Lecture 2: selection

Question 1

What makes a good assessment?

Answer 1

Objectivity: is the relationship between expressed behavior (e.g. response to a question) and the
score on the test independent from the situation and the evaluator?
• Reliability: How much measurement error is in the measurement?
• Validity:
–> Construct validity: Does the method measure the construct it is supposed to?
–> Criterion validity: Does the method predict relevant criteria (e.g. learning in training, job
performance)?

Question 2

Reliability:

Answer 2

How much measurement error is in the measurement?

Question 3

Validity: ( 2 types)

Answer 3

• -> Construct validity: Does the method measure the construct it is supposed to?
• -> Criterion validity: Does the method predict relevant criteria (e.g. learning in training, job
  performance) ?

Question 4

What are the steps of selection

Answer 4

1. Problem definition
2. Job analysis
3. Search
4. Assessment
5. Decision

Question 5

Intelligence

Answer 5

is an ability to grasp the reasons with abstractions and solve the problem. Consists of general intelligence that includes different components

Question 6

The validity of intelligence on its own

Answer 6

.51, which is considered to be large in Organizational Behaviour research

Question 7

Correlations of effect size

Answer 7

.10 small/ .30 medium / .50 large

Question 8

Emotional intelligence

Answer 8

“..set of abilities that includes the ability to perceive emotions in the self and others, use emotions to
facilitate performance, understand emotions and emotional knowledge, and regulate emotions in
the self and others.”

Question 9

How do you measure emotional intelligence

Answer 9

Self-report (e.g. “EQ-i”)
• “I am good at reading other people.”…
Ability test (mainly “MSCEIT”):
• Identify emotions in photos….

Question 10

Is emotional intelligence a good predictor?

Answer 10

-Positive but modest effects, once we take
other predictors into account
-Weaker effects with better measures

Question 11

Personality

Answer 11

A stable set of characteristics representing the internal properties of an individual which are reflected in
behavioral tendencies across a variety of situations
-This does NOT mean that the behavior of a person in one situation will be a good predictor of behavior in
another randomly chosen situation
-But this DOES mean that a person’s general tendency to behave across one large set of situations will be a
a good predictor of behavior in another large set of situations

Question 12

Bif 5 personality traits

Answer 12

1. Extraversion
2. openness to experience
3. consensusesnes
4. Agreeableness
5. Emotional stability

Question 13

What is extraversion linked to?

Answer 13

• Leadership
• Higher performance in the job required interactions
• Grater life satisfaction

Question 14

What is consciousness linked to?

Answer 14

• Higher performance overall

- Leadership

Question 15

What is agreeableness linked to?

Answer 15

• Higher performance in jobs requiring interaction

- Less deviant beh

Question 16

What is emotional stability linked to?

Answer 16

• Stress resistance

- Life satisfaction

Question 17

what is openness linked to?

Answer 17

• Leadership
• adaptability for change
• Training performance

Question 18

Values

Answer 18

Desirable (life) goals that motivate action, transcending specific situations
• Terminal values: Desired end goals
• Instrumental values: Desired modes of conduct

Question 19

Schwartz’ Value Model

Answer 19

“Self-Direction – Defining goal: independent thought and action–choosing, creating, exploring.”
“Stimulation – Defining goal: excitement, novelty, and challenge in life.”
“Hedonism – Defining goal: pleasure or sensuous gratification for oneself.”
“Achievement – Defining goal: personal success through demonstrating competence according to social standards.”
“Power – Defining goal: social status and prestige, control or dominance over people and resources.”
“Security – Defining goal: safety, harmony, and stability of society, of relationships, and of self.”
“Conformity – Defining goal: restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations or norms.”
“Tradition – Defining goal: respect, commitment, and acceptance of the customs and ideas that one’s culture or religion provides.”
“Benevolence – Defining goal: preserving and enhancing the welfare of those with whom one is in frequent personal contact (the ‘in-group’).”
“Universalism – Defining goal: understanding, appreciation, tolerance, and protection for the welfare of all people and for nature.”

Question 20

Schwartz’ Value Model (names of values)

Answer 20

Self-Direction 
Stimulation – 
Hedonism 
Achievement 
Power
Security 
Conformity
Tradition –
Benevolence 
Universalism

Question 21

Person-environment fit theory

Answer 21

Main premise: Work outcomes are influenced by the fit between a person’s characteristics (personality, values, goals, skills) and their work environment.

• Person-job fit
• Person-organization fit

Question 22

what is job fit and organizational fit correlate with

Answer 22

Job satisfaction ( not too much)
Organizational commitment
Job strain (not too much)
Intent to quit

Question 23

Things that are important to think about when considering self-report?

Answer 23

• Reference group effects

* Preferences for extreme / non-extreme responses

Question 24

Problems with interviews (4)

Answer 24

-Similarity to self: judging candidate more favorably based
on similarity to interviewer
-Prejudice: Judging candidates more or less favorably based on assumptions about their category
- Halo effect: Drawing a general impression about an individual on the basis of a single (central)
characteristic
- Contrast effect: Evaluation of a candidate is affected by comparisons with recently seen candidates

Question 25

Confirmation bias:

Answer 25

The tendency to search for, interpret, and remember information in a way that
confirms preconceptions.