Chapter 6

Question 1

Employment test

Answer 1

Devices that assess the probable match between applicants and job requirements

Question 2

Reliability (in employment tests)

Answer 2

Ability to yield consistent results over repeated measures

Question 3

Validity (in employment tests)

Answer 3

An attribute of a selection device that indicates its accuracy and relationship to job-relevant criteria

Question 4

Differential validity

Answer 4

Test validation process aimed at discovering the validity of a test for various subgroups (e.g. females, members of visible minorities)

Question 5

Validity generalization

Answer 5

Using validity evidence accumulates for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired

Question 6

Personality tests

Answer 6

Questionnaires designed to reveal aspects of an individual’s character or temperament

Question 7

Big 5 personality factors

Answer 7

CANOE:
Conscientiousness
Agreeableness
Neuroticism/emotional stability
Openness to experience
Extraversion

Question 8

5 types of employment tests

Answer 8

Personality
Ability
Knowledge
Performance (incl. situational judgment)
Integrity

Question 9

Ability test

Answer 9

Test that assesses an applicant’s capacity or aptitude to function in a certain way

Question 10

Knowledge tests

Answer 10

Measure a person’s information or knowledge

Question 11

Performance tests

Answer 11

Measure the ability of job applicants to perform specific components of the job for which they are to be hired

Question 12

Situational judgment test

Answer 12

Places an applicant in hypothetical scenarios and asks them how they would respond from a list of alternatives

Question 13

Realistic job preview (RJP)

Answer 13

Showing the candidate the type of work, equipment and working conditions involved in the job before the hiring decision is final

Question 14

Contingent assessment

Answer 14

Additional condition of a job offer. Could include driving record, background check, medical evaluation, drug test.

Question 15

3 approaches to test results in hiring decision

Answer 15

1) subjective (based on what decision maker thinks is right)
2) multiple cut-off (min score in each area)
3) compensatory (one area makes up for another)

Question 16

5 stages of an interview

Answer 16

Interviewer preparation
Creation of rapport
Information exchange
Termination of interview
Evaluation of candidate

Question 17

Predictive validity

Answer 17

Test applicants; after hired, measure performance; compare to test score

Question 18

Concurrent validity

Answer 18

Test present employees and correlate scores with measures of their performance

Question 19

Content validity

Answer 19

Assumed to exist when test contains adequate/representative sample of items from what test is trying to measure (e.g. vocabulary test/dictionary)

Question 20

Construct validity

Answer 20

Established by showing that the test measures the construct and only the construct under consideration