Industrial/Organizational Psych (Predicting employee performance)

Question 1

According to the 80% rule, ______ is occurring when the hiring rate for the minority group is less than 80% of the hiring rate for the majority group.

Answer 1

adverse impact

Question 2

Discrimination against minority groups might be the result of ______ validity, which occurs when a predictors’ validity coefficient is substantially different for different groups, or ______, which occurs when members of both groups perform similarly on the criterion but members of one group score consistently lower on the _______

Answer 2

differential; unfairness; predictor

Question 3

If a selection technique is found to be discriminating against members of a particular group, the employer can argue that its continued use represents a _______ or that the characteristics of concern is a bona fide occupational qualification

Answer 3

business necessity

Question 4

before using a predictor to make selection decisions, its _______ (decision-making accuracy) should be checked

Answer 4

incremental validity

Question 5

a predictor is most likely to have a positive effect on decision-making accuracy whe the selection ratio is ______ and the based rate is _______

Answer 5

low; moderate

Question 6

the _____ tables can be used to estimate the percent of new employees who will be successful on the job given various combinations of validity coefficients, selection ratios, and base rates

Answer 6

Taylor-Russell

Question 7

To increase decision-making accuracy, multiple predictors are often employed. When compensation among predictors is acceptable, _______ can be used to combine predictor stories; when compensation is unacceptable, ______ is preferred

Answer 7

multiple regression; multiple cutoff or multiple hurdles

Question 8

Meta-analysis of the research indicate that _____ tests are the most consistently valid predictors across different jobs

Answer 8

general mental ability

Question 9

of the Big Five personality factors, ______ has been found to be the best predictor of job performance across different jobs and job settings

Answer 9

conscientiousness

Question 10

although interest tests are not good predictors of job performance, they are useful for predicting job choice, satisfaction, and ______

Answer 10

persistence

Question 11

Biographical Information Blanks have higher validity coefficients than standard application blanks because they are _____ derived. However, they may be resisted by applicants because they lack _____ validity

Answer 11

empirically; face

Question 12

although interviews are, by far, the most commonly used selection technique, their _________ coefficients tend to be low

Answer 12

validity

Question 13

the accuracy of interviews is improved by training interviewers and by using a ______ interview format

Answer 13

structured

Question 14

when work samples include a structured period of learning and evaluation, they are referred to as _______

Answer 14

trainability tests

Question 15

work samples are sometimes included in realistic job previews, which are used to reduce an applicant’s _____ about a job and thereby reduce turnover

Answer 15

unrealistic expectations

Question 16

a distinguishing feature of assessment centres in their inclusion of ______ tests such as the in-basket test and the leaderless group discussion

Answer 16

situational (work sample)

Question 17

A realistic job preview is most important for:

Answer 17

retaining employees

Question 18

Meta-analyses conducted in the past 10 to 20 years suggest that, across jobs and organizations, the best predictor of job performance is:

Answer 18

general mental ability test

Question 19

The HR director where you work is reluctant to use the selection test you’ve developed because its validity coefficient is only .35. Your best argument for using this test is that:

Answer 19

the selection ratio is 1:50
(A predictor with a low validity coefficient can improve decision-making accuracy when the selection ratio is low (e.g., 1:50) and the base rate is moderate (around .50).)

Question 20

Which of the following techniques would be most useful for combining test scores when superior performance on one test can compensate for poor performance on another test?

Answer 20

multiple regression