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psyc 310 > Study guide for Exam 2 > Flashcards

Study guide for Exam 2 Flashcards

1
Q

What is the process of attracting people with the right qualifications to apply for the job known as?​

A

Recruitment

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2
Q

What do realistic job previews involve?

A

involve giving an applicant an honest assessment of a job; number 27 on chapter

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3
Q

What are the different types of interview questions? Be prepared to be tested via the presentation of definitions and/or example questions. For assistance, please review example questions in PowerPoint presentation.

A 
number 45, 46, 47
clarifiers
disqualifiers
past-focused 
skill determiners
future focused
organizational-fit
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4
Q

Which recruitment method is based on the same principles used to market products to consumers where help wanted ads are posted at the organization’s entrances and exits where customers can easily see the ads?

A

point-of purchase methods

number 18

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5
Q

Compare and contrast unstructured interview vs structured interviews with respect to reliability, validity, and legal defensibility.

A

unstructured interview are unreliable
not valid
legally problematic
number 30, 31, 33, 34, 35, 35,36, 37, 38, 39, 40, 41

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6
Q

interviewers base their decisions on gut reactions or intuition, interviewers are not good at using intuitive ability to predict behavior

A

poor intuitive ability

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7
Q

questions asked are not related to any particular job; many of questions are illegal; are u married? do you have any health problems? do you own an automobile and/or home?

A

lack of job relatedness

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8
Q

information presented prior to the interview or early in the interview carries more weight than does information presented later in the interview; interviewers decide about a candidate within the first few minutes; interviewers rate the applicant’s response after each question or a series of questions rather than waiting until the end

A

primacy effect

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9
Q

the interview performance of one applicant affects the interview score given to the next applicant

A

contrast effect

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10
Q

Which recruitment method is based on providing employees a financial incentive for recommending applicants who are subsequently hired and remain on the job for a specific period of time?

A

employee referrals

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11
Q

Which recruitment method is based on using an organization that specializes in finding jobs for applicants in order to find applicants? ??????

A

employment agencies

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12
Q

Which of the selection methods has applicants perform tasks that replicate actual job tasks?

A

work samples

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13
Q

What are truths regarding the use of grade point average for employee selection?

A

Valid predictor of performance, on the job training performance, starting salary, promotions, grad school performance-most predictive in first few years after graduation-will result in high levels of adverse impact-people with high GPA’s are intelligent and conscientiousnumber 13

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14
Q

Which of the selection methods uses multiple techniques and multiple observers to evaluate applicants as they perform different job-related tasks?

A

assessment centers

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15
Q

Which tests are designed to tell an employer the probability that an applicant would steal money or merchandise?

A

integrity tests

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16
Q

What are tests that are designed to tap the extent to which an applicant can learn or perform a job-related skill and are used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire; instead, will be taught the necessary job skills and knowledge referred to as?

A

job ability tests

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17
Q

What are tests designed to measure the level of intelligence or the amount of knowledge possessed by an applicant referred to as?

A

cognitive ability tests

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18
Q

Which tests directly ask for attitudes about theft and occurrences of theft behavior?

A

overt integrity tests under paper and pencil testing

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19
Q

What are the methods used for evaluating prior experience?

A
  • application/resumes
  • interviews
  • reference checks
  • biodata instruments- an application blank or questionnaire containing questions that considers an applicant’s life, school, military, community, and work experience
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20
Q

Which tests measures the physiological responses that accompany the verbal responses an individual makes to direct questions asked by polygraph operator?

A

polygraph testing under electronic testing

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21
Q

What are the different methods of determining reliability? Be prepared to be tested via the presentation of definitions and/or scenarios.

A 
test-retest(temporal stability)
alternate forms(form stability)
internal reliability(item stability)
scorer reliability(rater agreement)
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22
Q

Which measure of validity measures the extent to which a test found valid for a job in one location is valid for the same job in another location?

A

validity generalization

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23
Q

Which measure of reliability measures the extent two scores from alternate forms of a test are correlated and similar?

A

form stability

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24
Q

Which research design used to measure the degree of criterion validity entail the following: (a) The test is administered to a group of job applicants who are going to be hired; and (b) the test scores, which are not used in the actual hiring decision, are then compared to a future measure of job performance/behavior.

