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Industrial Psych > Exam 2 flashcards > Flashcards

Exam 2 flashcards

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1
Q

Types of Personnel selection

A

Job interviews
Work sample

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2
Q

What are the types of job interviews?

A

Unstructured interview
Structured interview
Situational interview

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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.

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4
Q

What is a structured interview

A

Three characteristics

  1. All the people being interviewed are asked the exact same questions
  2. Questions come directly from the job description/use them to write questions
  3. Set scoring system: each questions has 1-5 rating scale and there are poor, average or good answers for each on
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5
Q

What is a situational interview?

A

Same as a structured interview but questions are asked in form of scenarios

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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

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7
Q

Are interviews good measures of constructs?

A

No because people portray themselves more favorably than how they would actually performing the job

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8
Q

What are the problems/weaknesses with interviews

A
  1. Interviewers overconfidence
  2. Irrelevant-negative info
  3. Contrast effects
  4. Similarity with the interviewer
  5. Sex type of job
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9
Q

What is Interviewers over - confidence?

A

Interviewers overrate themselves and think they are better than they are at picking qualified applicants

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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

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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

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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

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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

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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

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15
Q

What is a work sample?

A

When you have applicants do a part of a job, then observe and score them

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16
Q

Reliability of work sample

A

0.80 (very high)

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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

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18
Q

Weaknesses and limitations of work sample

A
  1. Work samples are hard to create for jobs that are very mental (hard to observe job that requires abstract thinking and mental)
  2. Are not able to give patient’s work that they could only learn on job
  3. Time consuming: Can be time consuming to test each person on skills
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19
Q

What are the strengths of work sample

A
  1. Little to no adverse impact
  2. Cheap, easy to use and set up
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20
Q

What are common types of biographical information (biodata)

A

Background checks
Experience
Education
Grades

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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

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22
Q

What is the criterion validity of work experience?

A

0.27

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23
Q

Four ways to measure work experience

A
  1. Time in job
  2. Time in organization
  3. Time in career
  4. # of times tasks completed
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24
Q

What is the criterion validity of time in job?

A

Criterion validity: 0.26

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25
Q

What is the criterion validity of time in organization?

A

Criterion validity: 0.16

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26
Q

What is the criterion validity of time of career

A

Criterion validity: 0.21

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27
Q

What does number of times tasks completed mean and what is the criterion validity

A

How many times has someone completed a task that you require them to do

Criterion validity: 0.41

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28
Q

What is the criterion validity of education (how much time you’ve spent in school)

A

Criterion validity: 0.27

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29
Q

Criterion validity of grades

A

Criterion validity of 0.33

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30
Q

What is the biographical information blanks (B.I.B.)

A

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

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31
Q

What are the biographical question based on

A

Criterion keying

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32
Q

What is criterion keying

A

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

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33
Q

What is the reliability of B.I.B.

A

0.90 reliability

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34
Q

What is the validity of B.I.B.

A

Content validity: 0
Construct validity: Terrible
Criterion validity: 0.35

0.35 criterion validity for predicting work performance, theft, absenteeism and turnover

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35
Q

What are the two types of honesty/integrity tests?

A

Overt (most common) and personality-based test

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36
Q

What is the average reliability of overt and personality-based tests

A

0.70 average reliability

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37
Q

What is the content, criterion and construct validity of overt and personality tests

A

No content validity
0.40 criterion validity

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38
Q

What are overt tests used to predict

A

Theft, absenteeism, and other negative work performance behaviors

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38
Q

What are the biggest problems with personality tests

A

Can be wrong, and easily manipulated, creating false positives

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39
Q

Types of personality tests

A

Minnesta Multipersonality Personailty Inventory (M.M.P.I)

Neo Five Factor Inventory/16 personality factors (Neo-FFI/16 PF)

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40
Q

What is M.M.P.I used for

A

Diagnose mental illnesses

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41
Q

What is the age restriction of M.M.P.I

A

Only people aged 16 and older can take the test

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42
Q

What is the structure of M.M.P.I and what types of questions are on it

A

Has 550 true and false questions that relate to mental illnesses

43
Q

Who used to be the biggest users of M.M.P.I in job selection

A

Police forces

44
Q

Neo Five Factor Inventory/16 personality factors

A

Measures of the big 5

45
Q

Big 5

A

Open Mindedness
Consciousness
Extraversion
Agreeable
Neuroticism

46
Q

Open Mindedness

A

How imaginative and creative you are

47
Q

Consciousness

A

Howe reliable and dependable you are

48
Q

Extraversion

A

How much a person likes a lot of sociable and physical stimulation

49
Q

Agreeable

A

How well you get along with people, how friendly you are

50
Q

Neuroticism

A

How much you experience threat and experience negative emotions and thoughts

51
Q

16 PF

A

Created before Big 5

Said that there were 16 personality factors with different scales for each of the big 5

52
Q

Reliability of Neo-FFI/16 PF

A

0.70

53
Q

What is criterion validity for consciousness

A

Ranges from 0.15 to 0.35 depending on the complexity of the job in terms of predicting work performance

54
Q

What is the criterion validity of extraversion

A

0.30, however only in sales job

55
Q

Do any other of the Big 5 other than consciousness or extraversion predict work performance

A

None predict work performance

56
Q

Counterwork behavior

A

Theft
Absenteeism
Tardiness

57
Q

Which of the Big 5 predicts counterwork behavior?

