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Industrial Psychology > Lesson 4 > Flashcards

Lesson 4 Flashcards

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1
Q

The process of confirming the accuracy of resume and job application information

A

REFERENCE CHECK

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2
Q

The expression of an opinion, either orally or through a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success

A

REFERENCE

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3
Q

A letter expressing an opinion regarding an applicants ability, previous performance, work habits, character, or potential for success.

A

LETTER OF RECOMMENDATION

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4
Q

Reasons for Using References and Recommendation

A

I. Confirming Details on a Resume (Resume Fraud)
2. Checking for Discipline Problems (Negligent Hiring)
3. Discover New Information About the Applicant
4. Predicting Future Performance

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5
Q

Four Main Problems with References and Recommendation

A

I. Leniency
2. Poor reliability
3. Knowledge of the Applicant
4. Variety of Extraneous Factors

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6
Q

A test that measure the amount of job-related knowledge an applicant possesses.

A

JOB KNOWLEDGE TEST

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7
Q

A basic capacity for performing a wide range of different tasks, acquiring knowledge, or developing skills.

A

ABILITY

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8
Q

Abilities involving the knowledge and use of information such as math and grammar.

A

COGNITIVE ABILITY

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9
Q

Test designed to measure the level of intelligence of the amount of knowledge possessed by an applicant.

A

COGNITIVE ABILITY TEST

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10
Q

The cognitive ability test that is most commonly used in industry

A

WONDERLIC PERSONNEL TEST

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11
Q

Measure of facility with such processes as spatial relations and form perception.

A

PERCEPTUAL ABILITY

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12
Q

Measure of facility with such processes as finger dexterity and motor coordination.

A

PSYCHOMOTOR

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13
Q

Tests that measures an applicant’s level of physical ability required for a job.

A

PHYSICAL ABILITY

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14
Q

A method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators.

A

ASSESSMENT CENTER

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15
Q

Two Common Methods to Predict Performance Using Applicant Skill:

A

• WORK SAMPLES
• ASSESSMENT CENTER

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16
Q

An assessment method that can be taken virtually at any time and place and on the device of the applicant’s choosing.

A

UNPROCTORED INTERNET-BASED TESTING

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17
Q

An assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information.

A

IN-BASKET TECHNIQUE

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18
Q

An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.

A

SIMULATIONS

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19
Q

A method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks.

A

WORK SAMPLES

20
Q

A selection technique, usually found in assessment centers, in which applicants meet in small groups and are given a problem to solve or an issue to discuss.

A

LEADERLESS GROUP DISCUSSION

21
Q

An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization.

A

BUSINESS SIMULATION GAMES

22
Q

The application of game-like elements to traditional assessments.

A

GAMIFIED ASSESSMENT

23
Q

Applicant experience is typically measured in one of four ways:

A

• INTERVIEWS
• REFERENCE CHECKS
• EXPERIENCE RATINGS OF APPLICATION/ RESUME INFORMATION
• BIODATA

24
Q

A method of selection involving application blanks that contain questions that research has shown will predict performance.

A

BIODATA

25
Q

A psychological assessment designed to measure various aspects of an applicant’s personality.

A

PERSONALITY INVENTORIES

26
Q

The most widely used objective test of psychopathology.

A

MINNESOTA MULTIPHASIC PERSONALITY
INVENTORY (MMPI)

27
Q

A subjective test in which a subject is asked to perform relatively unstructured tasks, such as drawing pictures, and in which a psychologist analyzes their responses.

A

PROJECTIVE TEST

28
Q

A projective personality test.

A

RORSCHACH INKBLOT TEST

29
Q

A projective personality test in which test takers are shown pictures and asked to tell stories. It is designed to measure need levels

A

THEMATIC APPERCEPTION TEST

30
Q

A type of personality test that is structured to limit the respondent to a few answers that will be scored standardized keys.

A

OBJECTIVE TEST

31
Q

A psychological test designed to identify vocational areas in which an individual might be interested.

A

INTEREST INVENTORY

32
Q

Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal.

A

INTEGRITY TEST

33
Q

The amount of lost by an organization as result of theft, breakage, or other loss.

A

SHRINKAGE

34
Q

Test designed to reduced faking by asking test-takers to select the reason the best explains a statement.

A

CONDITIONAL REASONING TEST

35
Q

Also called handwriting analysis, a method of measuring personality by looking at the way in which a person writes.

A

GRAPHOLOGY

36
Q

PREDICTING PERFORMANCE LIMITATIONS DUETO MEDICAL AND PSCYHOLOGICAL PROBLEMS

A

• DRUG-TESTING
• PSYCHOLOGICAL EXAMS
• MEDICAL EXAMS

37
Q

Linear approaches to hiring usually take one of four forms:

A
  • TOP-DOWN SELECTION
  • PASSING SCORES
  • RULE OF THREE
  • BANDING
38
Q

A straight-line relationship between the test score and the criterion of measurement.

A

LINEAR

39
Q

Selecting applicants in straight rank order of their scores.

A

TOP-DOWN SELECTION

40
Q

A method of making selection decisions in which a high score on one test can compensable for a low score on another test.

A

COMPENSATORY APPROACH

41
Q

A variation on top-down selection in which the names of the top three applicants are given to a hiring authority who can then select any of the three.

A

RULE OF THREE

42
Q

The minimum test score that an applicant must achieve to be considered hire.

A

PASSING SCORES

43
Q

A selection strategy in which applicants must meet or exceed the passing score on more than one selection test.

A

MULTIPLE CUT-OFF APPROACH

44
Q

Selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test.

A

MULTIPLE HURDLE APPROACH

45
Q

A statistical technique based on the standard error of measurement that allows similar test scores to be grouped.

A

BANDING

Industrial Psychology (5 decks)

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