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21 Cards in this Set

  • Front
  • Back

KSAOs

The knowledge, skills, abilities, and other attributes necessary for a new incumbent to do well on the job; also referred to as job, employment, or worker specifications

Reliability

The degree to which observed scores are free from random measurement errors. It is an indication of the stability or dependability of a set of measurements over repeated applications of the measurement procedure

True Score

The average score that an individual would earn on an infinite number of administrations of the same test or parallel versions of the same test

Error score

The hypothetical difference between an observed score and a true score

Validity

The degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the test's proposed use

Content validity

Whether the items on a test appear to match the content or subject matter they are intended to assess; assessed through the judgements of experts in the subject area. A related concept is face validity, which is the degree to which test users or other non-experts believe that the test measures the content area.

Construct validity

The degree to which a test or procedure assesses an underlying theoretical construct it is supposed to measure; assessed through multiple sources of evidence showing that it measures what it purports to measure and not other constructs. For example, an IQ test must measure intelligence and not personality

Criterion-related validity

The relationship between a predictor (test score) and an outcome measure; assessed by obtaining the correlation between the predictor and outcome scores

Predictive validation

Strategies in which evidence is obtained about a correlation between predictor scores that are obtained before an applicant is hired and criterion scores that re obtained at a later time, usually after an applicant is employed

Concurrent validation

Strategies in which evidence is obtained about a correlation between predictor and criteria scores from information that is collected at approximately the same time from a specific group of workers

Validity generalization

The application of validity evidence, obtained through meta-analysis of data obtained from many situations, to other situations that are similar to those on which the meta-analysis is based

Bias

Systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race

Fairness

The principle that every test taker should be assessed in an equitable manner

Importance and necessity of establishing reliability and validity of measures used in personnel selection

- Since selection procedures must follow professional standards that are defensible in court, reliability and validity measures bring a scientific foundation that allow selections to be more than a guess




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Strategies used to provide evidence of reliable and valid measures

Reliability:


Test and Retest - Exact same test, twice


Alternate Forms - Different questions, twice


Internal Consistency - Correlations between the scores of all pairs of items


Inter-Rater Reliability - Different judges


*** Consider the consequences of tests before deciding on the best choice




Validity:


Construct Validity - test measures theoretical construct it's supposed to (IQ test measuring intelligence, not personality)


Content Validity - Items on test match subject matter (face validity; does the question test cognitive ability?)


Criterion-related validity - correlation between the predictor and the outcome scores (cognitive ability will predict performance)

Importance of fair and unbiased evaluation of applicants

- Selection decisions must be able to withstand attempts to cast doubt

Components of traditional selection model

job or work analysis info is used to identify both performance to be done and the KSAO's or competencies associated with that job. Tasks and behaviours are then linked through inference. Job/work info identifies tasks and behaviours for the job.

Classical measurement model

X = true score + error score

Factors Affecting Reliability

Temporary Individual Characteristics


Lack of Standardization


Chance

Strategies one can use to assess criterion-related validity before the hire

Predictive validation - predictor scores before hire and outcome scores after hire




Concurrent validation - correlation between predictor and criteria scores and at the same time, from a specific group of workers

Factors Affecting Validity Coefficients

Range restriction


Measurement error


Sampling Error


Correcting for errors