A

Consciousness, Agreeableness, Neuroticism

Predicts counterwork behavior from 0.30-0.40

58
Q

What is the real value of consciousness?

A

The fact that it has incremental value

59
Q

What is incremental value?

A

The ability to predict work performance above what is predicted by general intellegence

60
Q

What is the single greatest predictor of work performance?

A

Intellegence

61
Q

What is the criterion validity of intelligence in predicting work performance

A

0.5 criterion validity

62
Q

What is the best way to measure work performance

A

Combine consciousness and intelligence together, resulting in a validity of 0.65

63
Q

Steps for criterion keying

A
  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
Q

Reliability and validity of references recommendations

A

Reliability: Good

Content validity: Low since it depends if writer writes about job relevant skills

Criterion validity: 0.13

Construct validity: none

65
Q

What are disadvantages of references recommendations

A
  1. Could be made up
  2. Some organizations do not get references of recommendations
66
Q

Structure of overt tests

A
  1. Tells you it is an honesty test
  2. Test questions: Asks about dishonest behavior
  3. Lie scales
67
Q

What do personality based tests measure

A

Measures honesty by the extent the person is a rule following conformist

(designed to predict theft)

68
Q

Positive correlation

A

Relationship in which both variables increase

69
Q

Negative correlation

A

Relationship in which one variable increases and one decreases

70
Q

What are cognitive ability tests?

A

assess general intelligence

71
Q

Stanford Binet

A
  • 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
Q

IQ equation of Standford Binet test

A

I.Q. = (mental age / chrono age) x 100

73
Q

IQ Score Scale

A

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
Q

W.I.S.C. / W.A.I.S.

A

W.I.S.C: For children up to 16
W.A.I.S: For adults

0.95 reliability

75
Q

Wonderlic Personality inventory

A

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
Q

Validity of iq tests

A

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
Q

What can iq tests predict

A

Predict income, work performance, and school performance

Better predictor than socioeconomic status

Predicts life satisfaction (0.3 correlation)

78
Q

Arguments against G tests

A

Culturally bias and have adverse impact on race

79
Q

Specific aptitude tests

A

Tests that measured detailed specific kinds of mental ability

80
Q

B.M.C.T

A

Test of mechanical aptitude and how well you understand basic mechanical principles

Content validity - average
Criterion validity - 0.3
Construct validity - above average

81
Q

M.C.T (Minnesota Clerical Test)

A

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
Q

Interest inventories

A

Measures what you like doing

Reliability - 0.80s
Content validity - 0.80s
Criterion validity - 0.25 for work performance and turnover

83
Q

Realistic Job Previews

A
  • 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
Q

Graphology

A

How well you can write

85
Q

Drug tests

A

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
Q

Multiple hurdles

A

Cut scores: Below a certain threshold they won’t accept them

Angoff method: Panel of experts decides cut scores for the job

87
Q

How to determine the cut score?

A

Simplest way to determine cut score is to take the average scores

88
Q

Advantages of multiple hurdles

A

Hire employees that are at least decent at the skills

89
Q

Disadvantage of multiple hurdles

A

Lose out on people who are exceptional in one aspect even though they are below average in one

90
Q

Compensating hurdles

A

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
Q

Four reasons

A
  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
Q

Criteria

A

Standard by which something is judged

93
Q

Actual criteria

A

What we actually measure

94
Q

Contamination

A

Actual criteria contains things not apart of their job

95
Q

Deficiency

A

Important part of job is not measured

96
Q

Dynamic criteria

A

Is work performance stable or dynamic for an individual over time (months or years)

97
Q

What is the most stable predictor of long-term work performance.

A

IQ and personality tests

98
Q

Types of performance measures

A

Objective performance measure
Subjective performance measure

99
Q

Advantages of objective performance measure

A

Easy to measure
Not influenced by personal bias
Factors outside control

100
Q

Disadvantages of objective performance appraisals

A

Do not evaluate behavior
Not every job has something to objectively measure

101
Q

Advantages of subjective measures

A

Used for any job
Use it to evaluate specific behaviors
Factors are within control

102
Q

Disadvantages of subjective measures

A
  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
Q

Characteristics of osmoregulating fish

A
  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
Q

Characteristics of osmoconformers

A

Industrial Psych (2 decks)

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