Industrial-Organizational Psychology

Question 0

What are the two sources of adverse impact, when using a predictor measure to make hiring decisions?

Answer 0

1. Differential validity (Different validity coefficients for different groups)
2. Unfairness (Members of different groups consistently obtain different scores on the predictor even though they do equally well on the criterion measure)

Question 1

What type of criterion measure involves asking the people who are going to be rated to provide input in the development of the measure, and then provides them with feedback afterward?

Answer 1

Behaviorally Anchored Rating Scale (BARS)

Question 2

What is the difference between a job description and a job specification?

Answer 2

A job description is a list of duties, and a job specification is a list of required attributes (knowledge, skills, etc.)

Question 3

What type of I/O activity assigns a dollar amount to each and every requirement of a job?

Answer 3

Job evaluation.

Question 4

A supervisor’s rating of employees on a Likert scale, and a supervisor’s ranking of employees by performance, represent what two types of criterion measures?

Answer 4

Absolute (Likert scale) and relative (rankings).

Question 5

Days absent from work and performance ratings represent what two types of employee measures?

Answer 5

Objective and subjective.

Question 6

Name four types of biases and how they operate.

Answer 6

Leniency and strictness biases serve to inflate (or deflate) ratings of all employees rated by the rater. Central tendency bias serves to minimize the differences between all employees rated by the rater. Halo (or horns) bias serves to predispose the rater to use one attribute to distort the same employee’s ratings on other attributes.