Chapter 5

Question 1

Best predictor of future performance…

Answer 1

is past performance, but this information is rarely available.

Question 2

Psychological tests

Answer 2

standardized series of problems or Qs that assess KSAOs

Question 2

Speed vs. power

Answer 2

Speed tests - strict time limits (typing test, math)
Power tests - time is not a factor (first exam)

Question 3

Individual vs. group

Answer 3

Individual tests - require 1-1 test administration (driving)
Group tests - can be taken by multiple people at once (first PSY exam, SAT)

Question 4

Paper & pencil vs. Performance vs. Computer adaptive testing

Answer 4

Paper & Pencil - Test takers respond to Qs on paper/computer screen (fill in the blank, mult. choice
Performance - involving manipulating an object/equipment to test applied skills (flight simulator)
Computer adaptive - technolgoy shifts difficulty of items throughout test (the more Qs you get right, the harder it gets)

Question 5

Characteristics of good tests applied to hiring

Answer 5

criterion validity, reliable, practical, sensitive, fair

Question 6

Criterion validity (Characteristic of a good test)

Answer 6

how well the test predicts job performance

Question 7

Reliable (Characteristic of a good test)

Answer 7

Whether or not the test is free of random error

Question 8

Practical (Characteristic of a good test)

Answer 8

Do the benefits of the test exceed the costs?

Question 9

Sensitive (Characteristic of a good test)

Answer 9

Will the test disadvantage anyone?

Question 10

Fair (Characteristic of a good test)

Answer 10

Does the test effectively capture individual differences

Question 11

Incremental validity

Answer 11

Combining multiple tests - The additional variance explained in an outcome by adding a predictor (interview explains 18% of total variance, the other 82% is left unaccounted for)

Question 12

Validity of major assessment methods used to predict job performance (table from Sackett)

Answer 12

** ASK???

Question 13

Cognitive ability tests (defintion)

Answer 13

Common, relatively easy to administer selection measure, important for most jobs but is a strong predictor of performance for more complex jobs

Question 14

General vs. specific cognitive abilities

Answer 14

Specific abilities are tested that are required for the job rather than a more general capacity to learn. Specific cognitive ability tests are more similar to job knowledge and have a higher r.

Question 15

Issues associated w/ using cognitive ability tests for hiring

Answer 15

Group differences in scores across racial and socio-economic backgrounds & test scores related to years of formal schooling and test prep (test-taking wiseness)

Question 16

Psychomotor ability tests (** what they assess and why they are useful)

Answer 16

Assess speed & accuracy of motor and sensory coordination (things like movement, vision or hearing through the application of the Purdue Pegboard or Jenga)

Question 17

Personality tests (** Big 5 traits)

Answer 17

Big 5 personality traits relating to patterns of thoughts, feelings and behaviors and their relative stability (these are broad factors)

Question 18

Issues w/ personality tests

Answer 18

Small-to-no racial differences
But, problems of faking responses in high stakes contexts
Not all personality tests are the same, some are not valid regardless of popularity

Question 19

Neuroticism example

Answer 19

“I can become annoyed at people quite easily”
“I worry a lot” (anxiety)
“I often feel blue” (depression)

Question 20

Extraversion example

Answer 20

enjoys being around others and having spotlight of attention
“Meeting new people is enjoyable to me”

Question 21

Openness example

Answer 21

“I like to work with difficult concepts and ideas”
“I enjoy trying new and different things”

Question 22

Agreeableness example

Answer 22

getting along with others
“I usually see the good side of people”

Question 23

Conscientiousness example

Answer 23

dependability and achievement orientation
“I can always be counted on to get the job done”
Strongest predictor of job performance among the big 5

Question 24

Emotional Intelligence tests

Answer 24

measure a hybrid of personality and cognitive ability (argument that IQ is not everything)

Question 25

Ability-based vs self-report EI

Answer 25

Ability - similar to situational judgement tests (SJTs) “What would you do in this situation?” Self-report - similar to personality “I adjust my behavior depending on who I am interacting with” “I find myself feeling nervous about situations and events, and I don’t know why”

Question 26

How does self-report EI's relate to the Big 5?

Answer 26

if you have people rate themselves on many personality-describing adjectives, then do a factor analysis, five factors usually emerge.

