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I/O PSYCHOLOGY > CHAPTER 5 > Flashcards

CHAPTER 5 Flashcards

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1
Q

EVALUATING REFERENCES

A

REFERENCE CHECK
REFERENCE
LETTER OF RECOMMENDATION

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2
Q
  • process of confirming the accuracy of resume and job application information
A

REFERENCE CHECK

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3
Q
  • the expression of an opinion either
    orally or through a written checklist, regarding an applicant’s ability, pervious performance, work habits, character, or potential for future success
A

REFERENCE

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4
Q
  • letter expressing an opinion about an applicant’s ability, previous performance, work habits, character, or potential for future success
A

LETTER OF RECOMMENDATION

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5
Q

REASONS FOR USING REFERENCES AND
RECOMMENDATIONS

A
  1. Confirming details on the resume
  2. Checking for discipline problem so as to avoid “negligent hiring”
  3. Discovering new information about the
    applicant
  4. Predicting future performance
    * Leniency
    * Knowledge of the applicant
    * Low reliability
    * Extraneous factors in writing and reading
    letters
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6
Q
  • One of the intelligence measurement categories developed by Peres and Garcia for analyzing the adjectives used in letters of recommendation
A

MENTAL AGILITY

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7
Q
  • if an organization hires an applicant without checking his references and background and he later commits a crime while in employ of the organization
A

NEGLIGENT HIRING

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8
Q
  • a person providing references can be charged with defamation of character
A

FEAR OF RAMIFICATION
* SLANDER if the reference is oral
* LIBEL if it is written

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9
Q
  • they have the right to express their opinion provided they believe what they say is true and has reasonable grounds for this belief
A

CONDITIONAL PRIVILEGE

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10
Q
  • an employer can be guilty of negligent hiring for not contacting references, a former employer also can be guilty of this
A

NEGLIGENT REFERENCE

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11
Q

A. PREDICTING PERFORMANCE USING
APPLICANT KNOWLEDGE

A

JOB KNOWLEDGE TESTS

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12
Q
  • designed to measure how much a person knows about a job Example: Applicants for a bartender position might be asked how to make a martini, and applicants for an HR position might be asked how to conduct
    a job analysis.
A

JOB KNOWLEDGE TESTS

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13
Q

B. PREDICTING PERFORMANCE USING
APPLICANT ABILITY

A
  1. ABILITY TESTS
  2. COGNITIVE ABILITY
  3. PERCEPTUAL ABILITY
  4. PSYCHOMOTOR ABILITY
  5. PHYSICAL ABILITY TESTS
  6. SKILL TEST
  7. PHYSICAL EXAMINATIONS
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14
Q
  • most commonly used in industry (12 minutes
    administration)
A
  • WONDERLIC PERSONNEL TEST
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15
Q
  • consists of vision, color discrimination, depth perception, glare sensitivity, speech and hearing
A

PERCEPTUAL ABILITY

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16
Q
  • finger dexterity, manual dexterity, control precision, multi-limb coordination, response control, reaction time, arm hand steadiness, wrist-finger speed, and speed- of-limb
A

PSYCHOMOTOR ABILITY

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17
Q
  • often used for jobs that require physical strength and stamina
  • measured in one of the two ways
A

PHYSICAL ABILITY TESTS
two ways
(1) Job simulations
(2) Physical agility

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18
Q
  • test that measures an employee’s
    level of some job-related skill
A

SKILL TEST

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19
Q
  • Applicants undergo physical examination to
    determine the physical fitness of the applicant for the job.
A

PHYSICAL EXAMINATIONS

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20
Q

PREDICTING PERFORMANCE USING
APPLICANT SKILL

A

WORK SAMPLES
ASSESSMENT CENTER
LEADERLESS GROUP DISCUSSION
BUSINESS GAMES
IN-BASKET TECHNIQUE
- IN: holds paperwork that must be handled
- OUT: contains completed paperwork
SIMULATIONS
- - role plays and work samples

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21
Q
  • the applicant actual job- related tasks
A

WORK SAMPLES

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22
Q

selection technique characterized by the use of multiple assessment methods that allow assessors to actually observe applicants perform simulated job tasks

A

ASSESSMENT CENTER

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23
Q

-applicants meet in small groups and are given a job-related problem to solve or a job-related issue to discuss

A

LEADERLESS GROUP DISCUSSION

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24
Q
  • exercises allowing applicant to demonstrate attributes like creativity, decision making, and ability to work with others
A

BUSINESS GAMES

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25
Q
  • designed to simulate the types of daily
    information that appear on a manager’s or
    employee’s desk
    IN: holds paperwork that must be handled
    OUT: contains completed paperwork
A

IN-BASKET TECHNIQUE

26
Q
  • backbone of the assessment center because they enable assessors to see an
    applicant ‘in action’
A

SIMULATIONS

27
Q
  • place an applicant in a situation that is similar as possible to one that will be encountered on the job
A

role plays and work samples

28
Q

PREDICTING PERFORMANCE USING
PRIOR EXPERIENCE

A

BIODATA
DERIVATION SAMPLE
HOLD-OUT SAMPLE
FILE APPROACH
QUESTIONNAIRE APPROACH
VERTICAL PERCENTAGE METHOD

29
Q
  • selection method that considers an applicant’s life, school, military, community and
    work experience; best predictor of future
    employee tenure
A

BIODATA

30
Q
  • group of employees who were used in creating the initial weights for a biodata instrument
A

DERIVATION SAMPLE

31
Q
  • group of employees who are not used in creating the initial weights for a biodata instrument but instead are used to double-
    check the accuracy of the initial weights
A

HOLD-OUT SAMPLE

32
Q
  • obtain information from personnel files on employee’s previous employment, education, interests, and demographics
A

