IO Psych Flashcards
Conditions under which you may use a test that discriminates
if it has been validated, is useful, and no alternatives available
hiring and substance abuse
prohibited from discriminating from someone who is currently or has successfully completed drug rehab
Griggs vs. Duke power co
court ruled that a test of general-broad abilities are considered unfair for hiring and promotion
What is adverse impact?
4/5th or 80% rule
the percentage of minorities needs to be at least 80% of the percentage of non-minorities
200 non-minority applied and 100 were hired
50% were hired
need to hire at least 40% (4/5ths of 50%) of minority applicants (if 10 minorities applied must hire at least 4)
Unfairness
when minorities and non-minorities scoring differently on a predictor test, but similar on a criterion
Predictor-what you use to predict the criterion (outcome)
GRE is a predictor for success in grad school
actual GPA is criterion
how does unfairness look on regression lines
2 parallel regression lines
Differential Validity
more valid for one group and less valid for another
for whites validity is .45 vs. minorities is .25
Job analysis
Analyzing the job-what are the tasks, tools, requirements needed for a job
Job evaluation
figuring out how much money a job is worth to an organization
How do we conduct a job analysis
Critical incident Technique-systematic approach that leads to successful vs unsuccessful outcome on a job
Biographical inventory (BLANK or BIB)
biographical info
information is correlated with success outcome and job turnover
More cumbersome than a standard application
what method of job selection has the lowest validity
interviews
how to improve ratings
structured multiple interviewers trained rate on ongoing basis behavioral anchors
A bias in which the initial impression clouds judgement
first impression bias
A bias where negative information causes you to overlook positive information
negative information bias
This occurrs when you rate person you are interviewing by comparing the to the person who came before
contrast effect
This occurs when you generalize from one characteristic of the person to all characteristics
halo effect
What quality is assoicated with the most common halo-regarding first impressions
attractiveness
Assessment Centers & selection (def, cons, who used for)
-simulated job situation under stress to evaluate performance
-time consuming
-typically used for upper management
have excellent criterion related validity
two techniques Assessment centers use
in basket-person would receive a list of tasks and give a time frame-ask how they would approach
leaderless group discussion-take all candidates and give them a business problem and observe to examine style of communication, who takes the lead, etc
Work samples
used with lower-level employees
good criterion related validity
more liked and valid for non-white
Poor predictors of job performance
letters of rec
personality tests
tests for selection and dec
wonderlick personnel test-good predictors
Interest tests
correlates more with satisfaction than with actual performance
