I O Psychology Test 2

Front 1

What is the recency effect?

Back 1

The tendency for individuals to be most influenced by what they have last seen or heard, because people tend to retain the most complete knowledge about the most recent events .

Front 2

What is contrast error?

Back 2

In interview or performance appraisal process, error caused by the effect of previously interviewed or appraised applicants on the interviewer. It results in a conscious or subconscious comparison of one applicant with another, and tends to exaggerate the differences between the two

Front 3

Define halo error

Back 3

a mistake made by promoting the wrong person because of the halo effect. An effect whereby the perception of positive qualities in one thing or part gives rise to the perception of similar qualities in related things or in the whole

Front 4

Define central tendency error

Back 4

performance appraisals or recruitment interviews, tendency of managers and interviewers to rate all or most of the employees or interviewees as average

Front 5

Define leniency error

Back 5

Performance appraisal or interview bias which occurs when a manager or interviewer rate an employee or the interviewee too positively. Opposite of strictness error

Front 6

The best rated training is?

Back 6

Frame of reference training

Front 7

Wjhat do meta-analysis results indicateabout the relationship between objective and subjective measures of performance?​

Back 7

objective and subjective results are only slightly correlated (r=.39). Interestingly, there was a stronger relationship between objective and subjective ratings of quantity (r=.38) than between objective and subjective ratings of quality (r=.24)

Front 8

60. What is the major problem with the paired comparison approach?

Back 8

With large numbers of the employees, the time necessary to make all of the comparisons becomes prohibitive

Front 9

What is the paired comparison approach?

Back 9

Paired Comparison Analysis helps you to work out the importance of a number of options relative to each other. It is particularly useful where you do not have objective data to base this on.

Front 10

What is the major problem with trait approach to evaluation

Back 10

they provide poor feedback and thus will not result in employee development and growth

Front 11

54. When peer ratings are used, research has found what about high and low performers' evaluations?​

Back 11

The people who are the most restrictive and strict are those who are the high performers. The people who are lenient are the low performers.

Front 12

What is the most common source of performance appraisal ratings

Back 12

The leading supervisor/ upper management

Front 13

Which of the Big 5 personality dimensions is the best predictor of employee performance?

Back 13

Conscientiousness

Front 14

50. What are integrity tests?

Back 14

Estimate the probability that applicants will steal money or merchandise
Used mostly in retail, but gaining acceptance for other occupations

Front 15

48. The major disadvantage to biodata is?​

Back 15

low face validity, can invade privacy, items can be offensive, expensive to develop, not always practical to develop.

Front 16

47. How do you develop a biodata instrument?

Back 16

A selection method that considers an applicant’s life, school, military, community, and work experience

Front 17

What is the leaderless group discussions?

Back 17

evaluates group interaction skills which are known to be critical to suc- cess in supervisory/managerial positions by presenting candidate groups with problems that face virtually all managers. The LGD is a highly effective method for separating those who desire to rule from those who desire to lead, those who rely upon their position power from those who rely upon their personal power, and those who value their own ideas exclusively from those who are open to the ideas of others

Front 18

What is an in basket exercise?

Back 18

an in-basket test or an in-basket exercise is a test used by companies and governments in hiring and promoting employees. During the test, job applicants receive a number of mails, telephone calls, documents and memos. They then have a limited period of time to set priorities, organize their working schedule accordingly and respond to mails and phone calls. An in-basket test measures the ability to juggle variety of demands, as in a manager's job. The candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job

Front 19

What is an assessment center?

Back 19

A selection technique that uses multiple job-related  assessment exercises and multiple assessors to observe and record behaviors of candidates performing job-related tasks

Front 20

What is the work sample?

Back 20

Applicants perform tasks that replicate actual job task. Advantage: directly related to the job, good criterion validity (verbal and motor work samples)good face validity, less adverse impact than cognitive ability, provide realistic job previews. Disadvantage: can be expensive to develop and maintain

Front 21

What are physical ability tests? What are they used for?

Back 21

Used for job with high physical demand. Three ways: Job relatedness, passing scores, when the ability must be present. Two common ways to measure: stimulation, physical agility test. Tests that measure an applicant’s level of physical ability required for a job
-used for jobs with high physical demands firefighters, police officers, lifeguard

Front 22

What constitutes perceptual aability?

