Exam 2

Question 1

Any variable used to predict a criterion/outcome

Answer 1

Predictor

Question 2

2 Criteria for Predictor Quality

Answer 2

Reliability (AKA CONSISTENCY) and Validity (AKA ACCURACY)

Question 3

Good predictors are…

Answer 3

…BOTH reliable AND valid!

Question 4

Same test, same people, 2 separate times. (simplest method, correlate scores of both test times for each person then a high r equals high test-retest reliability)

Answer 4

Test-Retest Reliability

Question 5

Same people, 2 separate tests getting at the same construct. (very difficult, least popular method, correlate scores, high r = high reliability)

Answer 5

Equivalent-Form Reliability

Question 6

1 test that is later broken into smaller tests. (tests homogeneity or heterogeneity of test)

Answer 6

Internal-Consistency Reliability

Question 7

2 Ways to test Internal-Consistency Reliability?

Answer 7

1) Split Half

2) Cronbach’s Alpha or Kuder-Richardson 20

Question 8

1 Test rated by 2 or more researchers. (objective and subjective, r equals agreement/consistency among ratings)

Answer 8

Inter-Rater Reliability

Question 9

Test measures the intended construct. (compare test to pre-existing tests of a construct) (convergent vs. divergent)

Answer 9

Construct Validity

Question 10

Predictor relates to criterion/construct. There are 2 types. Concurrent (Measures relationship of predictor and criterion at same time) Predictive (Relationship of predictor and criterion in the future) [Ex: ACT scores and college GPA]

Answer 10

Criterion-Related Validity

Question 11

Test adequately covers the intended construct. (from opinion of SMEs, no r coefficient so has minimal rigor)

Answer 11

Content Validity

Question 12

Test appears to cover the intended construct. (from opinion of test takers, no r coefficient so has minimal rigor)

Answer 12

Face Validity

Question 13

Test (answers are right or wrong)

Inventory (no right or wrong answers)

Answer 13

Test vs. Inventory

Question 14

Speed (easy items with short time limit)

Power (difficult items with no/long time limit)

Answer 14

Speed vs. Power

Question 15

Variable representing general intelligence.

Answer 15

g

Question 16

Candidate is asked to perform a representative sample of the work done on the job. (ex: drafting blueprint, driving forklift)

Answer 16

Work Sample

Question 17

White collar counterpart of work samples. Present applicants with only a description of the work problem and require them to describe how they would deal with it.

Answer 17

Situational Exercise

Question 18

All answers are plausible, only 1 is appropriate in the given situation. (Commonly used = In-Basket Test and Leaderless Group Discussion)

Answer 18

Situational Judgement Test

Question 19

Most commonly used and least valid of all predictors. Not accurate forecaster of job performance. Restricted range. Primarily positive.

Answer 19

Letters of Recommendation

Question 20

Typically based on urine sample. Controversial. Has been proved though, drug users were absent or fired more often than non-drug users. Best used when danger to others or self is present.

Answer 20

Drug Testing

Question 21

Used in government agencies. Not foolproof.

Answer 21

Polygraph

Question 22

Used in other countries. Predictive of affective states. (Ex: stress)

Answer 22

Graphology

Question 23

Ability to manage emotional responses in social situations. Scientific status still unknown.

Answer 23

Emotional Intelligence

Question 24

Title 7 pertains to employment. The goal is to ensure fairness in all personnel functions and methods for making personnel decisions.

Answer 24

1964 Civil Rights Act

Question 25

The goal is to provide reasonable accommodation in being evaluated for employment and in the conduct of jobs.

Answer 25

1990 American Disabilities Act

Question 26

Undue Hardship

Answer 26

Difficulty or expense to the employer in providing accommodation for someone disabled.

Question 27

Race, Sex, Religion, Color, National Origin, Age 40 plus, Disabilities

Answer 27

Protected Groups under the Civil Rights Act

Question 28

2 Types of Discrimination

Answer 28

Adverse Impact and Disparate Treatment

Question 29

Subgroups treated equally during the hiring process, but the outcome of the selection procedures favors one group over another.

Answer 29

Adverse Impact

Question 30

States that adverse impact occurs when the selection ratio for any group is less than 80% of the selection ratio for another group.