A

predictive

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25
Q

In industry, what is used to establish the content validity of selection tests or test batteries?

A

job analysis

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26
Q

A test is considered to have what if there are race differences in test scores that are unrelated to the construct being measured?

A

measurement bias

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27
Q

Which hiring decision strategy entails the following: An HR director determines that all applicants who receive at least an 81 on their test will be able to perform the functions of the job.

A

passing score

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28
Q

Which hiring decision strategy takes into consideration the standard error of measurement associated with any test score?

A

banding- SEM

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29
Q

What are the steps in constructing a structured interview?

A
  • conduct a thorough job analysis
  • determine best way to measure each ksao
  • construct questions
  • determine rating anchors for each question
  • choose two or more members for the interview panel
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30
Q

What are the different approaches to making a hiring decision? Be prepared to be tested via the presentation of definitions and/or scenarios

A

Unadjusted top down selection
Passing scores
Banding

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31
Q

What are the different forms of formal/direct recruitment methods; what are the different forms of informal/indirect recruitment methods? Be prepared to be tested via the presentation of definitions and/or scenarios

A

formal/direct:

  • media advertisements
  • point of purchase
  • direct mail
  • college recruiters
  • special events(job fairs)
  • employment agencie
  • computer databases
  • employee referral programs

informal/indirect:

  • situation-wanted ads
  • direct applicants
  • employee referrals
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32
Q

What are the common rating problems of unstructured interviews?

A
  • poor intuitive ability
  • lack of job relatedness
  • range restriction
  • primacy effect
  • contrast effect
  • negative information bias
  • interviewer/interviewee similarity
  • interviewee appearance
  • nonverbal ccues
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33
Q

What are the different styles of interviews? Be prepared to be tested via the presentation of definitions and/or scenarios.

A

one-on oneserialreturnpanelgroupserial-panel-group

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34
Q

Which type of interview would be poor at predicting future performance because it is unreliable, not valid, and legally problematic?

A

unstructured interview

35
Q

What are the different criteria a company can use to evaluate the effectiveness of a recruitment strategy?

A
  • time to fill
  • retention rates
  • cost per hire
  • number of applicants
  • job performance of new hires
  • eeoc/diversity impact
36
Q

What are the different rating anchors for scoring interview responses? Be prepared to be tested via the presentation of definitions and/or example questions. For assistance, please review example rating approaches in PowerPoint presentation.

A

-correct/incorrect approach
-typical answer approach
-key issue approach
look in powerpoint slide 33

37
Q

Which tests contain measures of finger dexterity and motor coordination?

A

psychomotor ability tests

38
Q

What are tests that are designed to measure the amount of job-related knowledge an applicant possesses referred to as?

A

job knowledge tests

39
Q

Which tests are designed to tap an applicant’s interest in particular types of work or careers?

A

interest inventories

40
Q

Which tests measure a collection of traits that persist across time and situations and differentiate one person from another?

A

personality inventories

41
Q

What is the process of confirming the accuracy of information provided by the applicant is called?

A

reference check

42
Q

Which tests measure an applicant’s level of physical ability required for a job?

A

physical ability tests

43
Q

What are tests that measures of facility with such processes as spatial relations and form perception referred to as?

A

perceptual ability tests

44
Q

Which tests measure traits linked to several theft related employee behaviors that are detrimental to the organization?

A

-personality based measures(type of paper and pencil testing under integrity tests

45
Q

What is the extent to which a score from a test is stable and free from error referred to as?

A

reliability

46
Q

Which measure of validity measures the extent to which a test score is related to some measure of job performance?

A

criterion

47
Q

Which measure of validity measures the extent test takers believe items on a test measure what they are supposed to measure?

A

face validity

48
Q

What does the test-retest reliability method measure?

A

temporal stability

49
Q

What measure of reliability is an issue especially in projective or subjective tests in which human judgment of performance is involved in the selection process?

A

interrater reliability; scorer reliability

50
Q

How is construct validity determined?

A

determined by correlating scores on one test with scores from another similar test

51
Q

If a test is valid for two groups, but more valid for one than the other it is said to have what?

A

differential validity

52
Q

Which hiring decision strategy entails the following: (a) The top three or five scorers’ names be given to the person making the decision; and (b) then applicants are chosen based on immediate needs of the company.