Back 22

Vision (near, far, night, peripheral) depth perception, glare sensitivity, hearing ( sensitivity, auditory attention, sound localization)

Front 23

40. What is the cognitive dimension of ability tests

Back 23

Dimensions as oral and written comprehension, oral and written expression, numerical facility, originality, memorization, reasoning (mathematical deductive, inductive) and general learning

Front 24

What is the main disadvantage to job knowledge or cognitive ability tests in personnel selection?

Back 24

Adverse impact, unintentionally
discrimination 

Front 25

What is the average validity coefficient for references and performance?

Back 25

The average uncorrected validity coefficient is .18 with a corrected validity of .29

Front 26

What is psychological resume?

Back 26

A resume style that takes advantage of psychological principles pertain to memory organization and impressive information

Front 27

What is chronological resume?

Back 27

Resume that highlights an applicant's work history starting from the most recent work experience listed in reverse chronological order

Front 28

​What is the typical answer approach to keying interview questions?

Back 28

create a list of all possible answers to each question, have subject matter experts rate the favorableness of each answer, then use these ratings to serve as benchmarks for each point on a five-point scale.

Front 29

​What are patterned behavior description interviews?

Back 29

Designed to probe the applicant’s past behavior in specific situations selected for their relevance to critical job events. Whereas traditional interviews obtain BD answers less than 5% of the time, BD interviews assess each applicant against behaviorally defined job dimensions and obtain BD answers over 60 % of the time

Front 30

What is a situational interview

Back 30

A situational interview is a style wherein theoretical or hypothetical situations are given by the interviewer to assess the applicant's behavior in such a situation.

Front 31

What is interviewer-interviewee similarity

Back 31

When u find something common about the interviewer and use it to ur advantage. Ex: when you find something u can relate your self to one who is interviewing you.

Front 32

What is the primacy effect

Back 32

28.​What is the primacy effect? This is the tendency for the first items presented in a series to be remembered better or more easily, or for them to be more influential than those presented later in the series. If you hear a long list of words, it is more likely that you will remember the words you heard first (at the beginning of the list) than words that occurred in the middle. This is the primacy effect. You should also note that you will be likely to remember words at the end of the list more than words in the middle, and this is called the recency effect.
 

Front 33

Compare the structured and unstructured interview in terms of validity and adverse impact.

Back 33

Structured has less adverse impact and is more reliable.

Front 34

Contrast structured with unstructured interviews.

Back 34

26.​Contrast structured with unstructured interviews. Structured Interview
Structured interviews are those where the interviewee is asked a standard set of questions in a particular order. All interviewees are asked the same set of questions.
The questions are further divided in two kinds of formats for conducting this type of interview. The first is the open-response format in which the respondent is free to answer in his own words. An example of open-response is "Why are you dissatisfied with the current leave processing method?" The other option is of closed-response format, which limits the respondents to opt their answer from a set of already prescribed choices. An example of such a question might be "Are you satisfied with the current leave processing methods?" or "Do you think that the manual leave processing procedure be changed with some automated procedure?"
Unstructured Interview
The unstructured interviews are undertaken in a question-and-answer format. This is of a much more flexible nature than the structured interview and can be very rightly used to gather general information about the system.
Here the respondents are free to answer in their own words. In this way their views are not restricted. So the interviewer get a bigger area to further explore the issues pertaining to a problem.

Front 35

24.​What are the best RJPs?

Back 35

Full simulation

Front 36

What are RJPs?

Back 36

23.​What are RJPs? are devices used in the early stages of personnel selection to provide potential applicants with information on both positive and negative aspects of the job (Premack & Wanous, 1985).
The employee exchange or psychological contract between employer and employee is at the heart of this concept (Shore & Tetrick, 1994). Being hired after use of the RJP, the employee enters into the contract with their eyes open, aware of what the organization will provide to them (pay, hours, schedule flexibility, culture, etc.) and also what will be expected from them (late hours, stress, customer interaction, high urgency, degree of physical risk, etc.).

Front 37

What is the most likely outcome of having employees make referrals?

Back 37

Employees will refer to people they believe are reliable and already have commonalities with- makes those new employees more successful.

Front 38

What is a situation wanted ad?

Back 38

A want ad

Front 39

Why might an organization use a blind box ad?

Back 39

Blind box ads are used by many classified advertisers. Many employment ads use the blind box reply. Advertisers use them because they don't wish to publish a phone number or address. The blind box uses our Charleston Newspapers address. Applicants who respond do not know to which employer they are responding.

Front 40

Define recruitment.

