity Coefficient?
number between zero and +1 that indicates the magnitude of the relationship between a predictor (such as test scores) and the criterion (such as a measure of actual job success)
51
Validity generalization?
degree to which evidence of validity obtained in one situation can be generalized to another situation without further study
52
Selection errors?
not hiring someone who would've been successful at the job or hiring someone who isn't successful at the job
53
Whole-person approach?
practice of using a variety of measures and procedures to more fully assess people
54
Standardization?
consistent administration and use of a measure
55
Objectivity?
amount of judgment or bias involved in scoring an assessment measure
56
Selection ratio?
number of people hired divided by the amount of applicants
57
Base rate?
percent of employees who are defined as currently successful performers

Staffing (12 decks)

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