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I/O Psychology > Chapter 4 > Flashcards

Chapter 4 Flashcards

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0
Q

Psychometric

A

Measurement of the properties of the mind (reliability and validity)

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1
Q

Predictor

A

Any variable used to forecast a criterion

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2
Q

Reliability

A

Consistency of a measure (measuring device)

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3
Q

Test-retest reliability

A

Reveals the stability of test scores through repeated applications of the test

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4
Q

Coefficient of stability

A

Correlation of two sets of scores through evaluation of the same group at two different times

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5
Q

Reliable coefficient of stability

A

The higher the coefficient, the better

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6
Q

Equivalent-form reliability

A

Reveals the equivalence of tests scores between two versions of the test

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7
Q

Coefficient of equivalence

A

Two scores per person though two versions of a test

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8
Q

Internal-consistency reliability

A

Reveals homogenous (item content is similar) of the items in a test

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9
Q

Split-half reliability

A

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

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10
Q

Cronbach’s alpha/Kuder-Richardson 20 (KR20)

A

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

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11
Q

Inter-rater reliability (conspect reliability)

A

Reveals the degree of agreement among the assessments of 2+ raters i.e. multiple raters analyzing a job or multiple interviewers evaluating job candidates

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12
Q

Validity

A

Stability of measurement (accuracy; drawing inferences from tests)

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13
Q

Validation

A

Empirical process of determining the degree test scores are statistically related to criterion scores

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14
Q

“To validate”

A

Establish the degree it predicts 1+ criteria

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15
Q

Valid

A

Accuracy

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16
Q

Continuum of validity

A

Decision about a tests manifestation of validity to be put into use

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17
Q

Construct

A

Theoretical concept (abstract ideas) proposed to explain behavior i.e. intelligence, motivation, mechanical comprehension, and leadership

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18
Q

Construct validity

A

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

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19
Q

Convergent validity coefficient

A

High correlation between scores from new test of intelligence and the existing measures of intelligence; reflect degree the scores

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20
Q

Divergent validity coefficients

A

Low correlations; reflect the degree which scores diverge from each other in assessing unrelated concepts

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21
Q

Criterion-related validity

A

Degree which a test forecasts a criterion

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22
Q

Concurrent criterion-related validity

A

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)

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23
Q

Predictive criterion-related validity

A

Collection of predictor info and use it for forecasting future criterion-related validity

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24
Q

Validity coefficient

A

Statistic index (correlation coefficient) that reveals the degree of association between two variables

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25
Q

Content validity

A

Degree which subject matter experts agree items in a test represent a sample of the knowledge the test claims to measure

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26
Q

Face validity

A

Appearance that items in a test are appropriate for the intended use of the test by the individuals who take it

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27
Q

Inventory

A

Assessment method where the responses to questions are recorded and interpreted but not evaluated in terms of correctness

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28
Q

Psychological testing

A

Family of tests/inventories

29
Q

Speed test

A

A test that has a precise time limit; a person’s score is the number of items attempted in the time period

30
Q

Power test

A

Test with no precise time limit; a person’s score on the test is the number of items answered correctly

31
Q

Individual test

A

Test administrated to one individual test taker at a time

32
Q

Group test

A

Test administrated to more than one test taker at a time

33
Q

Paper-and-pencil test

A

Assessment method which responses to questions are recorded using pencil and paper

34
Q

Performance test

A

Test that requires the test taker to exhibit physical skill in the manipulation of objects i.e. typing test

35
Q

Mental measurements yearbooks (MMY)

A

Reference books in psychology that provide reviews/critiques of published tests in the public domain

36
Q

“g” symbol

A

General mental ability

37
Q

Big 5 personality theory

A

Defines personality in five major factors: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness

38
Q

Neuroticism

A

Stability vs. instability

39
Q

Extraversion

A

Tendency to be outgoing

40
Q

Openness to experience

A

Disposition to be curious

41
Q

Agreeableness

A

Disposition to be cooperative

42
Q

Conscientiousness

A

Disposition to be purposeful

43
Q

Faking

A

Behavior of job applicants to fake responses to personality inventories to create favorable impression

44
Q

Integrity test

A

Assesses a candidate’s honesty or character

45
Q

Static strength

A

Ability to use muscle to lift, push, or pull items

46
Q

Explosive strength

A

Ability to use short bursts of muscle force to propel an object

47
Q

Gross body coordination

A

Ability to coordinate movement of legs, arms, and torso

48
Q

Stamina

A

Ability of the lungs and circulatory systems

49
Q

Situational judgement test

A

Describes a problem to test taker and requires test taker to rate various possible solutions in terms of applicability

50
Q

Computerized adaptive testing (CAT)

A

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

51
Q

Unstructured interview

A

Questions are different for all candidates

52
Q

Structured interview

A

Questions are consistent for all candidates

53
Q

Situational interview

A

Candidates are presented with a problem and asked how they would respond

54
Q

Experience-based question

A

“Think about a time…”

55
Q

Situational-based question

A

“Suppose you were working…”

56
Q

Illusion of validity

A

Confidence in highly fallible interview judgements (we are not good judges of people, but we think we are)

57
Q

Work Samples

A

Personnel selection test which the candidate demonstrates proficiency on a task representative of the work performed in the job

58
Q

Situational excercise

A

Assessment which examinees are presented with a problem and asked how they would respond

59
Q

Assessment center

A

Technique for assessing job candidates in a specific location using a series of structured, group-oriented exercises evaluated by raters

60
Q

Assessment center characteristics

A

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

61
Q

Biographical info

A

Method of assessing individuals on info pertaining to past activities, interests, and behaviors

62
Q

Drug testing

A

Assessment based on analysis of urine used to detect illicit drug use by candidate

63
Q

Polygraph

A

Instrument that assesses response of individual’s central nervous system (heart rate, breathing, perspiration, etc.) indicates false responses to question

64
Q

Graphology

A

Assessment in which characteristics of a person’s handwriting are evaluated and interpreted

65
Q

Emotional intelligence

A

Construct reflecting a person’s capacity to manage emotional responses in social situations

66
Q

Evaluation of predictors

A

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

67
Q

Personal attributes

A

Affected by exposure to work-related settings and activities

68
Q

Perceived outcome of experience

A

Attach to our experiences, the perceived changes in our attributes we derive from them

69
Q

Aspects of experience judged relevant and important

A

Determined from perspective of evaluation of the experience

I/O Psychology (6 decks)

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