chapter 6 Flashcards
(11 cards)
1
Q
Reliability
A
The consistency of a performance measure; the degree to which a performance measure is free from random error.
2
Q
Validity
A
The extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.
3
Q
Criterion-Related
Validity
A
A method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job-performance scores.
4
Q
Predictive
Validation
A
A criterion-related validity study that seeks to establish an empirical relationship between applicants’ test scores and their eventual performance on the job.
5
Q
Concurrent
Validation
A
A criterion-related
validity study in which
a test is administered
to all the people currently in a job and then
incumbents’ scores are
correlated with existing
measures of their performance on the job.
6
Q
Content Validation
A
A test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.
7
Q
Generalizability
A
The degree to which
the validity of a selection method established in one context
extends to other
contexts.
8
Q
Utility
A
The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real organizations.
9
Q
Situational
Interview
A
An interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.
10
Q
Quantitative Ability
A
Concerns the speed and accuracy with which one can solve arithmetic problems of all kinds. .
11
Q
Assessment Center
A
A process in which
multiple raters evaluate
employees’ performance on a number of
exercises.
