m2 ch2

Question 1

define validity

Answer 1

ensure the measure is accurate and “job-related”

Question 2

reliability vs. validity

Answer 2

must be reliable to be valid, has to be accurate

Question 3

3 types of validity evidence

Answer 3

criterion-related (correlated), content (adequate sample), and construct (what we think it is) validity

Question 4

2 types of criterion-related validity

Answer 4

BOTH STATISTICAL/ EMPIRICAL: concurrent (same time), predictive: (later obtaining performance results)

Question 5

define generalizability

Answer 5

the degree to which the validity of a selection method extends to other contexts

Question 6

contexts of generalizability

Answer 6

different situations, samples of people, and periods of time

Question 7

define utility

Answer 7

degree to which the information provided by the selection methods enhance effectiveness of selecting personnel

Question 8

What is the power law distribution?

Answer 8

few high performers, lots of poor performers

Question 9

Define legality

Answer 9

all selection methods should adhere to existing laws and legal precedents (civil rights, age discrimination, and disabilities)

Question 10

What is an Application Blank and its key characteristics?

Answer 10

A,G,I,D,M

Question 11

Application Blank: A

Answer 11

Allow the collection of information in a standardized manner

Question 12

Application Blank: G

Answer 12

Good source of information about experience

Question 13

Application Blank: I

Answer 13

Information sought should be historical and verifiable

Question 14

Application Blank: D

Answer 14

Direct and indirect questions about protected classifications should be avoided

Question 15

Application Blank: M

Answer 15

Must screen questions in terms of ADA and EEO requirements

Question 16

What is a Biographical Data questionnaire and its key characteristics?

Answer 16

developed empirically, more subjective, longer, past behavior predicts future behavior, indirect measurements of motivational characteristics, describe behaviors

Question 17

What is a Reference Check and its key characteristics?

Answer 17

limits validity and reliability, all statements should be documented, verifiable behaviors, references are subject to legal challenge, weak predictors

Question 18

What are the different types of ability tests?

Answer 18

general mental (intelligence), specific mental (verbal ability, arithmetic reasoning etc), physical ability

Question 19

What is the most valid selection method?

Answer 19

general mental ability

Question 20

Does general mental ability show adverse impact on minority groups?

Answer 20

yes it must

Question 21

Is faking easy on personality tests?

Answer 21

yes

Question 22

What is a personality test? and its key characteristics?

Answer 22

Validity in terms of predicting job performance is higher when scores are taken from other people as people tend to lack insight into how they are perceived by others

Question 23

key characteristics of a personality test

Answer 23

vary across contexts, are relatively reliable, conscientiousness shows validity, other traits are valid based on job requirements

Question 24

jobs with technical expertise requirements are…

Answer 24

“stronger” and personality may be less important in strong situations

Question 25

5 major dimensions of personality

Answer 25

extroversion, adjustment, agreeableness, conscientiousness, openness to experience

Question 26

What are the two ways to capture integrity?

Answer 26

overt questions and treat it as an aspect of personality

Question 27

What is a work sample and its key characteristics?

Answer 27

requires doing work on and off the job, validity depends on the extent of work done, expensive, generalizability is low, assessment centers are a specific variety of popular work sample tests

Question 28

What is a medical/drug tests and its key characteristics?

Answer 28

physical and medical tests, drug tests, medical exams (only after offer is made)

Question 29

What is a selection interview?

Answer 29

most common, virtually all organizations use them, worst selection method

Question 30

What is required of a selection interview to be useful?

Answer 30

structured, standardized, and focused, quantitative rating, structured notes, rate/ rank,

Question 31

What is the most common selection device used?

Answer 31

selection interview

Question 32

What is a situation versus behavioral interview?

Answer 32

situational is future-oriented and behavioral is experience-based

Question 33

What is a compensatory approach?

Answer 33

A high score on one measure can compensate for a low score on another measure, Key issue is how to weight the predictors

Question 34

Noncompensatory approach

Answer 34

Minimum score must be obtained on each measure, Key issue is when to collect predictor information Multiple-hurdle