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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
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Reliability
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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 |
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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 |
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Error score |
The hypothetical difference between an observed score and a true score |
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Validity |
The degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the test's proposed use |
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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. |
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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 |
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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 |
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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 |
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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 |
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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 |
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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 |
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Fairness |
The principle that every test taker should be assessed in an equitable manner |
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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) |
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Importance of fair and unbiased evaluation of applicants |
- Selection decisions must be able to withstand attempts to cast doubt |
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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. |
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Classical measurement model |
X = true score + error score |
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Factors Affecting Reliability |
Temporary Individual Characteristics Lack of Standardization Chance |
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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 |
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Factors Affecting Validity Coefficients |
Range restriction Measurement error Sampling Error Correcting for errors |