Lecture 2: selection Flashcards
What makes a good assessment?
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)?
Reliability:
How much measurement error is in the measurement?
Validity: ( 2 types)
- -> 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) ?
What are the steps of selection
- Problem definition
- Job analysis
- Search
- Assessment
- Decision
Intelligence
is an ability to grasp the reasons with abstractions and solve the problem. Consists of general intelligence that includes different components
The validity of intelligence on its own
.51, which is considered to be large in Organizational Behaviour research
Correlations of effect size
.10 small/ .30 medium / .50 large
Emotional intelligence
“..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.”
How do you measure emotional intelligence
Self-report (e.g. “EQ-i”)
• “I am good at reading other people.”…
Ability test (mainly “MSCEIT”):
• Identify emotions in photos….
Is emotional intelligence a good predictor?
-Positive but modest effects, once we take
other predictors into account
-Weaker effects with better measures
Personality
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
Bif 5 personality traits
- Extraversion
- openness to experience
- consensusesnes
- Agreeableness
- Emotional stability
What is extraversion linked to?
- Leadership
- Higher performance in the job required interactions
- Grater life satisfaction
What is consciousness linked to?
- Higher performance overall
- Leadership
What is agreeableness linked to?
- Higher performance in jobs requiring interaction
- Less deviant beh
What is emotional stability linked to?
- Stress resistance
- Life satisfaction
what is openness linked to?
- Leadership
- adaptability for change
- Training performance
Values
Desirable (life) goals that motivate action, transcending specific situations
• Terminal values: Desired end goals
• Instrumental values: Desired modes of conduct
Schwartz’ Value Model
“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.”
Schwartz’ Value Model (names of values)
Self-Direction Stimulation – Hedonism Achievement Power Security Conformity Tradition – Benevolence Universalism
Person-environment fit theory
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
what is job fit and organizational fit correlate with
Job satisfaction ( not too much)
Organizational commitment
Job strain (not too much)
Intent to quit
Things that are important to think about when considering self-report?
- Reference group effects
* Preferences for extreme / non-extreme responses
Problems with interviews (4)
-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
Confirmation bias:
The tendency to search for, interpret, and remember information in a way that
confirms preconceptions.
