Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Psychological Assesment > Utility > Flashcards

Utility Flashcards

1
Q

The practical value of using a test to aid in decision making and improve efficiency. It also refers to the practical value of a training program or intervention.

A

Utility

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

The practical value of the information derived from scores of the test.

A

Index of utility

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

The higher the _ validity of test scores for making a particular decision, the higher the utility of the test is likely to be.

A

Criterion- related validity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

The disadvantages, losses of expenses in both economic and non economic terms. It is the expenditures associated with testing or not testing.

A

Costs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

It refers to profits, gains or advantages. It should justify the costs of administering, scoring and interpreting the test.

A

Benefits

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

It may be undertaken for the purpose of evaluating whether the benefits of using a test outweight the costs.

A

Utility analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Provides an estimate of the extent to which inclusion of a particular test in the selection system will improve selection. The tables provide an estimate of the percentage of employees hired by the use of a particular test who will be successful at their jobs.

A

Taylor-Russell tables

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

The computed validity coefficient in Taylor-Russell tables.

A

Test’s validity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

The numerical value that reflects the relationships between the number of people to be hired and the number of people available to be hired in Taylor-Russell tables.

A

Selection Ratio

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

It is the percentage of people hired under the existing system for a particular position, in the Taylor-Russell tables.

A

Base Rate

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What are the 3 variables in Taylor-Russell tables?

A

Test’s validity
Selection Ratio
Base rate

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

One limitation of the Taylor-Russell tables is that the relationship between the predictor (test) and the criterion (rating of performance) must be _.

A

Linear

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Entails obtaining the difference between the means of the selected and unselected groups to derive an index of what the test is adding to already established procedures. Used in utility analysis.

A

Naylor-Shine tables

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

The Naylor-Shine tables determine the increase in average score on some criterion measure while the Taylor-Russell determine the increase over _ procedures.

A

Current

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

The validity coefficient with both the Taylor-Russell and the Naylor-Shine tables must be obtained by _ validation procedures.

A

Concurrent validation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

It is used to calculate the dollar amount of a utility gain resulting from the use of a particular selection instrument under specified conditions.

A

The Brogden-Cronbach-Gleser formula

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

It refers to an estimate of the benefit of using a particular test or selection method.

A

Utility gain

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

The estimated increase in work output.

A

Productivity gain

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

The value of a test lies in the extent to which its use improves the _ that exists without its use.

A

Hit rate

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

It means correct classification.

A

Hit

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Incorrect classification.

A

Miss

22
Q

The proportion of people that an assessment tool accurately identifies as possessing or exhibiting a particular trait, ability, behavior or attribute.

A

Hit rate

23
Q

The proportion of people that an assessment tool inaccurately identifies as possessing or exhibiting a particular trait, ability, behavior or attribute.

A

Miss rate

24
Q

A specific type of miss whereby an assessment tool falsely indicates that the testtaker possesses or exhibit a particular trait, ability, behavior or attribute.

A

False positive

25
Q

A specific type of miss whereby an assessment tool falsely indicates that the testtaker does not possess or exhibit a particular trait, ability, behavior or attribute.

A

False negative

26
Q

If the selection ratio is high, the cut-off score will be higher. There will be many _.

A

False positives

27
Q

If the selection ratio is low, the cut-off score will be higher. There will be many _.

A

False negatives

28
Q

_ theory provides guidelines for setting an optimal cutoff score.

A

Decision theory

29
Q

Period of high unemployment there are significantly more people in the pool of possible job applicants than in periods of high employment.

A

Economic climate

30
Q

It is usually a numerical reference point derived as a result of a judgment and used to divide a set of data into two or more classifications, with some to be taken or some inference to be made on the basis of these classifications.

A

Cut score

31
Q

A type of cut score. It is the reference point that is set based on norm-related consideration.

A

Relative cut score or norm-referenced cut score.

32
Q

A type of cut score. It is a reference point that is typically set with reference to a judgment concerning a minimum level of proficiency required to be included in a particular classification.

A

Fixed cut score or absolute cut score

33
Q

A type of cut score that refers to the use of two or more cut scores with reference to one predictor for the purpose of categorizing testtakers.

A

Multiple cut score

34
Q

It is one collective element of a multistage decision-making process in which the achievement of a particular cut score on one test is necessary in order to advance to the next stage of evaluation in the selection process.

A

Multiple Hurdle

35
Q

High scores on one attribute can balance out or compensate for low scores on another attribute.

A

Compensatory model of selection

36
Q

It is the statistical tool that is ideally suited for making selection decisions within the framework of a compensatory model.

A

Multiple regression

37
Q

Different types of cut scores:

A

Relatively cut score or norm referenced cut score
Fixed cut score or absolute cut scores
Multiple scores
Multiple Hurdle

38
Q

What are the methods for setting cut scores?

A

The Angoff Method
The Known Groups Method or the Method of contrasting Groups
IRT Based Methods
Methods of Predictive yield
Discriminant Analysis or Discriminant Function Analysis

39
Q

The Angoff Method was devised by _.

A

William Angoff

40
Q

It is a method of setting cut scores that can be applied to personnel selection tasks as well as to questions regarding the presence of absence of a particular trait, attribute or ability.

A

The Angoff Method

41
Q

In Angoff Method, they are the one who provide estimates regarding how testtakers who have atleast minimal competence for the position should answer the items correctly.

A

Experts

42
Q

The weakness of Angoff Method is when there is a low _ reliability.

A

Inter-rater reliability

43
Q

A method for setting cut scores that entails collection of data on the predictor of interest from groups known to possess and not to possess a trait, attribute or ability of interest. The cut score is set on the test that best discriminates the 2 group’s performance.

A

The Known Groups Method or the Method of Contrasting Groups

44
Q

Cut scores are based on testtaker’s performance across all items on the test. Some portion of the total number of items on the test must be scored “correct” in order for the testatker to pass the test.

A

Classical test score theory

45
Q

Within this theory framework-based methods of setting a cut score, each item is associated with a particular level of difficulty. The test takers must answer items that are deemed to be above some minimum level of difficulty which is determined by experts and serves as the cut score.

A

Item-response theory (IRT)

46
Q

What are the 2 IRT-based methods for determining the difficulty level reflected by a cut score?

A

Item-mapping method
Bookmark method

47
Q

IRT based method that includes arrangement of items in a histogram with each column in the histogram containing items deemed to be of equivalent value.

A

Item-mapping method

48
Q

An IRT based method that begins with the training of experts with regard to the minimal knowledge, skills and/or abilities that testtakers should possess in order to pass. The experts are given a book of items, arranged in an ascending order of difficulty. They place bookmarks between the 2 pages that are deemed to separate minimal knowledge from those who have not. Bookmark served as the cut score.

A

Bookmark method

49
Q

A technique for setting cut scores which took into account the number of positions to be filled, projections regarding the likelihood of offer acceptance, and the distribution of applicant scores.

A

Method of Predictive Yield

50
Q

A method for setting cut scores that is used to shed light on the relationship between identified variables and two naturally occurring groups.

A

Discriminant Analysis or Discriminant Function Analysis

Psychological Assesment (8 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions