Exam 2 flashcards
1
Q
Types of Personnel selection
A
Job interviews
Work sample
2
Q
What are the types of job interviews?
A
Unstructured interview
Structured interview
Situational interview
3
Q
What is an unstructured interview
A
do not use any set questions, instead, the interviewer asks open-ended questions will try to let the interview flow like a natural conversation.
4
Q
What is a structured interview
A
Three characteristics
- All the people being interviewed are asked the exact same questions
- Questions come directly from the job description/use them to write questions
- Set scoring system: each questions has 1-5 rating scale and there are poor, average or good answers for each on
5
Q
What is a situational interview?
A
Same as a structured interview but questions are asked in form of scenarios
6
Q
What are the psychometrics of unstructured and structured interview?
A
Unstructured interviews are unreliable and has 0.15 criterion validity
Structured interviews are reliable and has 0.35 criterion validity
7
Q
Are interviews good measures of constructs?
A
No because people portray themselves more favorably than how they would actually performing the job
8
Q
What are the problems/weaknesses with interviews
A
- Interviewers overconfidence
- Irrelevant-negative info
- Contrast effects
- Similarity with the interviewer
- Sex type of job
9
Q
What is Interviewers over - confidence?
A
Interviewers overrate themselves and think they are better than they are at picking qualified applicants
10
Q
What is Irrelevant-negative info?
A
Interviewers tend to remember negative things about the applicant that does not correlate with performance about the job
11
Q
What is contrast effects?
A
When the evaluation of a person’s performance of an interview is influenced by how well the person before you went
12
Q
What is similarity with the interviewer
A
If the job applicant seems to have things in common with the interviewer, it will increase their chances of getting picked
13
Q
Sex type of job
A
Jobs are tilted toward one gender influence the interviewer
Interviewers rate lower guys for nursing jobs for instance
Interviewers rate lower girls for truck driving jobs for instance
14
Q
What are the strengths of interviews
A
A. Relatively cheap and easy to construct
B. Little or no adverse impact in interviews are seen typically
C. Really good public relations (best thing about them)
Make job applicants view process as more fair
15
Q
What is a work sample?
A
When you have applicants do a part of a job, then observe and score them
16
Q
Reliability of work sample
A
0.80 (very high)
17
Q
Validity of work sample
A
Content validity: work samples are very high (#1 for content validity)
Criterion validity: 0.40
Construct validity: Good
18
Q
Weaknesses and limitations of work sample
A
- Work samples are hard to create for jobs that are very mental (hard to observe job that requires abstract thinking and mental)
- Are not able to give patient’s work that they could only learn on job
- Time consuming: Can be time consuming to test each person on skills
19
Q
What are the strengths of work sample
A
- Little to no adverse impact
- Cheap, easy to use and set up
20
Q
What are common types of biographical information (biodata)
A
Background checks
Experience
Education
Grades
21
Q
What is the reliability and validity of background checks?
A
Reliability of background checks are a 0.8
Criterion validity for predicting work performance is 0.25
Content and Construct validity is not relevant
22
Q
What is the criterion validity of work experience?
A
0.27
23
Q
Four ways to measure work experience
A
- Time in job
- Time in organization
- Time in career
- # of times tasks completed
24
Q
What is the criterion validity of time in job?
A
Criterion validity: 0.26
25
What is the criterion validity of time in organization?
Criterion validity: 0.16
26
What is the criterion validity of time of career
Criterion validity: 0.21
27
What does number of times tasks completed mean and what is the criterion validity
How many times has someone completed a task that you require them to do
Criterion validity: 0.41
28
What is the criterion validity of education (how much time you've spent in school)
Criterion validity: 0.27
29
Criterion validity of grades
Criterion validity of 0.33
30
What is the biographical information blanks (B.I.B.)
Series of questions about a person’s history that shaped their behavior
Every question has been demonstrated to predict performance in the particular job you do
31
What are the biographical question based on
Criterion keying
32
What is criterion keying
Method of testing that selects questions that best distinguishes a group of incumbents in a particular occupation from another group intended to represent the population of interest
Large companies usually employs this method to find many employees since an extensive amount of data is needed
33
What is the reliability of B.I.B.
