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Psychological Assessment > Week 7: Assessment Tools in Occupational Settings > Flashcards

Week 7: Assessment Tools in Occupational Settings Flashcards

1
Q

What are needs that are met through our jobs/work?

A

Survival + power

Social connection

Self determination

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2
Q

What is the Theory of Person-Environment Fit?

A

A theory developed by John Holland in the US during 1950s.

Personality traits were clustered into types.

Each type had a work environment to which it was most suited.

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3
Q

What did Holland believe about personality?

A

That people developed a stable personality over time.

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4
Q

What was the model that John Holland developed?

A

The RIASEC Model - which included 6 personality types, each a cluster of personality traits.

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5
Q

What is the Realistic type?

A

Practical, scientific and methodological

Like concrete, hands-on activities

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6
Q

What is the Investigative type?

A

Rational, analytical, inquisitive

Enjoy rational thinking and problem solving

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7
Q

What is the Artistic type?

A

Creative, expressive, intuitive

Value self expression and orginality

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8
Q

What is the Enterprising type?

A

Ambitious, assertive, enthusiastic

Use their interpersonal skills to persuade others

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9
Q

What is the Conventional type?

A

Efficient, organised, detail orientated

Prefer systematic procedures and organisation

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10
Q

What is the circumplex hypothesis?

A

All personality types are different, but also equal

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11
Q

What is the validity of the RIASEC model?

A

Holds high validity in the US and cross-culturally

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12
Q

What are the limitations of the RIASEC theory?

A

Based on WEIRD population in the US

Limited definition of family (Holland only considerate family as the immediate family, rather than extended family)

Not all translations of the RIASEC theory carry the same validity

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13
Q

What are issues about SES for the RIASEC theory?

A

There is a lack of consideration in terms of SES as not all jobs are available to everyone.

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14
Q

What is another limitation of the RIASEC assessments in terms of the job market?

A

Holland’s models do not reflect the emergence of new careers due to the digital age

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15
Q

What should a revision of the RIASEC model include?

A

Cultural values

Individual differences

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16
Q

What are two concepts to consider when reviewing the 3 letter code from RIASEC assessments?

A
  1. Are the three domains consistent?
  2. What differs between the key strengths of each code?

A person lacking key differences in terms of codes may struggle to have job satisfaction.

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17
Q

What is the SDS?

A

A self-administered assessment which uses the RIASEC model.

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18
Q

What are the benefits of the SDS?

A

Easy and efficient to administer.

Good psychometric properties = reliability, construct validity, and predictive validity.

Helpful in terms of career options and suitable work environments.

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19
Q

What contexts are I/O psychologists likely to work in?

A

Military
Corporate
Business

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20
Q

What is criterion validity in terms of I/O research?

A

It promotes the idea that current assessment results should predict the future criterion of job performance.

The tools should measure the key criterion for a role, the person who performs best, should therefore be best suited for the role.

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21
Q

In the post industrial world, what is job behaviour described as?

A

Complex, multidimensional behaviour.

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22
Q

Why do biodata have predictive power in terms of future success for an applicant?

A

Because certain character traits which is required for success are also stable and enduring

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23
Q

What did a study by Reilly and Chao find regarding validity of selection procedures?

A

Only biodata and peer evaluations had validities equal to standardized tests.

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24
Q

What are employers prohibited from asking in terms of biodata?

A

Age, race, sex, religion and other personal issues.

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25
Q

What is the response elaboration technique (RET)?

A

When applicants are asked to provide specific details to elaborate on responses

26
Q

What turnover rate does Google claim to have?

A

4%

27
Q

What process did Google used to focus on in terms of employment?

A

Hiring candidates from the best schools with top grades

This technique is rarely used now.

28
Q

What are interviewers prone to in terms of bias towards candidates

A

Halo bias

Rate a candidate high or low based on global impression

29
Q

What factors have been shown to increase the reliability of interviews

A

Conducting panel interviews with structured questions

30
Q

What did Kelly and Fiske find in a study about decremental validity?

A

That subjective impressions (through interviews) decreased the accuracy of predictions compared with more objective methods (test scores, credentials)

31
Q

What are two reasons for preference towards structured interviews instead of unstructured interviews?

