EXAM 1: Chapter 4

Question 1

Reliability

Answer 1

Consistency of a measure. Two types: Test-retest and Equivalent-form. Test-retest is using same measure/test, equivalent form is similar form that is approximately the same results
Internal consistency reliability
Items all correlate with one another within the same test (homogeneity of content)
Inter-rater reliability
Correlation between raters or % agreement

Question 2

Validity

Answer 2

Accuracy of drawing inferences from test scores

Question 3

Construct Validity

Answer 3

A theoretical view of validity: Does the selection test measure what it’s supposed to?
Is there a link between the test and our theoretical construct?
All validation approaches provide evidence for construct validity including convergent and divergent validation approaches

Question 4

Criterion-Related Validity

Answer 4

degree to which test relates to criterion
concurrent validity – how well predicts at same time (college GPA & predictor test)
predictive validity- how well predicts future performance (HS class rank – GPA college)

Question 5

Validity Coefficient

Answer 5

The correlation (r) between a predictor and criterion
r= .6 to .8 Great prediction
r=.3 to .5 Good prediction
r=.1 to .2 Slight prediction, but we might use it anyway!
The square of the correlation is important
r2= how much variance can we account for by using the predictor

Question 6

Content Validity

Answer 6

Representativeness: Assessed by Subject Matter Experts

Question 7

Face Validity

Answer 7

Representativeness: Assessed by Test Takers

Question 8

Personnel Selection Methods

Answer 8

Personnel are selected through a variety of tests including interviews

Question 9

Psychological Tests and Inventories

Answer 9

• intelligence tests, cognitive ability tests: measure general intelligence
• perceptual ability tests:
• psychomotor ability:
• mechanical aptitude test: which mechanical principle is suggested by a test item
• personality inventories: persons personality
• integrity tests: assess honesty and character
• conditional reasoning test
• physical abilities testing: strength and stamina
• situational judgment tests: gives situation and person has to make decision(s) sometimes ordered

Question 10

Personality Inventory based on Big 5

Answer 10

Neuroticism - stability vs. instability
Extraversion - tendency to be social, energetic, outgoing
Openness to Experience - disposition to be curious
Agreeableness - disposition to be cooperative
Conscientiousness - disposition to be purposeful

Question 11

Predicting Performance using Prior Experience

Answer 11

application blanks, resumes, cover letters, interviews, reference checks, biodata

Question 12

Structured Interview

Answer 12

Reliable, Valid, Not as prone to legal challenge Because they: Are based on a job analysis, Ask the same questions of each applicant, and Have a standardized scoring procedure

Question 13

Unstructured Interview

Answer 13

Unreliable, Not valid, and Legally problematic Because they: Are not job related, Rely on intuition, “amateur psychology,” and talk show methods, Suffer from common rating problems: Primacy, Contrast, Similarity, Range restriction (e.g., leniency, strictness, central tendency)

Question 14

Model of Interview

Answer 14

Pre-Interview, Interview, Post-interview

Question 15

Pre-interview

Answer 15

Applications, Resume, Cover letters, Letters of Recommendation, social media
info of job
Forms pre-interview impression

Question 16

Interview

Answer 16

Face-to-Face conducted by interviewer.
Interviewer’s perception of you and processing of information
Interviewee’s perception of Interviewer’s perception affects interviewee’s performance and behavior

Question 17

Post-Interview

Answer 17

Decision is made on whether interviewee passed or failed and hiring decision

Question 18

Predicting Performance Using Applicant Skill

Answer 18

• Work Samples
• Situational Exercises
• Assessment Centers

Question 19

Assessment Centers

Answer 19

group oriented, standardized set of activities used to assess managerial skills
Costs a lot, but its fair, and predicts “who will get ahead”

Question 20

Situation Exercies

Answer 20

Given a situation and they have to describe what they would do in it

Question 21

Drug Testing

Answer 21

tests for illegal use of drugs (contraversial)

Question 22

Controversial testing

Answer 22

Drug testing, graphology (study of writing), and lie detector test (polygraph)

Question 23

Testing on Internet

Answer 23

is more easy to collect data. Not necessarily as reliable. Differences from internet testing environments than pen and paper

Question 24

Value of Testing

Answer 24

makes selection of candidates easier, weeds out people who don’t meet qualifications

Question 25

Four standards to evaluate predictors

Answer 25

Validity, Fairness, Cost, and Applicability.