Selection Predictors (Chap 4) Flashcards
1
Q
Test vs Inventory
A
- test: right or wrong answer (knowledge and ability)
- inventory: no right and wrong answers (interest and personality)
2
Q
Three test/inventory dimensions
A
- speed vs power
- individual vs group
- paper/pencil vs performance
3
Q
Speed vs power (test/inventory dimension)
A
- speed: many easy questions - criterion = # answered in specific time
- power: difficult, no time limit - score is typically # right
4
Q
Individual vs group
A
- individual not common
- time and cost problems
- sometimes only option (ex: if administration has to participate
5
Q
Defining cognitive ability
A
- “g” - general intelligence (wonderlic)
- quantitative vs verbal
- spatial vs verbal
- crystallized vs fluid
- academic vs practical vs creative (sternberg)
- intuitive (insight) vs analytical (logic)
6
Q
Cognitive ability tests (more info)
A
- people believe intelligence should be related to job performance
- usually around .2 - .5 (very high)
- average around .25 - .3
- relationship to performance tends to decrease with job experience
7
Q
wonderlic personnel test
A
- most popular in selection
- taken by over 2.5 million job applicants a year
- 50 questions in 12 minutes
- average score is 21
8
Q
problem with intelligence tests?
A
- many intelligence tests show group differences
- test bias
- motivation
- vocab/semantics
- administration
- opportunities
9
Q
test bias (intelligence tests)
A
- a systematic, stable variation in test scores unrelated to the purpose of measurement (random error is no bias)
1. motivation - tests tend to reflect on Caucasian values/experiences
2. vocab/semantics - tests are usually developed by Caucasians
3. administration - tests are usually administered by Caucasians
4. opportunities - throughout history, not all people were given the same learning opportunities and societal privileges
10
Q
Flynn effect (intelligence tests)
A
- IQ scores have generally risen over time
- effect has narrowed group differences
- effect is slowing in developing countries
11
Q
legal to use cognitive ability to hire?
A
- it is legal to use cognitive ability for personnel selection - have to show that is is justifiable/applicable to job
12
Q
Other ability tests
A
- mechanical aptitude
- sensory ability (vision or audition tests)
- motor ability (coordination, reaction time, dexterity)
- physical ability (strength, endurance, movement)
13
Q
Personality and individual difference inventories
A
- an individuals unique behavior patterns
- questions usually address personal preferences
- personality is fairly stable over time
14
Q
conscientiousness is related to
A
supervisory ratings, citizenship behaviors, job accidents, interactions with team members, exam grades, essay grades, and gpa
15
Q
interest inventories
A
- measure preferences for certain activities
- strong-campbell
- kuder
- used mainly for career/vocational counseling
- may be related to job satisfaction and tenure
