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managing people > m2 ch2 > Flashcards

m2 ch2 Flashcards

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People You Should Know flashcards
1
Q

define validity

A

ensure the measure is accurate and “job-related”

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2
Q

reliability vs. validity

A

must be reliable to be valid, has to be accurate

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3
Q

3 types of validity evidence

A

criterion-related (correlated), content (adequate sample), and construct (what we think it is) validity

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4
Q

2 types of criterion-related validity

A

BOTH STATISTICAL/ EMPIRICAL: concurrent (same time), predictive: (later obtaining performance results)

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5
Q

define generalizability

A

the degree to which the validity of a selection method extends to other contexts

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6
Q

contexts of generalizability

A

different situations, samples of people, and periods of time

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7
Q

define utility

A

degree to which the information provided by the selection methods enhance effectiveness of selecting personnel

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8
Q

What is the power law distribution?

A

few high performers, lots of poor performers

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9
Q

Define legality

A

all selection methods should adhere to existing laws and legal precedents (civil rights, age discrimination, and disabilities)

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10
Q

What is an Application Blank and its key characteristics?

A

A,G,I,D,M

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11
Q

Application Blank: A

A

Allow the collection of information in a standardized manner

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12
Q

Application Blank: G

A

Good source of information about experience

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13
Q

Application Blank: I

A

Information sought should be historical and verifiable

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14
Q

Application Blank: D

A

Direct and indirect questions about protected classifications should be avoided

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15
Q

Application Blank: M

A

Must screen questions in terms of ADA and EEO requirements

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16
Q

What is a Biographical Data questionnaire and its key characteristics?

A

developed empirically, more subjective, longer, past behavior predicts future behavior, indirect measurements of motivational characteristics, describe behaviors

17
Q

What is a Reference Check and its key characteristics?

A

limits validity and reliability, all statements should be documented, verifiable behaviors, references are subject to legal challenge, weak predictors

18
Q

What are the different types of ability tests?

A

general mental (intelligence), specific mental (verbal ability, arithmetic reasoning etc), physical ability

19
Q

What is the most valid selection method?

A

general mental ability

20
Q

Does general mental ability show adverse impact on minority groups?

A

yes it must

21
Q

Is faking easy on personality tests?

A

yes

22
Q

What is a personality test? and its key characteristics?

A

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

23
Q

key characteristics of a personality test

A

vary across contexts, are relatively reliable, conscientiousness shows validity, other traits are valid based on job requirements

24
Q

jobs with technical expertise requirements are…

A

“stronger” and personality may be less important in strong situations

25
Q

5 major dimensions of personality

A

extroversion, adjustment, agreeableness, conscientiousness, openness to experience

26
Q

What are the two ways to capture integrity?

A

overt questions and treat it as an aspect of personality

27
Q

What is a work sample and its key characteristics?

A

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

28
Q

What is a medical/drug tests and its key characteristics?

A

physical and medical tests, drug tests, medical exams (only after offer is made)

29
Q

What is a selection interview?

A

most common, virtually all organizations use them, worst selection method

30
Q

What is required of a selection interview to be useful?

A

structured, standardized, and focused, quantitative rating, structured notes, rate/ rank,

31
Q

What is the most common selection device used?

A

selection interview

32
Q

What is a situation versus behavioral interview?

A

situational is future-oriented and behavioral is experience-based

33
Q

What is a compensatory approach?

A

A high score on one measure can compensate for a low score on another measure, Key issue is how to weight the predictors

34
Q

Noncompensatory approach

A

Minimum score must be obtained on each measure, Key issue is when to collect predictor information Multiple-hurdle

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