FILE APPROACH

33
Q
  • information cannot be obtained from employees who have quit or been fired
A

QUESTIONNAIRE APPROACH

34
Q
  • For scoring biodata in which the percentage of unsuccessful employees responding in a
    particular way is subtracted from the percentage of successful employees responding in the same way
A

VERTICAL PERCENTAGE METHOD

35
Q

PREDICTING PERFORMANCE USING
PERSONALITY, INTEREST, AND CHARACTER

A
  • TESTS OF NORMAL PERSONALITY
  • TEST OF PSYCHOPATHOLOGY (ABNORMAL
    BEHAVIOR)
    *PROJECTIVE TESTS
    *OBJECTIVE TESTS
  • INTEREST INVENTORIES
  • STRONG INTEREST INVENTORY (SII)
  • INTEGRITY TESTS (HONESTY TESTS)
  • POLYGRAPH
  • VOICE STRESS ANALYZER
  • OVERT INTEGRITY TEST
  • PERSONALITY-BASED INTEGRITY TESTS
  • CONDITIONAL REASONING TESTS
  • GRAPHOLOGY
  • VOCATIONAL COUNSELING
36
Q

DRUG TESTING

A
  • ENZYME MULTIPLIED IMMUNOASSAY
    TECHNIQUE (EMIT)
  • RADIOIMMUNOASSAY (RIA)
  • GAS CHROMATOGRAPHY OR MASS
    SPECTROMETRY ANALYSIS
  • THIN-LAYER CHROMATOGRAPHY
  • IMPAIRMENT TESTING
37
Q
  • measure the traits exhibited by normal individuals in everyday life (Ex: extraversion, shyness, assertiveness and friendliness)
A

TESTS OF NORMAL PERSONALITY

38
Q
  • determine whether individuals have serious psychological problems (Ex: depression, bipolar disorder, and schizophrenia)
A

TEST OF PSYCHOPATHOLOGY (ABNORMAL
BEHAVIOR)

39
Q
  • provide the respondent with unstructured tasks such as describing ink blots and drawing
    pictures (Ex: Rorschach ink blot test and
    TAT)
A

PROJECTIVE TESTS

40
Q
  • structured so that the respondent is limited to a few answers that will be scored by standardized keys
A

OBJECTIVE TESTS

41
Q
  • designed to tap vocational interests; useful in vocational counseling; helping people find the careers for which they are best suited
A

INTEREST INVENTORIES

42
Q
  • popular interest inventory used to help people choose careers
A

STRONG INTEREST INVENTORY (SII)

43
Q
  • tell an employer the probability that an applicant would steal money or merchandise; used mostly in the retail area
A

INTEGRITY TESTS (HONESTY TESTS)

44
Q
  • electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions
A

POLYGRAPH

45
Q
  • electronic test to determine honesty by measuring an individual’s voice changes after being asked questions
A

VOICE STRESS ANALYZER

46
Q
  • based on the premise that a person’s attitudes about theft as well as his previous theft behavior will accurately predict his
    future honesty
A

OVERT INTEGRITY TEST

47
Q

general in that they tap a variety of personality
traits thought to be related to a wide range of
counterproductive behavior (Ex: theft,
absenteeism, and violence)

A

PERSONALITY-BASED INTEGRITY TESTS -

48
Q
  • provide test takers with a series of statements and then ask the respondent to select the reason that best justifies or explains each of the statements
A

CONDITIONAL REASONING TESTS

49
Q
  • handwriting analysis
A

GRAPHOLOGY

50
Q
  • process of helping an individual choose and prepare for the most suitable career.
A

VOCATIONAL COUNSELING

51
Q
  • one of the most controversial testing methods
    used by HR professionals
A

DRUG TESTING

52
Q
  • method of drug testing that uses enzymes to detect the presence of drugs in a urine sample
A

ENZYME MULTIPLIED IMMUNOASSAY
TECHNIQUE (EMIT)

53
Q
  • method of drug testing that uses radioactive tagging to determine the presence of drugs in a urine sample.
A

RADIOIMMUNOASSAY (RIA)

54
Q
  • means of analyzing urine samples for the presence of drugs in which the urine sample is vaporized and then bombarded with electrons
A

GAS CHROMATOGRAPHY OR MASS
SPECTROMETRY ANALYSIS

55
Q

method of analyzing urine specimens for drugs that is performed by hand and requires a great deal of analyst skill.

A

THIN-LAYER CHROMATOGRAPHY

56
Q
  • alternative to drug testing where in order to know if an employee is alert enough to work
A

IMPAIRMENT TESTING

57
Q

OPTIMAL EMPLOYEE SELECTION SYSTEMS

A
  • ARE VALID
  • REDUCE THE CHANCE OF A LEGAL
    CHALLENGE
  • ARE COST EFFECTIVE
  • COST PER APPLICANT
  • COST PER QUALIFIED APPLICANT
58
Q

Based on a job analysis
(content validity) and predict work-related
behavior (criterion validity)

A

ARE VALID

59
Q
  • Face valid; don’t invade privacy and don’t intentionally discriminate; minimize adverse impact
A

REDUCE THE CHANCE OF A LEGAL
CHALLENGE -

60
Q
  • Cost to purchase/create, to administer, and to
    score
A

ARE COST EFFECTIVE

61
Q
  • The amount of money spent on a recruitment campaign divided by the number of people that
    subsequently apply for jobs as a result of
    the recruitment campaign.
A

COST PER APPLICANT

62
Q

-The amount of money spent on a
recruitment campaign divided by the
number of qualified people that
subsequently apply for jobs as a result of
the recruitment campaign.

A

COST PER QUALIFIED APPLICANT

I/O PSYCHOLOGY (8 decks)

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