Chapter 4 Flashcards
Psychometric
Measurement of the properties of the mind (reliability and validity)
Predictor
Any variable used to forecast a criterion
Reliability
Consistency of a measure (measuring device)
Test-retest reliability
Reveals the stability of test scores through repeated applications of the test
Coefficient of stability
Correlation of two sets of scores through evaluation of the same group at two different times
Reliable coefficient of stability
The higher the coefficient, the better
Equivalent-form reliability
Reveals the equivalence of tests scores between two versions of the test
Coefficient of equivalence
Two scores per person though two versions of a test
Internal-consistency reliability
Reveals homogenous (item content is similar) of the items in a test
Split-half reliability
Division of the items into odd and even numbered items and each person receives two scores for each half and then each are correlated; longer tests = greater reliability
Cronbach’s alpha/Kuder-Richardson 20 (KR20)
Mini tests; if the test are homogenous it will have a high internal consistency reliability coefficient; if heterogenous (items covered a wide variety of concepts) it is not internally consistent, coefficient will be low
Inter-rater reliability (conspect reliability)
Reveals the degree of agreement among the assessments of 2+ raters i.e. multiple raters analyzing a job or multiple interviewers evaluating job candidates
Validity
Stability of measurement (accuracy; drawing inferences from tests)
Validation
Empirical process of determining the degree test scores are statistically related to criterion scores
“To validate”
Establish the degree it predicts 1+ criteria
Valid
Accuracy
Continuum of validity
Decision about a tests manifestation of validity to be put into use
Construct
Theoretical concept (abstract ideas) proposed to explain behavior i.e. intelligence, motivation, mechanical comprehension, and leadership
Construct validity
The need for actual measure of proposed construct i.e. paper and pencil test for intelligence; the degree of accuracy of a measure of construct
Convergent validity coefficient
High correlation between scores from new test of intelligence and the existing measures of intelligence; reflect degree the scores
Divergent validity coefficients
Low correlations; reflect the degree which scores diverge from each other in assessing unrelated concepts
Criterion-related validity
Degree which a test forecasts a criterion
Concurrent criterion-related validity
How a predictor can forecast a criterion at the same time i.e. student’s GPA based on test score, give predictor test (if valid = high correlation)
Predictive criterion-related validity
Collection of predictor info and use it for forecasting future criterion-related validity
Validity coefficient
Statistic index (correlation coefficient) that reveals the degree of association between two variables
Content validity
Degree which subject matter experts agree items in a test represent a sample of the knowledge the test claims to measure
Face validity
Appearance that items in a test are appropriate for the intended use of the test by the individuals who take it
Inventory
Assessment method where the responses to questions are recorded and interpreted but not evaluated in terms of correctness
Psychological testing
Family of tests/inventories
Speed test
A test that has a precise time limit; a person’s score is the number of items attempted in the time period
Power test
Test with no precise time limit; a person’s score on the test is the number of items answered correctly
Individual test
Test administrated to one individual test taker at a time
Group test
Test administrated to more than one test taker at a time
Paper-and-pencil test
Assessment method which responses to questions are recorded using pencil and paper
Performance test
Test that requires the test taker to exhibit physical skill in the manipulation of objects i.e. typing test
Mental measurements yearbooks (MMY)
Reference books in psychology that provide reviews/critiques of published tests in the public domain
“g” symbol
General mental ability
Big 5 personality theory
Defines personality in five major factors: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness
Neuroticism
Stability vs. instability
Extraversion
Tendency to be outgoing
Openness to experience
Disposition to be curious
Agreeableness
Disposition to be cooperative
Conscientiousness
Disposition to be purposeful
Faking
Behavior of job applicants to fake responses to personality inventories to create favorable impression
Integrity test
Assesses a candidate’s honesty or character
Static strength
Ability to use muscle to lift, push, or pull items
Explosive strength
Ability to use short bursts of muscle force to propel an object
Gross body coordination
Ability to coordinate movement of legs, arms, and torso
Stamina
Ability of the lungs and circulatory systems
Situational judgement test
Describes a problem to test taker and requires test taker to rate various possible solutions in terms of applicability
Computerized adaptive testing (CAT)
Assessment using a computer which questions have been pre calibrated in terms of difficultly and examinee’s response i.e. right or wrong to one question determines selection of next question
Unstructured interview
Questions are different for all candidates
Structured interview
Questions are consistent for all candidates
Situational interview
Candidates are presented with a problem and asked how they would respond
Experience-based question
“Think about a time…”
Situational-based question
“Suppose you were working…”
Illusion of validity
Confidence in highly fallible interview judgements (we are not good judges of people, but we think we are)
Work Samples
Personnel selection test which the candidate demonstrates proficiency on a task representative of the work performed in the job
Situational excercise
Assessment which examinees are presented with a problem and asked how they would respond
Assessment center
Technique for assessing job candidates in a specific location using a series of structured, group-oriented exercises evaluated by raters
Assessment center characteristics
1) Individuals selected are usually management-level personnel the company wants to evaluate for possible selection, promotion, or training
2) Evaluated in groups 10-20
3) Several raters do the evaluation
4) Assessors evaluate the assesses on numerous performance dimensions judged relevant for managerial jobs
5) Variety of performance appraisal methods or exercises are used
Biographical info
Method of assessing individuals on info pertaining to past activities, interests, and behaviors
Drug testing
Assessment based on analysis of urine used to detect illicit drug use by candidate
Polygraph
Instrument that assesses response of individual’s central nervous system (heart rate, breathing, perspiration, etc.) indicates false responses to question
Graphology
Assessment in which characteristics of a person’s handwriting are evaluated and interpreted
Emotional intelligence
Construct reflecting a person’s capacity to manage emotional responses in social situations
Evaluation of predictors
1) Validity: ability of the predictor to forecast criterion performance accurately
2) Fairness: ability of the predictor to render unbiased predictions of job success across applicants in various subgroups i.e. gender, race, age
3) Applicability: selection method can be applied across a full range of jobs
4) Cost: overall value
Personal attributes
Affected by exposure to work-related settings and activities
Perceived outcome of experience
Attach to our experiences, the perceived changes in our attributes we derive from them
Aspects of experience judged relevant and important
Determined from perspective of evaluation of the experience
