Exam 2 Flashcards
Any variable used to predict a criterion/outcome
Predictor
2 Criteria for Predictor Quality
Reliability (AKA CONSISTENCY) and Validity (AKA ACCURACY)
Good predictors are…
…BOTH reliable AND valid!
Same test, same people, 2 separate times. (simplest method, correlate scores of both test times for each person then a high r equals high test-retest reliability)
Test-Retest Reliability
Same people, 2 separate tests getting at the same construct. (very difficult, least popular method, correlate scores, high r = high reliability)
Equivalent-Form Reliability
1 test that is later broken into smaller tests. (tests homogeneity or heterogeneity of test)
Internal-Consistency Reliability
2 Ways to test Internal-Consistency Reliability?
1) Split Half
2) Cronbach’s Alpha or Kuder-Richardson 20
1 Test rated by 2 or more researchers. (objective and subjective, r equals agreement/consistency among ratings)
Inter-Rater Reliability
Test measures the intended construct. (compare test to pre-existing tests of a construct) (convergent vs. divergent)
Construct Validity
Predictor relates to criterion/construct. There are 2 types. Concurrent (Measures relationship of predictor and criterion at same time) Predictive (Relationship of predictor and criterion in the future) [Ex: ACT scores and college GPA]
Criterion-Related Validity
Test adequately covers the intended construct. (from opinion of SMEs, no r coefficient so has minimal rigor)
Content Validity
Test appears to cover the intended construct. (from opinion of test takers, no r coefficient so has minimal rigor)
Face Validity
Test (answers are right or wrong)
Inventory (no right or wrong answers)
Test vs. Inventory
Speed (easy items with short time limit)
Power (difficult items with no/long time limit)
Speed vs. Power
Variable representing general intelligence.
g
Candidate is asked to perform a representative sample of the work done on the job. (ex: drafting blueprint, driving forklift)
Work Sample
White collar counterpart of work samples. Present applicants with only a description of the work problem and require them to describe how they would deal with it.
Situational Exercise
All answers are plausible, only 1 is appropriate in the given situation. (Commonly used = In-Basket Test and Leaderless Group Discussion)
Situational Judgement Test
Most commonly used and least valid of all predictors. Not accurate forecaster of job performance. Restricted range. Primarily positive.
Letters of Recommendation
Typically based on urine sample. Controversial. Has been proved though, drug users were absent or fired more often than non-drug users. Best used when danger to others or self is present.
Drug Testing
Used in government agencies. Not foolproof.
Polygraph
Used in other countries. Predictive of affective states. (Ex: stress)
Graphology
Ability to manage emotional responses in social situations. Scientific status still unknown.
Emotional Intelligence
Title 7 pertains to employment. The goal is to ensure fairness in all personnel functions and methods for making personnel decisions.
1964 Civil Rights Act
The goal is to provide reasonable accommodation in being evaluated for employment and in the conduct of jobs.
1990 American Disabilities Act
Undue Hardship
Difficulty or expense to the employer in providing accommodation for someone disabled.
Race, Sex, Religion, Color, National Origin, Age 40 plus, Disabilities
Protected Groups under the Civil Rights Act
2 Types of Discrimination
Adverse Impact and Disparate Treatment
Subgroups treated equally during the hiring process, but the outcome of the selection procedures favors one group over another.
Adverse Impact
States that adverse impact occurs when the selection ratio for any group is less than 80% of the selection ratio for another group.
4/5ths Rule
of people hired divided by # of applicants
Selection Ratio
Individuals from a protected subgroup are treated differently than those of another subgroup.
Disparate Treatment
Demographics of worker population resembles societal demographics.
Organizational Diversity
Can’t have the most qualified AND representative demographics hired at the same time.
Diversity-Validity Dilemma
Overall Goal: Reduce the effects of past and present discrimination of a protected group. (Multiple Interpretations - Underrepresented groups, preferential selection, quota)
Affirmative Action
Attracting people to apply for jobs.
Recruitment
Predict 1 variable on the basis of another.
Regression Analysis
Predict 1 variable on the basis of 2 or more other variables.
Multiple Regression Analysis
Effectiveness in performing job tasks.
Task performance
Contributing beyond one’s job.
Citizenship Performance
Flexibility in a changing environment.
Adaptive Performance.
Does the test accurately predicts performance?
Predictor Validity
of successful performers divided by # of total performers
Base Rate
Got hired and were good/true performers.
True Positive
Rejected applicant and was a bad performer.
True Negative
Rejected but would have been a true performer.
False Negative
Got hired but was actually a bad performer.
False Positive
Economic value of personnel decisions.
Utility
Comparing organization with leading organization in industry.
Benchmarking
How we process and use knowledge
Learning
Declarative (facts and things) Procedural (using facts and things to solve problems/perform tasks)
2 Types of Knowledge
Process to enhance, update, and advance knowledge and skills for IMMEDIATE job or role.
Training
Process to enhance, update, and advance knowledge and skills for FUTURE job or role.
Development
You assess training needs and attain buy-in from all levels of the organization.
Pretraining
2 Types of sexual harassment
Quid Pro Quo and Hostile Environment
Sexual compliance made mandatory for promotion/favors/retaining one’s job.
Quid Pro Quo (Sexual Harassment)
Less obvious, something in the workplace is found offensive.
Hostile Environment (Sexual Harassment)
You assess training results and maintain buy-in by employees.
Post-training
Learning occurs through the web (conferencing, chat rooms, file sharing)
Computer-based training
Stimulates a work environment in an artificial 3-dimensional context. Lets them learn skills that if developed in an actual environment, could hurt someone or damage the environment.
Virtual Reality Training
Model the conduct of the company. Typically involve hypothetical company, with set of rules and procedures for the trainees to follow.
Business Games
Training method often aimed at enhancing human relations skills or sales techniques
Role Playing
Participants are explicitly encouraged to make errors and learn from them. (Rationale - we learn from our mistakes)
Error Management Training
Process by which individuals learn to perform effectively in managerial roles.
Management Development
What knowledge has been acquired, skills improved, or attitudes changed as a result of training.
Learning Criteria
Actual changes in performance once the employee is back on the job.
Behavioral Criteria
Relate to the economic value of the training program to the company.
Results Criteria
3 Phases of Skill Acquisition?
1) Declarative Knowledge (how to do things)
2) Knowledge Compilation (try different ways to simplify or do task)
3) Procedural Knowledge (automatized skill and can perform task with little attention)
