Problem 9

Question 1

Which methods can you use to assess job performance ?

Answer 1

1. Collecting the number of counterproductive actions

e.x.: lateness, rule violations etc

2. Integrity test

3. Biodata

–> objective records of productivity like how many houses sold by real estate agent

4. Interview

5. Personality tests

6. IQ tests

7. Personal references/ Evaluations

Question 2

Which of the big 5 is positively correlated with job performance ?

Answer 2

Conscientiousness, as this trait will describe ones style of working

–> high levels of it will predict more raises, promotions + higher job status

Question 3

The correlation strength between conscientiousness + job performance is rather modest (o.2).

It is therefore suggested that specific traits could be better indicators of job performance than any of the big 5.

Which specific trait is this, when it comes to job performance ?

Answer 3

Pro-activity, which involves the tendency to identify opportunities and to act on them

–> “seizing the opportunity”

1. Correlates positively with Extraversion + conscientiousness
2. Moderately correlated with job performance (0.25), thus higher

Question 4

Integrity tests

Answer 4

Are self report questionnaires that are intended to assess a potential employees level of honesty + dependability

–> should predict his/her tendency to refrain from counterproductive behavior

a) Overt integrity test

b) Personality-based test

Question 5

Overt integrity test

Answer 5

Involves asking the job applicant questions which would indicate whether he/she has committed various dishonest acts

Question 6

Personality-based integrity test

Answer 6

Involves subtle questions where the respondent doesn’t know the underlying intention of the employer to assess his/her integrity

Question 7

Do integrity tests successfully predict employees performance + behavior on the job ?

Answer 7

Yes,

Higher scores on integrity tests were modestly related to better job performance

Question 8

Core self evaluations

Answer 8

Refer to fundamental evaluations people make about themselves

–> its predictive validity is comparable to conscientiousness

Question 9

Affective commitment

Answer 9

Refers to an emotional attachment to organization

–> relaxed to X (work peers)

Question 10

Continuance commitment

Answer 10

Associated to the perceived cost-benefit ratio of staying

–> related to X,N,C,O

Question 11

Normative commitment

Answer 11

Refers to the felt obligation to stay

–> relaxed to X,A

Question 12

Trait theory

Answer 12

States that leadership depends on the qualities of the leader

–> highly correlated Conscientiousness

Question 13

Computer adaptive testing

Answer 13

Involves actively monitoring responses on each item + selectively administering subsequent items that are most likely to provide responses that are maximally informative about the targeted trait

–> relies on item response theory

Question 14

Simple selection model

What are the advantages vs disadvantages ?

Answer 14

States that when selecting a candidate we select the good ones, while rejecting bad candidates

Advantage:

Assumption of linearity

–> the more the better, i.e. the more extrovert the better

Disadvantage:

Failing to look out for traits one doesn’t want in an employee

Question 15

Personality based job analysis

Answer 15

Directly assessing which personality traits facilitate optimal job performance

–> insight into personality traits that are essential/desired in a specific occupation (Predictor criterion correspondence)

Question 16

Predictor criterion correspondence

Answer 16

Refers to the correlation between specific personality dimensions and specific performance dimensions

Question 17

Broad vs narrow personality measures

Answer 17

Broad:

Refer to dimensions, which are comprehensive + appropriate to measure the success at work

Narrow:

Refer to facets, which are used when wanting to assess specific traits

–> in general better predictors

Question 18

What are possible solutions to faking ?

Answer 18

1. Reactive/Detecting

a) Correcting
b) Faking detection
c) TAT

2. Proactive/Preventing

a) Fake warning
b) Forced choice method
c) Non-self reports
d) Item response theory

Question 19

Employment related motivation distortion index (EMD)

(Correcting)

Answer 19

Capturing motivation distortion that is specific to personnel selection context

–> newer version of the faking scale, more valid

Question 20

Item response theory (Preventive)

Answer 20

Refers to a mathematical model that describes the relationship between the measured trait + the probability of choosing the various response options

Question 21

Fake warning (Preventive)

Answer 21

Involves an advance warning to test takers that fake detection is being used and that chances of being hired are lower when caught

ex.: telling students there are phone detectors in the bathroom at the MECC

Question 22

Forced choice method

(Preventive)

Answer 22

Involves using items that require one to indicate which of the several equally desirable statements describe them best

–> reduces effect of perceived desirability

Question 23

Faking scale

(Correcting)

Answer 23

Including some items that ask about moral lapses that presumably everyone has committed

–> too high scores on socially desirable characteristics are indicators of faking

Question 24

Snell’s model of applicant faking behavior

Answer 24

Proposes 2 different faking determinants

1. Ability to fake
2. Motivation to fake

Question 25

Name the advantages vs disadvantages for Biodata.

Answer 25

Advantage:

• objective, high validity

Disadvantage:

• Interpretation can be wrong
• Susceptible to faking (ex.:CV)

Question 26

Name the advantages vs disadvantages of Personal references/evaluations.

Answer 26

Disadvantage:

• Low reliability + validity, because references are always from people that like you

Advantage:

• Peer references not supervisors

Question 27

Name the advantages vs disadvantages of Interviews.

Answer 27

Advantage:

• Structured ones have high validity

Disadvantage:

• Easier to enhance the self
• Bias of first impression (Anchoring)
• Low interrater agreement

Question 28

Name the advantages and disadvantages of Personality tests.

Answer 28

Advantage:

• Easier to compare different people
• Obtaining specific results
• Fair

Disadvantage:

• Fakeable
• Unreliable in certain temporary factors
• Requires sufficient reading skills + comprehensiveness

Question 29

Name the advantages vs disadvantages of IQ tests

Answer 29

Advantage:

• Higher scores result in advantage in reasoning + decision making
• Practicality
• Applicable in a broad sense

No cons

–> Highest validity

Question 30

Bandwidth fidelity dilemma

Answer 30

Using the broad-band versus narrow-band personality assessments to assess potential gains or losses in the predictive or analytical power.

Question 31

Criterion validity

Answer 31

Refers to the extent to which the outcome actually agrees with the “gold standard“(criterion), that has been set for the self

Question 32

Face validity

Answer 32

Refers to the extent to which a test is subjectively viewed as covering the concept it predicts/says to measure

–> e.g.: “looking like it measures what it is supposed to measure”

Question 33

Construct validity

Answer 33

Refers to the degree to which a scale or test measures what it claims to measure

–> includes divergent + convergent validity

ex.: Doctor testing the effectiveness of pain killers, by asking participants whether they are experiencing pain

–> construct validity would be if he actually measures pain or some other factor like numbness, anxiety etc

Question 34

Divergent validity

Answer 34

Refers to the degree by which two constructs/concepts that are supposed to be unrelated are actually unrelated

Question 35

Convergent validity

Answer 35

Refers to the degree by which two measures of constructs that are supposed to be related, are in fact related