Chapter 7- Selection Decisisons & Personel Law Flashcards Preview

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Flashcards in Chapter 7- Selection Decisisons & Personel Law Deck (39):

Set of predictors(tests) used to make employee hiring decisions

Selection Battery


Applicant accepted and performed well

1. Hits (True positives)


Applicant rejected and would have performed poorly

2. Correct Rejections ( True negatives)


Applicants accepted but performed poorly

3. False alarms (false positives) (Type I Error)


Applicant rejected but would have performed well

4. Misses (false negatives)(type II Error)


Those that the organization decided to hire, but they ended up being suboptimal performers...

False alarms (false positive) (type I Error)


The percentage of current employees who are successful on the job...

Base Rate



Process of encouraging potentially qualified applicants to seek employment with a particular company


Agreement or match between KSAOs & values, job demands, organization characteristics
(Does it fit me?)

Person-environment(PE) fit


Cyber vetting

Assessment of an individuals suitability for a job based on internet info
Ex: Facebook accounts, personal blogs, linked in, YouTube account, etc...


The approach to selection occurs when employees are selected through a process which requires minimal scores on more than one predictor and the predictors must be completed in a specific sequence... only those who pass move on to the next phase

Multiple Hurdle

Ex: graduate school admissions


Multiple cutoff approach

Passing scores (cutoffs) are set on each predictor
(Applicant must score higher than cutoff on each predictor)
Ex: surgeons


Statistical technique that allows us to estimate how well a series of predictors forecasts a performance criterion...

Multiple Regression Approach


Useful and cost efficient?



To the extent that a selection battery is valid. Hits/correct rejections are higher and misses/false alarms are lower



Study involves collecting predictor data from applicants, gathering their performance data at a later point in time, and then computing a validity coefficient between the predictor and criterion scores

Predictive validity


Used to determine the extent to which a predictor is related to a criterion

Validation study
-predictive validity
-concurrent validity


Statistical approach used to show that test validity do not vary across situations...

Validity generalization


Collect data on both predictors and criteria from incumbent employees at the same time

Concurrent validity


A given selection battery will likely demonstrate lower validity when employed with a different sample

Validity shrinkage


Situational specificity

Test validities are limited to particular situations


Based on the notion that job components common across jobs are related to the same KSAs or human attributes

Synthetic validity


Selection ratio

Number of job openings divided by the number of applicant
(The smaller the selection ratio, the better the utility of the selection battery)


Protection from discrimination for individuals so are 40 years old or more...

Age Discrimination in Employment (ADEA)


In 1933, the family and medical leave Act was signed, providing _______ for employees to take care of family related issues...

Up to 12 weeks of unpaid leave


If the percentage of applicants hired for a group is less than 80% of the selection rate for the group with the highest selection rate...

Adverse Impact (80% rule of thumb)


When an organization does not have the resources to accommodate individuals with a given disability (part of ADA)

Undue Hardship


Common law doctrine stating that employers have the right to initiate or terminate professional relationships at any given time with or without reason...

Employment at will


This act provided equality of opportunity and equal treatment of all people regardless of “race, color, religion, sex, or national origin”

Civil Rights Act of 1964


A practice employed in many organizations to increase the number of minorities or protected class members in targeted jobs...

Affirmative Action (AA)


This act makes it illegal to provide unequal pay and benefits to men and women who are holding jobs that are equal...

Equal Pay Act of 1963 (EPA)


Claim it is imperative to hire folks of a particular group bc the business cannot be adequately conducted without them
-characterized by imposing different standards on different groups of people

Bona Fide Occupational (BFOQ)


Involve employment procedures that apparently unintentionally discriminate against a minority group (unintentional)

Disparate Impact Cases


Discrimination is intentional and a result of differential treatment (intentional)

Disparate treatment cases


“Qualified” person can perform the essential functions of the job, if necessary, with the aid of reasonable accommodations Act...

Americans with disabilities Act (ADA)


Essential functions (part of ADA)

Tasks that are significant and meaningful aspects of the job


Reasonable accommodations (part of ADA)

Changes if exceptions that would allow the qualified disabled individual to successfully do the job


-Most far reaching federal statues prohibiting discrimination
- modified in 1991, deals w/ issues of Monterey damages, jury trials as well as clarifying e/ party’s obligations in adverse impact cases

Civil Rights Act ( 1964, 1991)


One of the most important cases involving Civil Rights Act

Griggs V Duke Powef (1971)
- griggs(African American male) was not hired and presented adverse impact data against African Americans
- duke power said adverse impact was unintentional, but lost largely bc job relatedness if it’s selection battery could not be demonstrated