Predictors - Chapter 6 Flashcards
Predictors
Are used to forecast criteria
A test with limited time and mostly easy questions…
Ex: typing test
Speed Test
Power Test
No fixed time limits and relatively difficult items Ex: class exam
What is a test?
Objective and standardized procedure for measuring a psychological construct using a sample of behavior
An applicant who is provided with accurate information about job characteristics, organizational climate, employee attitudes, and subordinate supervisor relationships…
Realistic Job Preview
Because we typically do not have access to criteria in a selection context, we must use ________ as substitutes for criteria.
a) Appraisals
b) preferences
c) predictors
d) paradigms
C ) predictors
Research indicates that as much as __________ of performance variance across people can be accounted for by general cognitive ability.
a) 10%
b) 25%
c) 50%
d) 75%
B) 25%
It’s dimensions can be understood by the acronym OCEAN
Big Five Personality Test
The two personality dimensions that have been reported to be the best predictors of job performance are:
a) neuroticism and openness to experience
b) introversion and agreeableness
c) reasoning and reliability
d) conscientiousness and emotional stability
D) conscientiousness and emotional stability
Attempts to predict whether an employee will engage in counterproductive work-related behaviors…
Integrity Test
In the context is selection, the relationship between a predictor and a criterion.
And
Evidence that a test is a good predictor of job performance
Validity coefficient (R)
Computer adaptive testing
How you score in earlier questions affects the difficulty of subsequent questions
Unstructured Interview
No consistency of questioning across applicants, less useful, tough to make comparisons
Structured Interview
Standardized, job analysis-based questions asked if all candidates; increased reliability, allows for fair comparisons
Structured Interview formats
- behavior description interview
&
- situational interview
Behavior description interview
- focused on past behavior, what have you done in the past?
Situational interview
- focused on future behavior, what would you do in this scenario?
Types of predictors:
- standardized tests
- Cognitive ability
- Psychomotor
- Personality
- Integrity
Work samples Assessment centers Interviews References Biographical information
Cognitive Ability Tests (intelligence tests)
General: predicting individuals general capacity to learn
Specific: predicting how well an individual will do using their specific abilities
EX - mechanical ability; engineer
spatial ability; mechanic, architect
clerical ability tests; bookkeeper, clerk, secretary
Emotional Intelligence (EI)
Awareness of our own and others emotions
Psychomotor tests
Sensory abilities (speed and accuracy of motor and sensory coordination) EX- surgeon, packer, fighter pilot, machine operator
Personality Tests
An individual’s traits of predispositions to behave in a particular way across situations
measure the “Big Five” Openness to experience Conscientiousness Extraversion Agreeableness Neuroticism
Two types of integrity tests, their definitions, and which one should organizations use?
*Overt Integrity tests (use this more)
- measures attitudes toward theft and actual theft behaviors (self-report)
Ex: Do your friends ever steal from their employers?
*Personality-type integrity tests
- measures personality characteristics believed to predict counterproductive behavior
Ex: do you like taking risks?
Work sample Tests
Miniature replicas of the job
Ex: Driving Test
Situational Judgment tests (SJTs)
Type of work sample test
Paper and pencil or video scenarios that measure applicants judgment in work settings
Ex: the picture of the military guy in the snow and some scenario options
Assessment Centers
Multiple raters (assessors) evaluate applicants (assesses) on a standardized set of predictors (exercises)
What are the two types of Assessment Centers?
In-Basket- assessee responds to a series of job related scenarios
Ex: being newly hired to replace a manager who had had to leave the company abruptly due to a serious illness
Leaderless group discussion (LGD)- group exercise designed to tap managerial attributes, requires small group interaction. Observed by assessors after being given an issue to resolve with no roles assigned
Biographical Information
Assumes past behavior is best predictor of future behavior
What two ways is biographical information collected?
1) application blank: form requesting historical and current information
2) BioData questionnaire: broad questions, multiple choice items, health, hobbies
Reserved for the personal history information that is obtained through biographical information blanks
BioData
