Predictors - Chapter 6

Question 1

Predictors

Answer 1

Are used to forecast criteria

Question 2

A test with limited time and mostly easy questions…

Ex: typing test

Answer 2

Speed Test

Question 3

Power Test

Answer 3

No fixed time limits and relatively difficult items
Ex: class exam

Question 4

What is a test?

Answer 4

Objective and standardized procedure for measuring a psychological construct using a sample of behavior

Question 5

An applicant who is provided with accurate information about job characteristics, organizational climate, employee attitudes, and subordinate supervisor relationships…

Answer 5

Realistic Job Preview

Question 6

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

Answer 6

C ) predictors

Question 7

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%

Answer 7

B) 25%

Question 8

It’s dimensions can be understood by the acronym OCEAN

Answer 8

Big Five Personality Test

Question 9

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

Answer 9

D) conscientiousness and emotional stability

Question 10

Attempts to predict whether an employee will engage in counterproductive work-related behaviors…

Answer 10

Integrity Test

Question 11

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

Answer 11

Validity coefficient (R)

Question 12

Computer adaptive testing

Answer 12

How you score in earlier questions affects the difficulty of subsequent questions

Question 13

Unstructured Interview

Answer 13

No consistency of questioning across applicants, less useful, tough to make comparisons

Question 14

Structured Interview

Answer 14

Standardized, job analysis-based questions asked if all candidates; increased reliability, allows for fair comparisons

Question 15

Structured Interview formats
- behavior description interview
&
- situational interview

Answer 15

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?

Question 16

Types of predictors:

Answer 16

• standardized tests
• Cognitive ability
• Psychomotor
• Personality
• Integrity

Work samples 
Assessment centers
Interviews
References
Biographical information

Question 17

Cognitive Ability Tests (intelligence tests)

Answer 17

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

Question 18

Emotional Intelligence (EI)

Answer 18

Awareness of our own and others emotions

Question 19

Psychomotor tests

Answer 19

Sensory abilities (speed and accuracy of motor and sensory coordination) 
EX- surgeon, packer, fighter pilot, machine operator

Question 20

Personality Tests

Answer 20

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

Question 21

Two types of integrity tests, their definitions, and which one should organizations use?

Answer 21

*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?

Question 22

Work sample Tests

Answer 22

Miniature replicas of the job

Ex: Driving Test

Question 23

Situational Judgment tests (SJTs)

Type of work sample test

Answer 23

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

Question 24

Assessment Centers

Answer 24

Multiple raters (assessors) evaluate applicants (assesses) on a standardized set of predictors (exercises)

Question 25

What are the two types of Assessment Centers?

Answer 25

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

Question 26

Biographical Information

Answer 26

Assumes past behavior is best predictor of future behavior

Question 27

What two ways is biographical information collected?

Answer 27

1) application blank: form requesting historical and current information
2) BioData questionnaire: broad questions, multiple choice items, health, hobbies

Question 28

Reserved for the personal history information that is obtained through biographical information blanks

Answer 28

BioData