Selection Predictors (Chap 4) Flashcards Preview

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Flashcards in Selection Predictors (Chap 4) Deck (22)
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1
Q

Test vs Inventory

A
  • test: right or wrong answer (knowledge and ability)

- inventory: no right and wrong answers (interest and personality)

2
Q

Three test/inventory dimensions

A
  1. speed vs power
  2. individual vs group
  3. paper/pencil vs performance
3
Q

Speed vs power (test/inventory dimension)

A
  • speed: many easy questions - criterion = # answered in specific time
  • power: difficult, no time limit - score is typically # right
4
Q

Individual vs group

A
  • individual not common
    • time and cost problems
    • sometimes only option (ex: if administration has to participate
5
Q

Defining cognitive ability

A
  • ā€œgā€ - general intelligence (wonderlic)
  • quantitative vs verbal
  • spatial vs verbal
  • crystallized vs fluid
  • academic vs practical vs creative (sternberg)
  • intuitive (insight) vs analytical (logic)
6
Q

Cognitive ability tests (more info)

A
  • people believe intelligence should be related to job performance
  • usually around .2 - .5 (very high)
  • average around .25 - .3
  • relationship to performance tends to decrease with job experience
7
Q

wonderlic personnel test

A
  • most popular in selection
  • taken by over 2.5 million job applicants a year
  • 50 questions in 12 minutes
  • average score is 21
8
Q

problem with intelligence tests?

A
  • many intelligence tests show group differences
  • test bias
    1. motivation
    2. vocab/semantics
    3. administration
    4. opportunities
9
Q

test bias (intelligence tests)

A
  • a systematic, stable variation in test scores unrelated to the purpose of measurement (random error is no bias)
    1. motivation - tests tend to reflect on Caucasian values/experiences
    2. vocab/semantics - tests are usually developed by Caucasians
    3. administration - tests are usually administered by Caucasians
    4. opportunities - throughout history, not all people were given the same learning opportunities and societal privileges
10
Q

Flynn effect (intelligence tests)

A
  • IQ scores have generally risen over time
  • effect has narrowed group differences
  • effect is slowing in developing countries
11
Q

legal to use cognitive ability to hire?

A
  • it is legal to use cognitive ability for personnel selection - have to show that is is justifiable/applicable to job
12
Q

Other ability tests

A
  1. mechanical aptitude
  2. sensory ability (vision or audition tests)
  3. motor ability (coordination, reaction time, dexterity)
  4. physical ability (strength, endurance, movement)
13
Q

Personality and individual difference inventories

A
  • an individuals unique behavior patterns
  • questions usually address personal preferences
  • personality is fairly stable over time
14
Q

conscientiousness is related to

A

supervisory ratings, citizenship behaviors, job accidents, interactions with team members, exam grades, essay grades, and gpa

15
Q

interest inventories

A
  • measure preferences for certain activities
  • strong-campbell
  • kuder
  • used mainly for career/vocational counseling
  • may be related to job satisfaction and tenure
16
Q

measurement issues

A
  • carelessness
  • response sets
    • acquiescence
    • extreme responding
    • central tendency
    • social desirability
17
Q

acquiescence

A
  • tendency to agree with items, regardless of content

- psychologists counteract by reverse-keying some items

18
Q

extreme responding

A
  • tend to only give endpoint responses
19
Q

central tendency

A
  • tend to only give midpoint/neutral responses
20
Q

social desirability

A
  • tendency to answer items in such a way so that once comes across as socially attractive/likeable
21
Q

individual differences (faking)

A
  • some people respond in a more socially desirable/impression management / faking fashion than others
22
Q

item differences (faking)

A
  • some questions are answered in more socially desirable fashion than others