A

Legal defensibility

Minimal bias across different racial groups of applicants

32
Q

Under what conditions can an interview provide a reliable and valid basis for recruitment?

A

Carefully designed conditions

33
Q

In terms of handshakes during interviews, what did Stewart et al (2008) study find?

A

Handshakes are positively related to hiring recommendations, particularly for women.

34
Q

How do initial impressions impact individual job prospects?

A

Initial impression do matter in terms of job prospects

35
Q

What does empirical support suggest in terms of standardized cognitive ability tests?

A

There is strong support for the validity of standardized cognitive tests

36
Q

Where are the issues surrounding cognitive ability tests?

A

They may result in adverse impact for minority groups.

Meaning, white candidates will be selected disproportionately over people from black and brown communities

37
Q

How can cognitive tests be used so that they provide maximum benefit and minimal adverse impact?

A

Used in combination with other approaches, including biodata.

38
Q

What is the g factor?

A

The general factor of intelligence

39
Q

What is the WPT-R?

A

Wonderlic Personnel Test-Revised

50 multiple-choice items
12-minute time limit

Impressive reliability - .90
Positive validity - .91

Severe visuospatial impairment can invalidate the test

Non-native English speakers may be penalised due to it being a timed test.

40
Q

What is a key issue with the Minnesota Clerical Test (MCT)?

A

The norms are out of date (last revision was 1970) and its not clear which norms apply to which setting.

41
Q

What makes it difficult to independently assess integrity tests?

A

Because they are privately owned, it’s difficult to gain access to components such as scoring keys

42
Q

Stanton Survey, Personnel Selection Inventory and Reid Report are all types of what?

A

Integrity tests

43
Q

Can integrity tests can easily faked?

A

Yes, studies have shown respondents can produce substantially superior scores that those who answer honestly.

44
Q

Where are integrity tests most useful in terms of predicting job performance?

A

When they are based on self-reports of counterproductive work behaviour (CWB)

45
Q

What is the general concerns which still exist around integrity tests

A

Used by unqualified users, which is a violation of ethics

Base levels are unknown leading to difficulty in identifying optimal cutting scores

Situational factors may impact the validity of these tests

46
Q

What should work samples focus on?

A

The more difficult elements of a job to separate out strong and weak candidates.

47
Q

What is a situational exercise?

A

A white-collar equivalent of a work sample.

48
Q

Which situational exercises have the highest validity?

A

Those which are highly realistic to the actual work environment

49
Q

What is the In-Basket Test?

A

A situational exercise for managerial positions, which is still used today.

Involves scoring based on the content and style of the responses.

50
Q

What were the 3 second order factors that emerged from factor analysis of the In-Basket Test?

A

Preparing for Action
Amount of Work
Seeking Guidance

51
Q

What is the criterion problem, in terms of performance evaluation?

A

Issues around creating and measuring performance constructs which are often complex and multidimensional

52
Q

What is the most common method for performance appraisals?

A

Rating scales

53
Q

What is the reliability of rating scales

A

weak reliability

54
Q

What is a graphic rating scale?

A

A simple scale with trait labels, with short definitions and a continuum for the rating.

55
Q

What is the forced choice scale?

A

A performance appraisal tool which is designed to eliminate bias and subjectivity

56
Q

What is the most difficult issue in assessing job performance?

A

Definition the criteria to assess someone with.

57
Q

How can organisations control for halo bias?

A

Provide training for staff who are conducting appraisals

Supervise supervisors

Provide practice simulations

Keep a diary of info relevant to appraisal

Provide lectures on halo effects

58
Q

What sorts of errors can occur due to rater bias?

A

Leniency errors
Severity errors
Central tendency errors
Context errors

59
Q

The level that a manager likes their team member can have an impact on rater bias.

True or false

A

Based on a study, this is false.

Does not introduce rating bias.

Instead, ratings of affect often correlate strongly with performance ratings

60
Q

What are 3 types of criterion contamination?

A

Opportunity bias - not all employees have the same level of opportunity to perform

Group characteristics bias - when the group behaves in ways that impact individual performance

Knowledge of predictor bias - knowledge of personal information about an employee, impacts the appraisal

Psychological Assessment (11 decks)

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