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29 Cards in this Set
- Front
- Back
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What are the 4 criteria to evaluate the quality of selection measurements?
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Reliability
Validity Utility Generalization |
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The degree to which a measure is free from random error, or is more precise.
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Reliability
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A score on any measure must contain which two components?
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True "score"
random error |
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unusual circumstances
distractions poorly worded questions judgement calls and the mood of a reference giver are examples of |
random error
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Reliability is calculated using
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measurement repetitions
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Inter-item reliability is
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repitition in intems (same kinds of questions)
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Test-retest reliability is
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repetition in times (same test)
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Inter-rater reliability is
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repetition in raters (various interviewers)
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Reliability is tested through
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inter-item, test-retest, inter-rater
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A perfect positive relationship for reliability is
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+1
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A perfect negative relationship for reliability is
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-1
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Strength of a reliability correlation is seen in
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the compactness of x and y values on a scatter plot
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The more compact a scatter plot is the
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stronger the correlation
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The less compact a scatter plot is the
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weaker the correlation
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what is a "good" level for reliability?
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0.70
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Refers to the extent to which the measure correlates with some criterion of interest
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validity
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Measures must be ____________ to be ____________.
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Reliable, Valid
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Statistically valid is the actual correlation between two measures is the "true correlation" multiplied by the _____________ of their reliabilities.
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Square root
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Intuitively valid is if a measure is mostly random error how can you expect it to correlate with ________ or ______.
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Job performance, retnetion
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A good level for validity measures is r=
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.2 or .3
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What are the methods for assessing validity?
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criterion related
concurrent predictive content |
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The reliability method does not rely on statistical derivation but is based on expert judgement
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content validity
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Validation method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job performance scores.
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criterion-related
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Validation that gices measure to people already on the job, correlating with performance (or some other criterion) at that time.
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concurrent validation
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Validation that gives measure to job applicants, but is not used to hire. Then correlates it with performance several months later.
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Prediction validation
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Restriction in range is found with _________ validation, and is when most of your applicants already have high levels of what you're measuring.
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Concurrent validation
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Predictive validity is too
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time consuming
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In _________ the question of whether our validity of our measure generalizes to other jobs, organizations, kinds of people, and time period.
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Generaliztion
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When measuring _________ we ask, "how useful is the measure in terms of increasing overall profitability and allowing us to accurately select those who will succeed in the job, in a 'batting average' sense".
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Utility
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