Chapter 6 Flashcards

1
Q

Employment test

A

Devices that assess the probable match between applicants and job requirements

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2
Q

Reliability (in employment tests)

A

Ability to yield consistent results over repeated measures

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3
Q

Validity (in employment tests)

A

An attribute of a selection device that indicates its accuracy and relationship to job-relevant criteria

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4
Q

Differential validity

A

Test validation process aimed at discovering the validity of a test for various subgroups (e.g. females, members of visible minorities)

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5
Q

Validity generalization

A

Using validity evidence accumulates for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired

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6
Q

Personality tests

A

Questionnaires designed to reveal aspects of an individual’s character or temperament

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7
Q

Big 5 personality factors

A
CANOE:
Conscientiousness
Agreeableness
Neuroticism/emotional stability
Openness to experience
Extraversion
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8
Q

5 types of employment tests

A
Personality
Ability
Knowledge
Performance (incl. situational judgment)
Integrity
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9
Q

Ability test

A

Test that assesses an applicant’s capacity or aptitude to function in a certain way

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10
Q

Knowledge tests

A

Measure a person’s information or knowledge

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11
Q

Performance tests

A

Measure the ability of job applicants to perform specific components of the job for which they are to be hired

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12
Q

Situational judgment test

A

Places an applicant in hypothetical scenarios and asks them how they would respond from a list of alternatives

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13
Q

Realistic job preview (RJP)

A

Showing the candidate the type of work, equipment and working conditions involved in the job before the hiring decision is final

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14
Q

Contingent assessment

A

Additional condition of a job offer. Could include driving record, background check, medical evaluation, drug test.

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15
Q

3 approaches to test results in hiring decision

A

1) subjective (based on what decision maker thinks is right)
2) multiple cut-off (min score in each area)
3) compensatory (one area makes up for another)

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16
Q

5 stages of an interview

A
Interviewer preparation
Creation of rapport
Information exchange
Termination of interview
Evaluation of candidate
17
Q

Predictive validity

A

Test applicants; after hired, measure performance; compare to test score

18
Q

Concurrent validity

A

Test present employees and correlate scores with measures of their performance

19
Q

Content validity

A

Assumed to exist when test contains adequate/representative sample of items from what test is trying to measure (e.g. vocabulary test/dictionary)

20
Q

Construct validity

A

Established by showing that the test measures the construct and only the construct under consideration