A

rules of “three or “five”

53
Q

Which hiring decision strategy entails results in high levels of adverse impact and less flexibility in decision making and ignores measurement error?

A

unadjusted top-down selection

54
Q

negative information is weighed more heavily than positive information

A

negative information bias- unstructured interviews

55
Q

interviewers rate interviewees higher when there are shared similarities(race, gender, personality)

A

interviewer/interviewee similarity

56
Q

the appearance of the interviewee affects interview ratings; interviewees have an advantage if they are: physically attractive dressed well and conservatively

A

interviewee appearance

57
Q

the presence or absence of nonverbal cues affects interview ratings; appropriate nonverbal cues: eye contact, smiling, head nodding

A

nonverbal cues

58
Q

questions that allow submitted information to be clarified and missing information to be obtained

A

clarifiers

59
Q

questions that must be answered a particular way or the applicant is disqualified

A

disqualifiers

60
Q

questions that focus on previous behavior and previous demonstrations of job-related behavior

A

past focus questions: patterned behavioral description

61
Q

questions that tap into an interviewee’s level of expertise

A

skill level determiners/knowledge focus questions

62
Q

questions that ask applicants what they would do in a particular situation

A

future focus questions: situational questions

63
Q

questions that tap the extent to which an applicant will fit into the culture of an organization or with the leadership style

A

organizational fit questions

64
Q

assumes that those with higher test scores will be better workers. test scores are literally indicative of performance; choose the applicants with the highest test scores; select the employee with the highest scores and move down until all the openings are filled

A

unadjusted top down selection approach

65
Q

who will perform at an acceptable level?; a point in a distribution of scores that distinguishes acceptable from unacceptable performance; should be reasonable and consistent with expectations of acceptable profeciency; The organization would have to determine the lowest score on the test that is associated with acceptable performance or minimum competency. Once you set your passing score, you can fill the openings with any applicant who scores at or above that level

A

the passing scores approach

66
Q

used when there is more than one test where each has a passing score, when one score can’t compensate for another, or when the relationship between the selection test and performance is not linear

A

multiple passing scores approach

67
Q

applicants must meet or exceed the passing score on more than one selection test

A

multiple-cutoff approach

68
Q

administering one test at a time, with the least expensive tests being administered first; applicants must pass that test before being allowed to take the next test

A

multiple hurdle approach

69
Q

statistical techniques based on the standard error of measurement that allows similar test scores to be grouped while still allowing some flexibility or affirmative action; a compromise between the unadjusted top-down and passing scores approach

A

banding

70
Q

five categories of banding

A

top-down(most inflexibility), rules of “three” or “five”, traditional banding, expectancy bands, SEM banding (standard error of measurement)

71
Q

measures temporal stablility; same applicants, same test, two testing periods; scores at time one are correlated with scores at time two; correlation should be above .70

A

test-retest reliability

72
Q

two forms of the same test are developed, and to the highest degree possible, are equivalent in terms of content, response process, and statistical characreristics; one form is administered to examniees, and at some later date, the same examinees take the second form; scores from the first form of test are correlated with scores from the second form; if those scores are highly correlated, the test has form stability

A

alternate forms reliability

73
Q

defines measurement error strictly in terms of consistency or inconsistency in the content of the test; used when it is impractical to administer two separate forms of a test; with this form of reliability the test is administered only once and measures item stability and item homogeneity

A

internal reliability

74
Q

extent to which similar items are answered in similar ways

A

item stability

75
Q

extent to which test items measure the same construct

A

item homogeneity

76
Q

involves one interviewer interviewing one applicant

A

one on one

77
Q

involves a series of single interviews

A

serial

78
Q

involves a passage of time between first and subsequent interview

A

return

79
Q

involves multiple interviewers interviewing the same applicant at the same time

A

panel

80
Q

involves multiple applicants being interviewed during the same interview

A

group

81
Q

involves a combination of the above styles

A

serial-panel-group

82
Q

a method of scoring interview answers on the basis of whether the answers given were correct or incorrect

A

right/wrong approach

83
Q

a method of scoring interview answers that compares an applicant’s answers with benchmark answers; example-standard answers to interview questions, the quality of which has been agreed on by job experts

A

typical-answer approach

84
Q

a method of scoring interview answers that provides points for each part of an answer that matches the scoring key

A

key-issues approach

psyc 310 (5 decks)

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