Answer 30

4/5ths Rule

Question 31

of people hired divided by # of applicants

Answer 31

Selection Ratio

Question 32

Individuals from a protected subgroup are treated differently than those of another subgroup.

Answer 32

Disparate Treatment

Question 33

Demographics of worker population resembles societal demographics.

Answer 33

Organizational Diversity

Question 34

Can't have the most qualified AND representative demographics hired at the same time.

Answer 34

Diversity-Validity Dilemma

Question 35

Overall Goal: Reduce the effects of past and present discrimination of a protected group. (Multiple Interpretations - Underrepresented groups, preferential selection, quota)

Answer 35

Affirmative Action

Question 36

Attracting people to apply for jobs.

Answer 36

Recruitment

Question 37

Predict 1 variable on the basis of another.

Answer 37

Regression Analysis

Question 38

Predict 1 variable on the basis of 2 or more other variables.

Answer 38

Multiple Regression Analysis

Question 39

Effectiveness in performing job tasks.

Answer 39

Task performance

Question 40

Contributing beyond one's job.

Answer 40

Citizenship Performance

Question 41

Flexibility in a changing environment.

Answer 41

Adaptive Performance.

Question 42

Does the test accurately predicts performance?

Answer 42

Predictor Validity

Question 43

of successful performers divided by # of total performers

Answer 43

Base Rate

Question 44

Got hired and were good/true performers.

Answer 44

True Positive

Question 45

Rejected applicant and was a bad performer.

Answer 45

True Negative

Question 46

Rejected but would have been a true performer.

Answer 46

False Negative

Question 47

Got hired but was actually a bad performer.

Answer 47

False Positive

Question 48

Economic value of personnel decisions.

Answer 48

Utility

Question 49

Comparing organization with leading organization in industry.

Answer 49

Benchmarking

Question 50

How we process and use knowledge

Answer 50

Learning

Question 51

Declarative (facts and things) Procedural (using facts and things to solve problems/perform tasks)

Answer 51

2 Types of Knowledge

Question 52

Process to enhance, update, and advance knowledge and skills for IMMEDIATE job or role.

Answer 52

Training

Question 53

Process to enhance, update, and advance knowledge and skills for FUTURE job or role.

Answer 53

Development

Question 54

You assess training needs and attain buy-in from all levels of the organization.

Answer 54

Pretraining

Question 55

2 Types of sexual harassment

Answer 55

Quid Pro Quo and Hostile Environment

Question 56

Sexual compliance made mandatory for promotion/favors/retaining one's job.

Answer 56

Quid Pro Quo (Sexual Harassment)

Question 57

Less obvious, something in the workplace is found offensive.

Answer 57

Hostile Environment (Sexual Harassment)

Question 58

You assess training results and maintain buy-in by employees.

Answer 58

Post-training

Question 59

Learning occurs through the web (conferencing, chat rooms, file sharing)

Answer 59

Computer-based training

Question 60

Stimulates a work environment in an artificial 3-dimensional context. Lets them learn skills that if developed in an actual environment, could hurt someone or damage the environment.

Answer 60

Virtual Reality Training

Question 61

Model the conduct of the company. Typically involve hypothetical company, with set of rules and procedures for the trainees to follow.

Answer 61

Business Games

Question 62

Training method often aimed at enhancing human relations skills or sales techniques

Answer 62

Role Playing

Question 63

Participants are explicitly encouraged to make errors and learn from them. (Rationale - we learn from our mistakes)

Answer 63

Error Management Training

Question 64

Process by which individuals learn to perform effectively in managerial roles.

Answer 64

Management Development

Question 65

What knowledge has been acquired, skills improved, or attitudes changed as a result of training.

Answer 65

Learning Criteria

Question 66

Actual changes in performance once the employee is back on the job.

Answer 66

Behavioral Criteria

Question 67

Relate to the economic value of the training program to the company.

Answer 67

Results Criteria

Question 68

3 Phases of Skill Acquisition?

Answer 68

1) Declarative Knowledge (how to do things) 2) Knowledge Compilation (try different ways to simplify or do task) 3) Procedural Knowledge (automatized skill and can perform task with little attention)