Back 40

17.​Define recruitment. refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.
The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, niche agencies which specialize in a particular area of staffing, or employer branding strategy and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

Front 41

What is thought to be the cornerstone of personnel selection

Back 41

Job analysis

Front 42

What is adverse impact?

Back 42

15.​What is adverse impact? In US employment law, adverse impact, also known as disparate impact, is a "theory of liability that prohibits an employer from using a facially neutral employment practice that has an unjustified adverse impact on members of a protected class."[1] "A facially neutral employment practice is one that does not appear to be discriminatory on its face; rather it is one that is discriminatory in its application or effect."[1]

Front 43

What is the MMY?

Back 43

14.​What is the MMY? Mental Measurements Yearbook (reference book on psychological tests)
Mental measurement year book the name of the book conatinaing information aout the reliability and validity of various psychological test

Front 44

What is face validity?

Back 44

Face validity is a property of a test intended to measure something. It is the validity of a test at face value. In other words, a test can be said to have face validity if it "looks like" it is going to measure what it is supposed to measure.[1] For instance, if you prepare a test to measure whether students can perform multiplication, and the people you show it to all agree that it looks like a good test of multiplication ability, you have shown the face validity of your test.

Front 45

Construct validity in the context of I/O is

Back 45

Personnel selection procedures are usually validated, i.e., shown to be job relevant, using one or more of the following types of validity: content validity, construct validity, and/or criterion-related validity.

Front 46

Be able to recognize validity generalization in a scenario

Back 46

An important issue in educational and employment settings is the degree to which evidence of validity obtained in one situation can be generalized to another situation without further study of validity in the new situation. The issue of Validity Generalization is discussed in this article. Theory, procedures, and applications are addressed.

Front 47

What is restricted range

Back 47

9.​What is restricted range? Whenever a sample has a restricted range of scores, the correlation will be reduced. To take the most extreme example, consider what the correlation between high-school GPA and college GPA would be in a sample where every student had the same high-school GPA. The correlation would necessarily be 0.0.

Front 48

The major difference between the predictive and concurrent method of estimating criterion-related validity is

Back 48

The difference between concurrent validity and predictive validity rests solely on the time at which the two measures are administered. Concurrent validity applies to validation studies in which the two measures are administered at approximately the same time. For example, an employment test may be administered to a group of workers and then the test scores can be correlated with the ratings of the workers' supervisors taken on the same day or in the same week. The resulting correlation would be a concurrent validity coefficient.

Front 49

Criterion validity is ?

Back 49

a measure of how well one variable or set of variables predicts an outcome based on information from other variables, and will be achieved if a set of measures from a personality test relate to a behavioral criterion on which psychologists agree.[1] A typical way to achieve this is in relation to the extent to which a score on a personality test can predict future performance or behaviour. Another way involves correlating test scores with another established test that also measures the same personality characteristic.

Front 50

Define construct validity

Back 50

6. Define construct validity. Construct validity refers to the degree to which inferences can legitimately be made from the operationalizations in your study to the theoretical constructs on which those operationalizations were based. Like external validity, construct validity is related to generalizing. But, where external validity involves generalizing from your study context to other people, places or times, construct validity involves generalizing from your program or measures to the concept of your program or measures. You might think of construct validity as a "labeling" issue. When you implement a program that you call a "Head Start" program, is your label an accurate one? When you measure what you term "self esteem" is that what you were really measuring?
 

Front 51

Define validity

Back 51

5. Define validity. validity refers to whether a study is able to scientifically answer the questions it is intended to answer.
In clinical fields, the validity of a diagnosis and associated diagnostic tests may be assessed.

Front 52

What is split half reliability?

Back 52

4. What is split half reliability? A test given and divided into halves and are scored separately, then the score of one half of test are compared to the score of the remaining half to test the reliability

Front 53

What is the most important aspect of a predictor used for selection

Back 53

Job related job analysis

Front 54

Define internal reliability.

Back 54

refers to the extent to which a measure is consistent within itself.  The internal reliability of self-report measures, such as psychometric tests and questionnaires can be assessed using the split half method.    This involves splitting a test into two and having the same participant doing both halves of the test.  If the two halves of the test provide similar results this would suggest that the test has internal reliability.

Front 55

Define test-retest reliability

Back 55

2. Define internal reliability. refers to the extent to which a measure is consistent within itself.  The internal reliability of self-report measures, such as psychometric tests and questionnaires can be assessed using the split half method.    This involves splitting a test into two and having the same participant doing both halves of the test.  If the two halves of the test provide similar results this would suggest that the test has internal reliability.