Organizational L2

Question 1

Personnel selection

Answer 1

involves matching the person to a job or organization and then evaluating that match

Question 2

Selection ratio

Answer 2

of job vacancies/#of applicants
> 1 utility decrease
< 1 utility increase

Question 3

Base rate of success

Answer 3

the proportion of hires considered successful before implementation of selection system (higher base rate means the less likely a new system will be beneficial)

Question 4

Steps in selection process

Answer 4

employee recruitment
employee screening
employee selection and placement
validity check

Question 5

Employee Recruitment

Answer 5

process by which companies attract qualified applicants (referrals and applicant-initiated contacts yield higher quality workers and lower turnover rates than ads and employment agency placement)

Question 6

Realistic job previews

Answer 6

an accurate presentation of prospective job (increase job commitment, decrease turnover, more likely to turn down job)

Question 7

Employee screening

Answer 7

applications/resume
references
employment testing
assessment centers
interviews

Question 8

Employee screening: applications and resumes

Answer 8

biographical info is best predictor of future job performance, first impression, difficult to evaluate and interpret

Question 9

Employee screening: references

Answer 9

biased (litigation against employers who give bad references)

Question 10

Employment testing

Answer 10

time consuming and costly
biodata, cognitive ability, mechanical ability, motor and sensory ability, job skills and knowledge, personality, integrity, etc.

Question 11

Employment testing: biodata

Answer 11

background info (effective)

Question 12

Employment testing: cognitive ability

Answer 12

general intellectual ability, indication of learning potential , problem-solving skills, decision-making skills (predictive of job success, can have adverse impacts of certain groups)

Question 13

Employment testing: mechanical ability test

Answer 13

effective screening for positions involving operating and repairing machinery, construction, and engineering

Question 14

Employment testing: motor and sensory ability tests examples

Answer 14

motor: speed tests
sensory: hearing, visual, perceptual discrimination

Question 15

Employment testing: job skills and knowledge tests examples

Answer 15

Work sample tests: ability to perform brief examples of job tasks (realistic, expensive, time-consuming, one of the best predictors of job performance)
Job knowledge tests: measure specific knowledge required to perform job

Question 16

Employment testing: personality

Answer 16

reasonable good predictors of job performance (can screen out psychopathic tendencies)

Question 17

Employment testing: integrity tests

Answer 17

honesty of character (valid predictors of dishonesty and counterproductive behavior)

Question 18

Assessment centers

Answer 18

good predictors of managerial success (costly)

Question 19

Interviews

Answer 19

one of the most common selection procedures

validity varies

Question 20

Unstructured Interviews

Answer 20

no formalized scoring, stereotype judgments, attractive people hired more, lack predictive validity

Question 21

Structured Interviews

Answer 21

all applicants evaluated in the same manner

Question 22

Structured Interview Question Types

Answer 22

Situational questions (hypothetical situations), behavioral questions (past incidents to deal with hypothetical future situations), job knowledge questions (assess interviewee knowledge of job), background questions (resume and application)

Question 23

How employee selection can be done more objectively

Answer 23

multiple regression, multiple cut-off model, multiple hurdle model

Question 24

Validity check

Answer 24

test selection procedure

Question 25

Equal Employment Opportunity (EEO)

Answer 25

Adverse Impact: occurs when members of one sub group are selected disproportionately more or less often than members of another sub-group