Chapter 5

Question 0

Schematic representation of froces

Answer 0

Organization and organizational needs (outcomes) -> (scientific theory) -> research and development (outcomes) -> assessment of qualifications -> assessment-based decisions -> outcomes -> cultural values

Question 1

Nepotism

Answer 1

An approach to personnel staffing whereby family members perceive preferential treatment b/c of birth or marriage

Question 2

Protected group

Answer 2

Designation for members of society who are granted legal status by virtue of demographic characteristic i.e. race, sex national origin, color, religion, age, and disability

Question 3

Reasonable Accommodation

Answer 3

Employers must provide disabled persons assistance in being evaluated for employment and in the conduct of their jobs

Question 4

Adverse impact

Answer 4

Disparate impact; unfair discrimination in which the result of using a particular personnel selection method has a negative effect on protected group members compared with majority group members

Question 5

Disparate treatment

Answer 5

Unfair discrimination in which protected group members are afforded differential employment procedures compared to members of other groups

Question 6

Uniform guidelines on employee selection procedures

Answer 6

Employment decisions organizations follow

Question 7

Diversity

Answer 7

Goal of staffing whereby demographical differences in society are reflected in the workforce

Question 8

Diversity-validity dilemma

Answer 8

Paradox of organizations being unable to simultaneously hire the most qualified applicants and members of full range of demographic groups that populate society

Question 9

Affirmative action

Answer 9

Social policy that advocates members of protected groups will be actively recruited and considered for selection in employment

Question 10

Four goals of affirmative action

Answer 10

1) Correct present inequities: eliminate discriminating practices
2) Compensate past inequities: past discrimination puts minorities in a disadvantage
3) Provide role models: increasing the frequency of minority group members acting as role models
4) Promote diversity: increasing the minority representation in education/workforce

Question 11

Recruitment

Answer 11

Process which individuals are solicited to apply for jobs

Question 12

Bona fide occupational qualification (BFOQ)

Answer 12

Requirement applicant must have in order to be considered for a job

Question 13

Model of personnel decisions in organizations

Answer 13

Work and organizational analyses -> criteria and their measurement or predictors and their measurements -> linkage between predictors and criteria: validity -> design of recruitment strategies -> selection systems and factors affecting their use -> accessing the utility of selection systems

Question 14

Principles

Answer 14

Specify established scientific findings and generally accepted professional practices in the field of personnel selection; responsibility to assist in accurate and fair personnel selection

Question 15

Regression analysis

Answer 15

Statistical procedure used to predict one variable on the basis of another variable

Question 16

Multiple correlation

Answer 16

Degree of predictability (ranging from 0 to 1.00) in forecasting one variable based on two or more other variables

Question 17

Multiple regression analysis

Answer 17

A statistical procedure used to predict one variable on the basis of two or more other variables

Question 18

Validity generalization

Answer 18

Degree to which a predictive relationship empirically established in one content spreads to other populations or contexts (jobs)

Question 19

Personnel selection

Answer 19

Process of determining those applicants who are selected for hire vs those who are rejected

Question 20

Predictor cutoff

Answer 20

Score on a test that differentiates those who passed the test vs those who failed

Question 21

Selection ratio

Answer 21

Numeric index ranging between 0 and 1 that reflects the selectivity of the hiring organization in filling jobs (# of job openings/# of job applicants)

Question 22

Base rate

Answer 22

% of current employees in a job who are judged to be performing their jobs satisfactorily

Question 23

Criterion cutoff

Answer 23

Standard that separates successful from unsuccessful job performance

Question 24

True positives

Answer 24

Individuals who were correctly selected for hire b/c they became successful employees

Question 25

True negatives

Answer 25

Individuals who were rejected b/c they would have been unsuccessful employees

Question 26

False negatives

Answer 26

Individuals who were incorrectly rejected b/c they would have been successful employees

Question 27

False positive

Answer 27

Individuals who were incorrectly accepted because they were unsuccessful employees

Question 28

Cutoff determinations

Answer 28

1) Cutoff should begin with a work analysis
2) data on the actual relationship of test scores to criterion on job performance should be considered
3) Cutoff scores should be set high to ensure minimum standards of job performance is met

Question 29

Banding

Answer 29

Method of interpreting test scores such that of scores of different magnitude in a numeric range or band i.e. 90-95 are considered equivalent

Question 30

Utility

Answer 30

Reflecting the economic value (monetary terms) of making personnel decisions; value

Question 31

Benchmarking

Answer 31

Comparing a company’s products or procedures with those of leading companies in an industry

Question 32

Placement

Answer 32

Assigning individuals to jobs based on test score

Question 33

Classification

Answer 33

Assigning individuals to jobs based on two or more test scores