0.90 reliability
34
What is the validity of B.I.B.
Content validity: 0
Construct validity: Terrible
Criterion validity: 0.35
0.35 criterion validity for predicting work performance, theft, absenteeism and turnover
35
What are the two types of honesty/integrity tests?
Overt (most common) and personality-based test
36
What is the average reliability of overt and personality-based tests
0.70 average reliability
37
What is the content, criterion and construct validity of overt and personality tests
No content validity
0.40 criterion validity
38
What are overt tests used to predict
Theft, absenteeism, and other negative work performance behaviors
38
What are the biggest problems with personality tests
Can be wrong, and easily manipulated, creating false positives
39
Types of personality tests
Minnesta Multipersonality Personailty Inventory (M.M.P.I)
Neo Five Factor Inventory/16 personality factors (Neo-FFI/16 PF)
40
What is M.M.P.I used for
Diagnose mental illnesses
41
What is the age restriction of M.M.P.I
Only people aged 16 and older can take the test
42
What is the structure of M.M.P.I and what types of questions are on it
Has 550 true and false questions that relate to mental illnesses
43
Who used to be the biggest users of M.M.P.I in job selection
Police forces
44
Neo Five Factor Inventory/16 personality factors
Measures of the big 5
45
Big 5
Open Mindedness
Consciousness
Extraversion
Agreeable
Neuroticism
46
Open Mindedness
How imaginative and creative you are
47
Consciousness
Howe reliable and dependable you are
48
Extraversion
How much a person likes a lot of sociable and physical stimulation
49
Agreeable
How well you get along with people, how friendly you are
50
Neuroticism
How much you experience threat and experience negative emotions and thoughts
51
16 PF
Created before Big 5
Said that there were 16 personality factors with different scales for each of the big 5
52
Reliability of Neo-FFI/16 PF
0.70
53
What is criterion validity for consciousness
Ranges from 0.15 to 0.35 depending on the complexity of the job in terms of predicting work performance
54
What is the criterion validity of extraversion
0.30, however only in sales job
55
Do any other of the Big 5 other than consciousness or extraversion predict work performance
None predict work performance
56
Counterwork behavior
Theft
Absenteeism
Tardiness
57
Which of the Big 5 predicts counterwork behavior?
Consciousness, Agreeableness, Neuroticism
Predicts counterwork behavior from 0.30-0.40
58
What is the real value of consciousness?
The fact that it has incremental value
59
What is incremental value?
The ability to predict work performance above what is predicted by general intellegence
60
What is the single greatest predictor of work performance?
Intellegence
61
What is the criterion validity of intelligence in predicting work performance
0.5 criterion validity
62
What is the best way to measure work performance
Combine consciousness and intelligence together, resulting in a validity of 0.65
63
Steps for criterion keying
1. Brainstorm short and simple questions
2. Have a bunch of people answer those questions
3. Correlate those answers with the criteria you are trying to predict
4. Questions that have high correlation with work performance are kept
64
Reliability and validity of references recommendations
Reliability: Good
Content validity: Low since it depends if writer writes about job relevant skills
Criterion validity: 0.13
Construct validity: none
65
What are disadvantages of references recommendations
1. Could be made up
2. Some organizations do not get references of recommendations
66
Structure of overt tests
1. Tells you it is an honesty test
2. Test questions: Asks about dishonest behavior
3. Lie scales
67
What do personality based tests measure
Measures honesty by the extent the person is a rule following conformist
(designed to predict theft)
68
Positive correlation
Relationship in which both variables increase
69
Negative correlation
Relationship in which one variable increases and one decreases
70
What are cognitive ability tests?
assess general intelligence
71
Stanford Binet
- First measure of intelligence that was reliable
- Used to identify gifted children at young ages
- Created by Alferd Binet
- Brought up chronological age and mental age
72
IQ equation of Standford Binet test
I.Q. = (mental age / chrono age) x 100
73
IQ Score Scale
Iq of less than 70 is the bottom 2% of the population, cutoff for intellectual disorders
70-80: Bottom 10% of population
80-90%: Bottom 25% of the population
90-110%: 50% of the population
110-120 Top 25%
120-132: Top 10%
>132: Top 2% of people
74
W.I.S.C. / W.A.I.S.
