I-O Chapter 3 Part 2

Front 1

- ASVAB

Back 1

the armed services vocational aptitude battery

Front 2

- Seven basic physical ability attributes

Back 2

strength, explosive strength, coordination, and stamina or aerobic endurance.

Front 3

- Self-presentation

Back 3

a person’s public face or “game face”.

Front 4

- Overt Integrity test

Back 4

asks questions directly about past honesty behavior (stealing, etc.) as well as attitudes toward various behaviors such as employee theft.

Front 5

- Personality based integrity test

Back 5

test that infers honesty and integrity from questions dealing with broad constructs such as conscientiousness, reliability, and social responsibility and awareness.

Front 6

- Emotional intelligence

Back 6

a proposed kind of intelligence focused on people’s awareness of their own and other’s emotions.

Front 7

- Emotional intelligence quotient

Back 7

parallels the notion of intelligence quotient; a core on a test of emotional intelligence.

Front 8

- Individual assessment

Back 8

situation in which only one candidate (or a very few) is assessed on many different attributes.

Front 9

- Situational interview

Back 9

asks the interviewee to describe in specific and behavioral detail how he or she would respond to a hypothetical situation.

Front 10

- Structured interview

Back 10

consists of very specific questions asked of each candidate: includes tightly crafted scoring schemes with detailed outlines for the interviewer with respect to assigning ratings or scores based on interview performance

Front 11

- Unstructured interview

Back 11

includes questions that may vary by candidate and that allow the candidate to answer in any form he or she may prefer.

Front 12

- For the most part, interviews cover one or more of the following content areas

Back 12

job knowledge, abilities, skills, personality, and person-organization fit.

Front 13

- Assessment Center

Back 13

collection of procedures for evaluation that is administered to groups of individuals, assessments are typically done by multiple assessors.

Front 14

- Work sample test

Back 14

assessment procedure that measures job skills by taking samples of behavior under realistic job like conditions.

Front 15

- Situational judgment test

Back 15

commonly a paper and pencil test that presents the candidate with a written scenario and asks the candidate to choose the best response from a series of alternatives

Front 16

- Incremental Validity

Back 16

The value in terms of increased validity of adding a particular predictor to an existing selection system.

Front 17

- Biodata

Back 17

information collected on an application blank or in a standardized test that includes questions about previous jobs, education, specialized training, and personal history; also known as biographical data.

Front 18

- Ecology model:

Back 18

underlying model for life history biodata instruments. Proposes that the events that make3 up a person’s history represent choices made by the individual to interact with his or her environment. These choices can signal abilities, interests, and personality characteristics.

Front 19

- Characteristics of biodata

Back 19

historical, external, objective, discrete, control, relevant and noninvasive.

Front 20

- Social desirability

Back 20

desire to be appealing to others.

Front 21

- Graphology

Back 21

technique that presumes that traits can be assessed from various characteristics of a person’s handwriting; also known as handwriting analysis.

Front 22

- Polygraph:

Back 22

machine that measures a person’s physiological reactions. Approach assumes that when people are being dishonest, their physiological reactions will signal that they are being deceptive.

Front 23

Dfwa

Back 23

drug free workplace act of 1988

Front 24

- Computer Adaptive testing (CAT)

Back 24

presents a test taker with a few items that cover the range of difficulty of the test, identifies a test takers’ approximate level of ability, and then asks only questions to further refine the test takers position within that ability level

Front 25

- Routing test

Back 25

preliminary test used in computer adaptive testing that identifies a test takers’ approximate level of ability before providing additional questions to refine the test takers’ position within that ability level.