I_O Psychology 2 Flashcards
Priority 2
What is adverse impact in personnel selection?
When a procedure results in a substantially different rate of selection for different groups.
What is the 80% rule?
Defines adverse impact as a selection rate for a protected group being less than 80% of the rate for the majority group. Aka the 4/5ths rule.
What is a bona fide occupational qualification?
When a selection criterion resulting in less than 80% of a protected group being hired is a necessary component of a job, e.g., a firefighter being able to carry heavy loads, an exception to the 80% rule is made.
What is differential validity as regards adverse impact?
When the selection criterion has different validity coefficients for different groups. Occurs rarely, and impacts minority groups about as often as majority groups.
What is unfairness as regards adverse impact?
When one group performs more poorly than another on a criterion measure, but both groups perform equally well on the job. (Criterion measure might have equal validity.)
List three types of score adjustments, as solutions to differential criterion performance.
Separate cutoffs, within group norming (e.g., standardizing scores w/in groups for comparing across groups), banding (scores within specific ranges are equivalent).
What does the Americans with Disabilities Act say?
Persons with disabilities who are capable of performing jobs unaffected by their disabilities cannot be discriminated against.
What is incremental validity?
The increase in validity granted by a procedure relative to base rates. For example, with current hiring procedures 50% of employees are good workers. With a new test, 70% are good. The new test is 20% better than the base rate; it has an incremental validity of 20%.
What is selection ratio for hiring purposes?
The ratio of applicants to positions. 100 applicants for one job is a low ratio; three applicants for one job is high.
What factors maximize incremental validity?
High validity coefficient (accurate predictor), moderate base rate (new predictor likely to be better), low selection ratio (lots of applicants to choose from).
What is utility analysis?
Methods used to determine the cost-effectiveness of a selection procedure. Typically defined as dollar gain in job performance as a result of given procedure relative to alternative.
Describe reasons to use multiple regression to combine performance predictors.
Compensatory technique, allowing low performance in one area to be compensated by high performance elsewhere.
Describe reasons to use multiple cutoffs to combine performance predictors.
A non-compensatory technique in which examinees meet or exceed cutoffs on all criteria. Useful when minimum performance is required across domains.
Describe reasons to use multiple hurdles to combine performance predictors.
A non-compensatory technique. Like multiple cutoffs, but criteria are presented in particular order; if examinee does not pass a given cutoff, s/he does not proceed to the next. Can save time and cost.
What are the most common types of training?
By rank:
- occupation-specific technical
- computer-related
- managerial-supervisor
