m2 ch2 Flashcards
define validity
ensure the measure is accurate and “job-related”
reliability vs. validity
must be reliable to be valid, has to be accurate
3 types of validity evidence
criterion-related (correlated), content (adequate sample), and construct (what we think it is) validity
2 types of criterion-related validity
BOTH STATISTICAL/ EMPIRICAL: concurrent (same time), predictive: (later obtaining performance results)
define generalizability
the degree to which the validity of a selection method extends to other contexts
contexts of generalizability
different situations, samples of people, and periods of time
define utility
degree to which the information provided by the selection methods enhance effectiveness of selecting personnel
What is the power law distribution?
few high performers, lots of poor performers
Define legality
all selection methods should adhere to existing laws and legal precedents (civil rights, age discrimination, and disabilities)
What is an Application Blank and its key characteristics?
A,G,I,D,M
Application Blank: A
Allow the collection of information in a standardized manner
Application Blank: G
Good source of information about experience
Application Blank: I
Information sought should be historical and verifiable
Application Blank: D
Direct and indirect questions about protected classifications should be avoided
Application Blank: M
Must screen questions in terms of ADA and EEO requirements
What is a Biographical Data questionnaire and its key characteristics?
developed empirically, more subjective, longer, past behavior predicts future behavior, indirect measurements of motivational characteristics, describe behaviors
What is a Reference Check and its key characteristics?
limits validity and reliability, all statements should be documented, verifiable behaviors, references are subject to legal challenge, weak predictors
What are the different types of ability tests?
general mental (intelligence), specific mental (verbal ability, arithmetic reasoning etc), physical ability
What is the most valid selection method?
general mental ability
Does general mental ability show adverse impact on minority groups?
yes it must
Is faking easy on personality tests?
yes
What is a personality test? and its key characteristics?
Validity in terms of predicting job performance is higher when scores are taken from other people as people tend to lack insight into how they are perceived by others
key characteristics of a personality test
vary across contexts, are relatively reliable, conscientiousness shows validity, other traits are valid based on job requirements
jobs with technical expertise requirements are…
“stronger” and personality may be less important in strong situations
5 major dimensions of personality
extroversion, adjustment, agreeableness, conscientiousness, openness to experience
What are the two ways to capture integrity?
overt questions and treat it as an aspect of personality
What is a work sample and its key characteristics?
requires doing work on and off the job, validity depends on the extent of work done, expensive, generalizability is low, assessment centers are a specific variety of popular work sample tests
What is a medical/drug tests and its key characteristics?
physical and medical tests, drug tests, medical exams (only after offer is made)
What is a selection interview?
most common, virtually all organizations use them, worst selection method
What is required of a selection interview to be useful?
structured, standardized, and focused, quantitative rating, structured notes, rate/ rank,
What is the most common selection device used?
selection interview
What is a situation versus behavioral interview?
situational is future-oriented and behavioral is experience-based
What is a compensatory approach?
A high score on one measure can compensate for a low score on another measure, Key issue is how to weight the predictors
Noncompensatory approach
Minimum score must be obtained on each measure, Key issue is when to collect predictor information Multiple-hurdle