Question 27

Integrity tests

Answer 27

predict propensity to engage in counterproductive work behaviors (CWBs) Theft, cheating, sabotage

Question 28

Two ways of assessing integrity

Answer 28

Overt: measures attitudes toward CWBs and self-reported CWBs “Lying is ok” “I’ve stolen from previous employees” Personality-type integrity tests: measure personality characteristics related to CWBs (risk taking, dishonesty, emotional instability) Purpose of test is more hidden from applicants “Often, I don’t consider the consequences of my actions”

Question 29

Vocational interests

Answer 29

Trait-like preferences for work activities and work environments

Question 30

Dominant model for assessing vocational interests (RIASEC)

Answer 30

Realistic, investigative, artistic, social, enterprising, conventional Most often used for career guidance and job placement Focus is on interest fit

Question 31

Work samples & Situational judgement tests

Answer 31

work samples - tests that assesses criteria directly, Replicates work done on the job (very high fidelity → driving test, computer task, job talk for faculty, customer service role play) reducing training time and therefore $ situational judgement tests - ask people how they would respond in a particular situation

Question 32

Work samples drawbacks

Answer 32

Can be expensive to develop, time-intensive and criterion deficient.

Question 33

Assessment centers + example activities

Answer 33

Multiple raters assess multiple ratees on multiple dimensions using multiple exercises (usually takes 1-3 days) Around 50% of major companies use them, including the UN In-basket & Leaderless group discussion

Question 34

Drawbacks to assessment centers

Answer 34

expensive and time consuming

Question 35

Biographical information (biodata) & how items are developed

Answer 35

Multiple choice or open ended questions about people’s backgrounds “Past behavior is the best predictor of future behavior” Items can be developed and scored empirically or rationally

Question 36

Interviews relation to job performance

Answer 36

Evaluate responses to oral questions (most popular selection method)

Question 37

Levels of the the interview structure

Answer 37

Structure = same Qs, same order, same scoring, less small talk and follow up (1) Interviewers ask whatever they want (2) Some constraints on what is asked (3) Prespecified questions but can ask follow-up questions (4) Prespecified questions, no follow up

Question 38

3 main types of questions in interviews

Answer 38

Experience based, situational, and knowledge based

Question 39

What do interviews acutally measure?

Answer 39

It depends on what you ask and how you ask it, but in general… 16% General Intelligence 10% Job Knowledge 35% Personality 28% Applied Social Skills 4% Interests and Preferences 3% Organization Fit 4% Physical Attributes

Question 40

Common interviewer biases

Answer 40

biases as with performance appraisal (halo, primacy/recency effects, leniency, similar-to-me…) Physical attractiveness Pre-interview data (performance cue effect)

Question 41

Basics about interview questions and the law

Answer 41

Can ask DOB, felony in past 5 years, cannot refuse to hire if a woman is pregnant, can work if eligible to work in US, cannot ask about existence of disability but can require certain functions relating to the job, cannot inquire about children.

Question 42

Other relevant predictors

Answer 42

** Years of experience, recommendation letters, social media for assessment

Question 43

Examples of specific cognitive ability tests

Answer 43

mechanical abilities (which of these stools is most likely to be steady on an uneven surface?), spatial (rotating shapes) or clerical (IDing differences between names/numbers)

Question 44

In-basket assessment

Answer 44

Applicants complete a series of job-related scenarios E.g. make decisions, respond to memos and grievances, create schedules, write letters, etc. Management simulation

Question 45

Leaderless group discussion assessment

Answer 45

Small group of applicants are given an issue to resolve (assigned roles v. no roles) Rated on social dimensions (aggression, listening, persuasion, flexible thinking, etc.)

Question 46

Empirical biographical information

Answer 46

based on relationship with performance

Question 47

Rational biographical information

Answer 47

based on KSAO analysis

Question 48

Experience based interview Q

Answer 48

ask about applicants’ past behaviors relevant to the job “What did you do the last time an employee was late four days in a row?”

Question 49

Situational (future-based) interview

Answer 49

ask an applicant to project future behavior “Your car breaks down on a visit to a client. How would you handle the situation?”

Question 50

Knowledge-based interview Q

Answer 50

ask an applicant what they know For an accountant: “What tax form is required to claim consulting wages?”