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MGMT 410 > Chapter 8 > Flashcards

Chapter 8 Flashcards

1
Q

the process of using data and analytical systems to arrive at optimal decisions, including statistical analyses of data.

A

Data Analytics

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2
Q

the process of assigning numbers according to some rule or convention to aspects of people, jobs, job success, or aspects of the staffing system.

A

Measurement

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3
Q

the numerical outcomes of measurement.

A

Data

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4
Q

information about measures used to make projections about outcomes.

A

Predictive Data

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5
Q

information about important outcomes of the staffing process.

A

Criterion Data

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6
Q

a measurement in which numbers are assigned to discrete labels or categories.

A

Nominal Measurement

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7
Q

a measurement in which attributes are ranked by assigning numbers in ascending or descending order.

A

Ordinal Measurement

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8
Q

a measurement in which the distance between scores on an attribute has meaning.

A

Interval Measurement

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9
Q

a measurement in which the distance between scores has meaning; it includes a true and meaningful zero point.

A

Ratio Measurement

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10
Q

the unadjusted scores on a measure.

A

Raw Scores

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11
Q

measures in which the scores have meaning in and of themselves.

A

Criterion Referenced Measures

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12
Q

measures in which the scores have meaning only when compared to the scores of others.

A

Norm Referenced Measures

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13
Q

a curve representing the bell-shaped symmetrical distribution of some factor.

A

Normal Curve

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14
Q

the distribution of scores under the normal curve.

A

Normal Distribution

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15
Q

a raw score that has been converted into an expression of the percentage of people who score at or below that score.

A

Percentile Score

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16
Q

the midpoint, or center, of the data.

A

Central Tendency

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17
Q

a measure of central tendency reflecting the average score.

A

Mean

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18
Q

the middle score, or the point below which 50% of the scores fall.

A

Median

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19
Q

the most commonly observed score.

A

Mode

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20
Q

a measure that describes the “spread” of the data around the midpoint.

A

Variability

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21
Q

the difference between the highest and lowest observed score.

A

Range

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22
Q

a score that is much higher or lower than most of the scores in a distribution.

A

Outlier

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23
Q

a mathematical measure of the spread based on squared deviations of scores from the mean.

A

Varience

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24
Q

the positive square root of the variance; it is conceptually similar to the average distance from the mean of a set scores.

A

Standard Deviation

25
Q

converted raw scores that indicate where a person’s score lies in comparison to a referent group.

A

Standard Scores

26
Q

a standard score that indicates the distance of a score from the mean in standard deviation units.

A

Z-Score

27
Q

the strength of linear relationship between two variables.

A

Correlation

28
Q

a single number ranges from -1 to +1; it reflects the direction and magnitude of the relationship between two variables.

A

Correlation Coefficient

29
Q

graphical illustration of the relationship between two variables.

A

Scatter Plot

30
Q

a variable used to predict the value of an outcome.

A

Predictor Variable

31
Q

the variability of sample correlations due to chance.

A

Sampling Error

32
Q

the degree to which the observed relationship is not likely due to sampling error.

A

Statistical Significance

33
Q

an observed relationship that is large enough to be of value in a practical sense.

A

Practical Significance

34
Q

a statistical technique that predicts an outcomes using one or more predictor variables; it identifies the ideal weights to assign each predictor so as to maximize the validity of a set of predictors; the analysis is based on each predictor’s correlation with the outcome and the degree to which the predictors are themselves intercorrelated.

A

Multiple Regression

35
Q

how dependability, or consistently a measure assesses a particular characteristic.

A

Reliability

36
Q

error that is not due to any consistent cause.

A

Random Error

37
Q

error that occurs because of consistent and predictable factors.

A

Systematic Errors

38
Q

occurs when you fail to measure important aspects of the attribute you would like to measure.

A

Deficiency Error

39
Q

occurs when other factors unrelated to whatever is being assessed affect the observed scores.

A

Contamination Error

40
Q

reflects the repeatability of scores over time and the stability of the underlying construct being measured.

A

Test Retest Reliability

41
Q

indicates how consistent scores are likely to be if a person completes two or more forms of the same measure.

A

Alternate or Parallel Form Reliability

42
Q

indicates how consistent scores are likely to be if the responses are scored by two or more raters using the same item, scale, or instrument.

A

Internal Consistency Reliability

43
Q

indicates how consistent scores are likely to be if the responses are scored by two or more raters using the same item, scale, or instrument.

A

Inter-Rater Reliability

44
Q

the margin of error that you should expect in an individual score because of the imperfect reliability of the measure.

A

Standard Error of Measurements

45
Q

how well a measure assess a given construct and the degree to which you can make specific conclusions or predictions based on observed scores.

A

Validity

46
Q

a subjective assessment of how well items seem to be related to the requirements of the job.

A

Face Validity

47
Q

the cumulative and ongoing process of establishing the job relatedness of a measure.

A

Validation

48
Q

the process of demonstrating that the content of a measure assesses important job related behaviors.

A

Content-Related Validation

49
Q

the process of demonstrating that the content of a measure assesses important job related behaviors.

A

Construct-Related Validation

50
Q

the process of demonstrating that there is a statistical relationship between scores from a measure and the criterion.

A

Criterion-Related Validation

51
Q

a number between 0 and +1 that indicates the magnitude of the relationship between a predictor and the criterion.

A

Validity Coefficient

52
Q

the degree to which evidence of validity obtained in one situation can be generalized to another situation without further study.

A

Validity Generalization

53
Q

not hiring someone who would have been successful at the job or hiring someone who is not successful at the job.

A

Selection Errors

54
Q

the practice of using a variety of measures and procedures to more fully assess people.

A

Whole Person Approach

55
Q

the consistent administration and use of a measure.

A

Standardization

56
Q

the amount of judgement or bias involved in scoring an assessment measure.

A

Objectivity

57
Q

the number of people hired divided by the number of applicants.

A

Selection Ratio

58
Q

the percent of employees who are defined as currently successful performers.

A

Base Rate

MGMT 410 (12 decks)

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