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Industrial Organizational Psychology > Employee Selection: References and Testing > Flashcards

Employee Selection: References and Testing Flashcards

1
Q

The process of confirming the accuracy of résumé and job application information

A

Reference check

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2
Q

The expression of an opinion, either orally or through a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success

A

Reference

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3
Q

A letter expressing an opinion regarding an applicant’s ability, previous performance, work habits, character, or potential for success

A

Letter of

recommendation

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4
Q

The intentional placement of untrue information on a résumé

A

Résumé fraud

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5
Q

A situation in which an employee with a previous criminal record commits a crime as part of his/her employment

A

Negligent hiring

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6
Q

The correlation between scores on a selection method (e.g., interview, cognitive ability test) and a measure of job performance (e.g., supervisor rating, absenteeism)

A

Validity coefficient

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7
Q

A term usually found with meta-analysis, referring to a correlation coefficient that has been corrected for predictor and criterion reliability and for range restriction; sometimes called “true validity”

A

Corrected validity

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8
Q

An organization’s failure to meet its legal duty to supply relevant information to a prospective employer about a former employee’s potential for legal trouble

A

Negligent reference

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9
Q

The extent to which a score from a test or from an evaluation is consistent and free from error

A

Reliability

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10
Q

A test that measures the amount of job-related knowledge an applicant possesses

A

Job knowledge test

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11
Q

Abilities involving the knowledge and use of information such as math and grammar

A

Cognitive ability

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12
Q

Tests designed to measure the level of intelligence or the amount of knowledge possessed by an applicant

A

Cognitive ability test

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13
Q

The cognitive ability test that is most commonly used in industry

A

Wonderlic Personnel Test

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14
Q

Measure of facility with such processes as spatial relations and form perception

A

Perceptual ability

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15
Q

Measure of facility with such processes as finger dexterity and motor coordination

A

Psychomotor ability

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16
Q

Tests that measure an applicant’s level of physical ability required for a job

A

Physical ability tests

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17
Q

A method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators

A

Assessment center

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18
Q

An assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information

A

In-basket technique

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19
Q

An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job

A

Simulation

20
Q

A method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks

A

Work sample

21
Q

An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization

A

Business game

22
Q

A method of selection involving application blanks that contain questions that research has shown will predict job performance

A

Biodata

23
Q

The gathering of biodata from employee files rather than by questionnaire

A

File approach

24
Q

The method of obtaining biodata from questionnaires rather than from employee files

A

Questionnaire approach

25
Q

Division of employees into groups based on high and low scores on a particular criterion

A

Criterion group

26
Q

For scoring biodata in which the percentage of unsuccessful employees responding in a particular way is subtracted from the percentage of successful employees responding in the same way

A

Vertical percentage

method

27
Q

A group of employees who were used in creating the initial weights for a biodata instrument

A

Derivation sample

28
Q

A group of employees who are not used in creating the initial weights for a biodata instrument but instead are used to double-check the accuracy of the initial weights

A

Hold-out sample

29
Q

A psychological assessment designed to measure various aspects of an applicant’s personality

A

Personality inventory

30
Q

The most widely used objective test of psychopathology

A

Minnesota Multiphasic
Personality Inventory-2
(MMPI-2)

31
Q

A subjective test in which a subject is asked to perform relatively unstructured tasks, such as drawing pictures, and in which a psychologist analyzes his or her responses

A

Projective tests

32
Q

A projective personality test

A

Rorschach Inkblot Test

33
Q

A projective personality test in which test-takers are shown pictures and asked to tell stories. It is designed to measure various need levels

A

Thematic Apperception

Test (TAT)

34
Q

A type of personality test that is structured to limit the respondent to a few answers that will be scored by standardized keys

A

Objective tests

35
Q

A psychological test designed to identify vocational areas in which an individual might be interested

A

Interest inventory

36
Q

A popular interest inventory used to help people choose careers

A

Strong Interest Inventory

SII

37
Q

The process of helping an individual choose and prepare for the most suitable career

A

Vocational counseling

38
Q

Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal

A

Integrity test

39
Q

An electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions

A

Polygraph

40
Q

An electronic test to determine honesty by measuring an individual’s voice changes after being asked questions

A

Voice stress analyzer

41
Q

A type of honesty test that asks questions about applicants’ attitudes toward theft and their previous theft history

A

Overt integrity test

42
Q

A type of honesty test that measures personality traits thought to be related to antisocial behavior

A

Personality-based

integrity test

43
Q

The amount of goods lost by an organization as a result of theft, breakage, or other loss

A

Shrinkage

44
Q

Test designed to reduce faking by asking test-takers to select the reason that best explains a statement

A

Conditional reasoning

test

45
Q

Also called handwriting analysis, a method of measuring personality by looking at the way in which a person writes

A

Graphology

46
Q

Tests that indicate whether an applicant has recently used a drug

A

Drug testing

47
Q

A letter from an organization to an applicant informing the applicant that he or she will not receive a job offer

A

Rejection letter

Industrial Organizational Psychology (15 decks)

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