IO Part 2 Flashcards
TYPES OF PSYCHOLOGICAL TESTS
– used to assess individual interests that may influence their performance for a certain job. Through this test the placement officer can make sure that a certain employee is suitable and compatible with his/her current position.
Interest Test
TYPES OF PSYCHOLOGICAL TESTS
– concerned with assessing an individual’s acquired knowledge either through formal or informal training and education. It measures how much knowledge an individual has for a definite discipline.
Achievement Tests
TYPES OF PSYCHOLOGICAL TESTS
– are tests that are used to determine a person’s ability in a particular skill or field of knowledge. It also assesses an individual’s propensity to succeed in a given task.
Aptitude Test
TYPES OF PSYCHOLOGICAL TESTS
– applicable for some jobs that require good muscular coordination, finger dexterity, and precise eye-hand coordination.
Motor Ability Tests
TYPES OF PSYCHOLOGICAL TESTS
– measures personal attributes such as emotional stability, conformity, agreeableness, etc. Some ____ are administered either through self-report inventories or projective tests.
Personality Tests
TYPES OF PSYCHOLOGICAL TESTS
– usually termed as intelligence tests for it assesses an individual’s different cognitive processes.
Cognitive Ability Tests
– items deal with specific characteristics, symptoms, or feelings in which they are asked to indicate how well each item describes them or how much they agree with it.
Self-report Inventories
– when an ambiguous stimulus was presented to an individual and he/she is asked to describe the given stimuli.
Projective Tests
– a series of tables based on the selection ratio, base rate, and test validity that yield information about the percentage of future employees who will be successful if a particular test is used.
Designed to estimate the percentage of future employees who will be successful on the job if an organization uses a particular test.
a test will be useful to an organization if (1) the test is valid, (2) the organization can be selective in its hiring because it has more applicants than openings, and (3) there are plenty of current employees who are not performing well, thus there is room for improvement. To use these , three pieces of information must be obtained (criterion validity, selection and base rate.
Taylor-Russell Tables
– a utility method that compares the percentage of times a selection decision was accurate with the percentage of successful employees. ___ is easier to do but less accurate than the Taylor-Russell tables. The only information needed to determine __ is employee test scores and the scores on the criterion
Proportion of Correct Decisions
– uses the base rate, test validity, and applicant percentile on a test to determine the probability of future success for that applicant. To use these tables, three pieces of information are needed. The validity coefficient and the base rate and the third piece of information needed is the applicant’s test score.
Lawshe Tables
– a method of ascertaining the extent to which an organization will benefit from the use of a particular selection system. Another way to determine the value of a test in a given situation is by computing the amount of money an organization would save if it used the test to select employees. To use this formula, 5 items of information must be known: Number of employees hired per year (n); average tenure (t); test validity (r); standard deviation of performance in dollars (SDy); and mean standardization predictor score of selected applicants (m).
Brogden-Cronbach-Gleser Utility Formula
DETERMINING THE FAIRNESS OF A TEST
– group differences in test scores that are unrelated to the construct being measured
Measurement Bias
DETERMINING THE FAIRNESS OF A TEST
– Employment practices that result in members of a protected/preferred class being negatively affected at a higher rate than members of the majority class.
Adverse Impact
DETERMINING THE FAIRNESS OF A TEST
– A situation in which the predicted level of job success falsely favors one group over another. That is, a test would have ____ if men scored higher on the test than women but the job performance of women was equal to or better than that of men.
Predictive Bias
DETERMINING THE FAIRNESS OF A TEST
–The characteristic of a test that significantly predicts a criterion for one class of people but not for another.
Single Group Validity
DETERMINING THE FAIRNESS OF A TEST
–The characteristic of a test that significantly predicts a criterion for two groups, such as both minorities and non-minorities, but predicts significantly better for one of the two groups
Differential Validity
DETERMINING THE FAIRNESS OF A TEST
– references are important in order to obtain necessary information from either previous employers or acquaintances with noble credentials. This checks an opinion either orally or through written expression or checklist regarding the applicant’s ability, pervious performance, habits, character and potential for future success. a.k.a character reference
Reference Checking
REASONS FOR REFERENCE CHECKING AND RECOMMENDATIONS:
▪ Confirming details on a resume – avoids resume fraud.
▪ Checking for discipline problems – avoids negligent hiring.
▪ Discovering new information about the applicant – understand more about the personality of an applicant.
▪ Predicting future performance – improves predictive validity of performance measures.
REASONS FOR REFERENCE CHECKING AND RECOMMENDATIONS:
▪ Confirming details on a resume – avoids resume fraud.
▪ Checking for discipline problems – avoids negligent hiring.
▪ Discovering new information about the applicant – understand more about the personality of an applicant.
▪ Predicting future performance – improves predictive validity of performance measures.
PROBLEMS THAT AFFECTS THE VALIDITY
Leniency – most are positive.
- Applicants choose their references.
- Confidentiality concerns
- Legal ramifications (law related consequences of an action)
- Leans towards negligent reference
▪ Knowledge of the applicant - limited information about the applicant.
▪ Low reliability – lack of agreement between two people.
▪ Extraneous factors – the structure of the letter of recommendation affects the perception.
PROBLEMS THAT AFFECTS THE VALIDITY
Leniency – most are positive.
- Applicants choose their references.
- Confidentiality concerns
- Legal ramifications (law related consequences of an action)
- Leans towards negligent reference
▪ Knowledge of the applicant - limited information about the applicant.
▪ Low reliability – lack of agreement between two people.
▪ Extraneous factors – the structure of the letter of recommendation affects the perception.
this examination determines the physical fitness of an applicant for the job. It also screens out applicants with communicable diseases, physical problems and those that are influenced by drugs
PHYSICAL EXAMINATIONS
– a test which indicates whether an applicant recently used an illegal drug. ○ Enzyme Multiplied Immunoassay Technique (EMIT).
- Radioimmunoassay (RIA)
- Thin-layer Chromatography
- Gas Chromatography/ Mass spectrometry analysis
Drug Test
– an interview with a psychologist and administration of one or more psychological tests.
Psychological Exams
– determines if the applicant is fit for the duties and responsibilities of a certain job.
Medical Exams
– after a series of screening procedures which were primarily conducted by HRD personnel, the decision to select or reject usually rests with the decision of the operating department head. HRD personnel usually uses the following short-listing method before they present it to the department head:
Decision to select or reject
– selects an applicant in straight rank order according to their test scores.
Unadjusted Top-Down Selection
