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Industrial/Organizational Psychology > CHAPTER 6: EVALUATING SELECTION TECHNIQUES AND DESCISIONS > Flashcards

CHAPTER 6: EVALUATING SELECTION TECHNIQUES AND DESCISIONS Flashcards

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1
Q

The extent to which a score from a test or from an evaluation is consistent and free from error.

A

Reliability

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2
Q

The extent to which repeated administration of the same test will achieve similar results.

A

Test-retest reliability

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3
Q

The consistency of test scores across time.

A

Temporal stability

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4
Q

The extent to which two forms of the same test are similar.

A

Alternate-forms reliability

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5
Q

A method of controlling for order effects by giving half of a sample Test A first, followed by Test B, and giving the other half of the sample Test B first, followed by Test A.

A

Counterbalancing

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6
Q

The extent to which the scores on two forms of a test are similar.

A

Form stability

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7
Q

The extent to which responses to the same test items are consistent.

A

Item stability

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8
Q

The extent to which test items measure the same construct.

A

Item homogeneity

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9
Q

A statistic used to determine internal reliability of tests that use items with dichotomous answers (yes/no, true/false).

A

Kuder-Richardson Formula 20 (K-R 20)

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10
Q

A form of internal reliability in which the consistency of item responses is determined by comparing scores on half of the items with scores on the other half of the items.

A

Split-half method

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11
Q

Used to correct reliability coefficients resulting from the split-half method.

A

Spearman-Brown prophecy formula

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12
Q

A statistic used to determine internal reliability of tests that use interval or ratio scales.

A

Coefficient alpha

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13
Q

The extent to which two people scoring a test agree on the test score, or the extent to which a test is scored correctly.

A

Scorer reliability

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14
Q

The degree to which inferences from test scores are justified by the evidence.

A

Validity

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15
Q

The extent to which tests or test items sample the content that they are supposed to measure.

A

content validity

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16
Q

The extent to which a test score is related to some measure of job performance.

A

Criterion validity

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17
Q

A measure of job performance, such as attendance, productivity, or a supervisor rating.

A

Criterion

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18
Q

A form of criterion validity that correlates test scores with measures of job performance for employees currently working for an organization

A

Concurrent validity

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19
Q

A form of criterion validity in which test scores of applicants are compared at a later date with a measure of job performance.

A

Predictive validity

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20
Q

A narrow range of performance scores that makes it difficult to obtain a significant validity coefficient.

A

Restricted range

21
Q

The extent to which inferences from test scores from one organization can be applied to another organization.

A

Validity generalization (VG)

22
Q

A form of validity generalization in which validity is inferred on the basis of a match between job components and tests previously found valid for those job components.

A

Synthetic validity

23
Q

The extent to which a test actually measures the construct that it purports to measure.

A

Construct validity

24
Q

A form of validity in which test scores from two contrasting groups “known” to differ on a construct are compared.

A

Known-group validity

25
Q

The extent to which a test appears to be valid.

A

Face validity

26
Q

Statements, such as those used in astrological forecasts, that are so general that they can be true of almost anyone.

A

Barnum statements

27
Q

A book containing information about the reliability and validity of various psychological tests.

A

Mental Measurements Yearbook (MMY)

28
Q

A type of test taken on a computer in which the computer adapts the difficulty level of questions asked to the test taker’s success in answering previous questions.

A

Computer-adaptive testing (CAT)

29
Q

A series of tables based on the selection ratio, base rate, and test validity that yield information about the percentage of future employees who will be successful if a particular test is used.

A

Taylor-Russell tables

30
Q

The percentage of applicants an organization hires.

A

Selection ratio

31
Q

Percentage of current employees who are considered successful.

A

Base rate

32
Q

A utility method that compares the percentage of times a selection decision was accurate with the percentage of successful employees.

A

Proportion of correct decisions

33
Q

Tables that use thebase rate, test validity, andapplicant percentileona test todeterminetheprobability of future success for that applicant.

A

Lawshe tables

34
Q

Method of as certaining the extent to which an organization will benefit from the use of a particular selection system.

A

Utility formula

35
Q

The length of time an employee has been with an organization.

A

Tenure

36
Q

Group differences in test scores that are unrelated to the construct being measured.

A

Measurement bias

37
Q

An employment practice that results in members of a protected class being negatively affected at a higher rate than members of the majority class. Adverse impact is usually determined by the fourfifths rule.

A

Adverse impact

38
Q

A situation in which the predicted level of job success falsely favors one group over another.

A

Predictive bias

39
Q

The characteristic of a test that significantly predicts a criterion for one class of people but not for another.

A

Single-group validity

40
Q

The characteristic of a test that significantly predicts a criterion for two groups, such as both minorities and nonminorities, but predicts significantly better for one of the two groups.

A

Differential validity

41
Q

A statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test score predicts the criterion.

A

Multiple regression

42
Q

Selecting applicants in straight rank order of their test scores.

A

Top-down selection

43
Q

A method of making selection decisions in which a high score on one test can compensate for a low score on another test. For example, a high GPA might compensate for a low GRE score.

A

Compensatory approach

44
Q

A variation on top-down selection in which the names of the top three applicants are given to a hiring authority who can then select any of the three.

A

Rule of three

45
Q

The minimum test score that an applicant must achieve to be considered for hire.

A

Passing score

46
Q

A selection strategy in which applicants must meet or exceed the passing score on more than one selection test.

A

Multiple-cutoff approach

47
Q

Selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test.

A

Multiple-hurdle approach

48
Q

A statistical technique based on the standard error of measurement that allows similar test scores to be grouped.

A

Banding

49
Q

The number of points that a test score could be off due to test unreliability.

A

Standard error of measurement (SEM

Industrial/Organizational Psychology (15 decks)

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