W.I.S.C: For children up to 16
W.A.I.S: For adults
0.95 reliability
75
Wonderlic Personality inventory
Used to make hiring decisions
12 min measure of intelligence
50 items
Over 0.90 reliability
Correlation between age 12 and 60 is 0.9 (will stay consistent)
Age 9 and 60 is 0.6
76
Validity of iq tests
Number 1 for criterion validity and construct validity (good convergent and divergent validity)
Single highest measure of both validity
Criterion validity: 0.4-0.5 depending on a mental complexity job (higher end for harder jobs)
Content validity: Not good content validity
77
What can iq tests predict
Predict income, work performance, and school performance
Better predictor than socioeconomic status
Predicts life satisfaction (0.3 correlation)
78
Arguments against G tests
Culturally bias and have adverse impact on race
79
Specific aptitude tests
Tests that measured detailed specific kinds of mental ability
80
B.M.C.T
Test of mechanical aptitude and how well you understand basic mechanical principles
Content validity - average
Criterion validity - 0.3
Construct validity - above average
81
M.C.T (Minnesota Clerical Test)
Test of perceptual speed and accuracy
100 items - 15 min
Used for jobs like data entry, filing, info organization
Content validity - average
Criterion validity - 0.3
Construct validity - above average
82
Interest inventories
Measures what you like doing
Reliability - 0.80s
Content validity - 0.80s
Criterion validity - 0.25 for work performance and turnover
83
Realistic Job Previews
- Brutally honest description of what you’re actually doing on the job
- People who are willing to take the job are less likely to quit
0.3 criterion validity for job satisfaction, absenteeism and turnover
Do not predict job performance
84
Graphology
How well you can write
85
Drug tests
Purpose of drug tests is to reduce absenteeism and turnover
Reliability in the 0.90s
No construct and content validity
Predictive validity for predicting absenteeism and turnover is excellent
86
Multiple hurdles
Cut scores: Below a certain threshold they won’t accept them
Angoff method: Panel of experts decides cut scores for the job
87
How to determine the cut score?
Simplest way to determine cut score is to take the average scores
88
Advantages of multiple hurdles
Hire employees that are at least decent at the skills
89
Disadvantage of multiple hurdles
Lose out on people who are exceptional in one aspect even though they are below average in one
90
Compensating hurdles
The exceptionality of a person in one factor covers their weaknesses in another area
Calculates the average by putting the factors on the same scale using z scores
91
Four reasons
1. Personnel decisions: Decide who to give benefits or fire based on performance
2. Criteria for validation: Measure of work performance
3. Objective for training
4. Feedback: Let the employees know what they are good and bad at
92
Criteria
Standard by which something is judged
93
Actual criteria
What we actually measure
94
Contamination
Actual criteria contains things not apart of their job
95
Deficiency
Important part of job is not measured
96
Dynamic criteria
Is work performance stable or dynamic for an individual over time (months or years)
97
What is the most stable predictor of long-term work performance.
IQ and personality tests
98
Types of performance measures
Objective performance measure
Subjective performance measure
99
Advantages of objective performance measure
Easy to measure
Not influenced by personal bias
Factors outside control
100
Disadvantages of objective performance appraisals
Do not evaluate behavior
Not every job has something to objectively measure
101
Advantages of subjective measures
Used for any job
Use it to evaluate specific behaviors
Factors are within control
102
Disadvantages of subjective measures
1. Leniency
2. Harshness
3. Central tendency: Only use the middle, nobody perfect but not incompetent
4. H.A.L.O: When a person is being evaluated based on raters general impression of them causing very similar ratings across many individual dimensions
103
Characteristics of osmoregulating fish
1. Osmoregulating marine fish need to expend energy to excrete NaCl due to drinking large amounts of seawater
2. Osmoregulating marine fish need to drink large amounts of seawater.
3. Osmoregulating marine fish do not need to make special proteins to protect their cells from high urea concentrations in their tissues.
104
Characteristics of osmoconformers
