Program Review-Predicting Emloyee Performance:PredictorProb Flashcards
According to the 80% Rule,_______is occurring when the hiring rate for the minority group is less than 80% if the hiring rate for the majority group.
adverse impact
Such discrimination might be the result of________ validity, which occurs when a predictor’s validity coefficient is substantially different for different groups or_____, which occurs when members of both groups perform similarly on the criterion but members of one group score consistently lower on the____.
differential
unfairness
predictor
If a selection technique is found to be discriminating against members of a particular group, the employer can argue that its continued use represents a_______or that the characteristic of concern is a bona fide occupational qualification.
business necessity
Before using a predictor to make selection decisions, its____ (decision-making accuracy) should be checked.
incremental validity
A predictor is most likely to have a positive effect on decision-making accuracy when the selection ratio is_____and the base rate is______.
low
moderate
The____tables can be used to estimate the percent of new employees who will be successful on the job given various combinations of validity coefficients, selection ratios, and base rates.
Taylor-Russell
To increase decision-making accuracy, multiple predictors are often employed. When compensation among predictors is acceptable _______, can be used to combine predictor scores; when compensation is unacceptable, _______is preferred.
multiple regression
multiple cuttoff or multiple hurdles
Meta-analyses of the research indicate that_______tests are the most consistently valid predictors across different jobs.
GMA-General mental Ability
Of the Big Five personality factors, ____ has been found to be the best predictor of job performance across different jobs and job settings.
Conscientiousness
Although interest tests are not good predictors of job performance, they are useful for predicting job choice, satisfaction, and ________.
persistence
Biographical Information Blanks have higher validity coefficients than standard application blanks because they are_____derived. However, they may be resisted by applicants because they lack______validity.
empirically
face
Although interviews are, by far, the most commonly used selection technique, their_______ coefficients tend to be low. The accuracy of interviews is improved by training interviewers and by using a _____interview format.
validity
structured
When work samples include a period of learning and evaluation, they are referred to as ____.
Trainability tests
Work samples are sometimes included in realistic job previews, which are used to reduce an applicant’s_____ about a job and thereby reduce turnover.
unrealistic expectations
Finally, a distinguishing feature of assessment centers is their inclusion of _______tests such as the in-basket test and leaderless group discussion.
situational (work sample)
