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I/O Psychology > Chapter 4 > Flashcards

Chapter 4 Flashcards

0
Q

Psychometric

A

Measurement of the properties of the mind (reliability and validity)

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1
Q

Predictor

A

Any variable used to forecast a criterion

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2
Q

Reliability

A

Consistency of a measure (measuring device)

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3
Q

Test-retest reliability

A

Reveals the stability of test scores through repeated applications of the test

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4
Q

Coefficient of stability

A

Correlation of two sets of scores through evaluation of the same group at two different times

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5
Q

Reliable coefficient of stability

A

The higher the coefficient, the better

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6
Q

Equivalent-form reliability

A

Reveals the equivalence of tests scores between two versions of the test

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7
Q

Coefficient of equivalence

A

Two scores per person though two versions of a test

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8
Q

Internal-consistency reliability

A

Reveals homogenous (item content is similar) of the items in a test

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9
Q

Split-half reliability

A

Division of the items into odd and even numbered items and each person receives two scores for each half and then each are correlated; longer tests = greater reliability

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10
Q

Cronbach’s alpha/Kuder-Richardson 20 (KR20)

A

Mini tests; if the test are homogenous it will have a high internal consistency reliability coefficient; if heterogenous (items covered a wide variety of concepts) it is not internally consistent, coefficient will be low

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11
Q

Inter-rater reliability (conspect reliability)

A

Reveals the degree of agreement among the assessments of 2+ raters i.e. multiple raters analyzing a job or multiple interviewers evaluating job candidates

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12
Q

Validity

A

Stability of measurement (accuracy; drawing inferences from tests)

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13
Q

Validation

A

Empirical process of determining the degree test scores are statistically related to criterion scores

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14
Q

“To validate”

A

Establish the degree it predicts 1+ criteria

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15
Q

Valid

A

Accuracy

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16
Q

Continuum of validity

A

Decision about a tests manifestation of validity to be put into use

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17
Q

Construct

A

Theoretical concept (abstract ideas) proposed to explain behavior i.e. intelligence, motivation, mechanical comprehension, and leadership

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18
Q

Construct validity

A

The need for actual measure of proposed construct i.e. paper and pencil test for intelligence; the degree of accuracy of a measure of construct

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19
Q

Convergent validity coefficient

A

High correlation between scores from new test of intelligence and the existing measures of intelligence; reflect degree the scores

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20
Q

Divergent validity coefficients

A

Low correlations; reflect the degree which scores diverge from each other in assessing unrelated concepts

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21
Q

Criterion-related validity

A

Degree which a test forecasts a criterion

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22
Q

Concurrent criterion-related validity

A

How a predictor can forecast a criterion at the same time i.e. student’s GPA based on test score, give predictor test (if valid = high correlation)

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23
Q

Predictive criterion-related validity

A

Collection of predictor info and use it for forecasting future criterion-related validity

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24
Validity coefficient
Statistic index (correlation coefficient) that reveals the degree of association between two variables
25
Content validity
Degree which subject matter experts agree items in a test represent a sample of the knowledge the test claims to measure
26
Face validity
Appearance that items in a test are appropriate for the intended use of the test by the individuals who take it
27
Inventory
Assessment method where the responses to questions are recorded and interpreted but not evaluated in terms of correctness
28
Psychological testing
Family of tests/inventories
29
Speed test
A test that has a precise time limit; a person's score is the number of items attempted in the time period
30
Power test
Test with no precise time limit; a person's score on the test is the number of items answered correctly
31
Individual test
Test administrated to one individual test taker at a time
32
Group test
Test administrated to more than one test taker at a time
33
Paper-and-pencil test
Assessment method which responses to questions are recorded using pencil and paper
34
Performance test
Test that requires the test taker to exhibit physical skill in the manipulation of objects i.e. typing test
35
Mental measurements yearbooks (MMY)
Reference books in psychology that provide reviews/critiques of published tests in the public domain
36
"g" symbol
General mental ability
37
Big 5 personality theory
Defines personality in five major factors: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness
38
Neuroticism
Stability vs. instability
39
Extraversion
Tendency to be outgoing
40
Openness to experience
Disposition to be curious
41
Agreeableness
Disposition to be cooperative
42
Conscientiousness
Disposition to be purposeful
43
Faking
Behavior of job applicants to fake responses to personality inventories to create favorable impression
44
Integrity test
Assesses a candidate's honesty or character
45
Static strength
Ability to use muscle to lift, push, or pull items
46
Explosive strength
Ability to use short bursts of muscle force to propel an object
47
Gross body coordination
Ability to coordinate movement of legs, arms, and torso
48
Stamina
Ability of the lungs and circulatory systems
49
Situational judgement test
Describes a problem to test taker and requires test taker to rate various possible solutions in terms of applicability
50
Computerized adaptive testing (CAT)
Assessment using a computer which questions have been pre calibrated in terms of difficultly and examinee's response i.e. right or wrong to one question determines selection of next question
51
Unstructured interview
Questions are different for all candidates
52
Structured interview
Questions are consistent for all candidates
53
Situational interview
Candidates are presented with a problem and asked how they would respond
54
Experience-based question
"Think about a time..."
55
Situational-based question
"Suppose you were working..."
56
Illusion of validity
Confidence in highly fallible interview judgements (we are not good judges of people, but we think we are)
57
Work Samples
Personnel selection test which the candidate demonstrates proficiency on a task representative of the work performed in the job
58
Situational excercise
Assessment which examinees are presented with a problem and asked how they would respond
59
Assessment center
Technique for assessing job candidates in a specific location using a series of structured, group-oriented exercises evaluated by raters
60
Assessment center characteristics
1) Individuals selected are usually management-level personnel the company wants to evaluate for possible selection, promotion, or training 2) Evaluated in groups 10-20 3) Several raters do the evaluation 4) Assessors evaluate the assesses on numerous performance dimensions judged relevant for managerial jobs 5) Variety of performance appraisal methods or exercises are used
61
Biographical info
Method of assessing individuals on info pertaining to past activities, interests, and behaviors
62
Drug testing
Assessment based on analysis of urine used to detect illicit drug use by candidate
63
Polygraph
Instrument that assesses response of individual's central nervous system (heart rate, breathing, perspiration, etc.) indicates false responses to question
64
Graphology
Assessment in which characteristics of a person's handwriting are evaluated and interpreted
65
Emotional intelligence
Construct reflecting a person's capacity to manage emotional responses in social situations
66
Evaluation of predictors
1) Validity: ability of the predictor to forecast criterion performance accurately 2) Fairness: ability of the predictor to render unbiased predictions of job success across applicants in various subgroups i.e. gender, race, age 3) Applicability: selection method can be applied across a full range of jobs 4) Cost: overall value
67
Personal attributes
Affected by exposure to work-related settings and activities
68
Perceived outcome of experience
Attach to our experiences, the perceived changes in our attributes we derive from them
69
Aspects of experience judged relevant and important
Determined from perspective of evaluation of the experience

I/O Psychology (6 decks)

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