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40 Cards in this Set
- Front
- Back
- 3rd side (hint)
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A systematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories.
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Test
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What is the trend in testing over the years?
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Testing has become very popular in recent years. Use of tests for employee selection seems to be increasing.
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To select or develop predictors, you always start with
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Job analysis
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This information helps locate, develop, create, or modify predictors that we hope are valid criteria.
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A ____ test contains relatively easy items with a short time limit in which individuals must complete as many items as they can.
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Speed test
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Example:
Applicants are instructed to type as much of a writing sample as they can in five minutes, and they are scored on the basis of how much they finished the number of errors they made. |
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A ____ test has no fixed time limits and has relatively difficult items.
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Power test
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Example:
Most college exams. |
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____ tests are administered to one person at a time.
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Individual tests
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Example:
WAIS-II and WISC -III |
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Why are individual tests often used for upper-level managerial positions, but tend to be avoided at lower levels?
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The cost (An individual test is very expensive)
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____tests involve many applicants being tested at one time.
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Group tests
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These tests are more conducive to employee selection and more cost effective.
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Frequently used tests in which individuals respond to questions in a test booklet or mark answers on computer sheets to be scanned
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paper-and-pencil tests
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Example:
The ACT/SAT |
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Tests that require the manipulation of an object of piece of equipment
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Performance tests
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Example:
Manufacturing jobs and trades such as plumbing, electrical work, surgeon, often require manipulation of objects or pieces of equipment. |
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Predictors must be ___ and ___
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Reliable and valid
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A correlation that serves as an index of the relationship between a predictor and a criterion used by selection researchers and practitioners as evidence that a particular test is a valid predictor of a performance criterion.
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Validity Coefficient (r)
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P. 136
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Tests of _____ are among the most frequently used predictors in selection contexts
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Tests of cognitive ability
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Example:
Employee selection, college admissions |
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The "Wonderlic Personnel Test" is a considered a ____ cognitive ability test.
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General cognitive ability
What's this? |
They attempt to predict the likelihood that an individual will perform well in a particular job.
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What does evidence suggest about general cognitive ability tests?
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Suggests that general cognitive ability tests account for a large proportion of variance in criterion performance.
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Tests of mechanical ability and spatial ability, clerical ability, fall under which type of cognitive test?
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Specific cognitive ability tests
What's this? |
These tests attempt to predict the likelihood that an individual will do well in a particular job given his or her SPECIFIC abilities.
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A specific cognitive ability involving a focus on mechanical relationships, recognition of tools used for various purposes, and sometimes actual mechanical skills.
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Mechanical ability
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Relevant for jobs such as machine operator, factory worker, and engineering.
(Tests - The Bennett Mechanical Comprehension Test) |
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A specific cognitive ability involving a focus on geometric relations, such as visualizing objects and rotating them spatially to form a particular pattern.
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Spatial ability
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Relevant jobs would include mechanic and architect.
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A specific cognitive ability relevant for jobs such as secretary, administrative assistant, and book-keeper involving a focus on both perceptual speed and accuracy in processing verbal and numerical data.
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Clerical Ability
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The most frequently used clerical ability test.
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Minnesota Clerical Test
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Predictors must be ___ and ___
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Reliable and valid
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A correlation that serves as an index of the relationship between a predictor and a criterion used by selection researchers and practitioners as evidence that a particular test is a valid predictor of a performance criterion.
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Validity Coefficient (r)
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P. 136
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Tests of _____ are among the most frequently used predictors in selection contexts
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Tests of cognitive ability
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Example:
Employee selection, college admissions |
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The "Wonderlic Personnel Test" is a considered a ____ cognitive ability test.
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General cognitive ability
What's this? |
They attempt to predict the likelihood that an individual will perform well in a particular job.
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What does evidence suggest about general cognitive ability tests?
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Suggests that general cognitive ability tests account for a large proportion of variance in criterion performance.
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Tests of mechanical ability and spatial ability, clerical ability, fall under which type of cognitive test?
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Specific cognitive ability tests
What's this? |
These tests attempt to predict the likelihood that an individual will do well in a particular job given his or her SPECIFIC abilities.
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A specific cognitive ability involving a focus on mechanical relationships, recognition of tools used for various purposes, and sometimes actual mechanical skills.
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Mechanical ability
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Relevant for jobs such as machine operator, factory worker, and engineering.
(Tests - The Bennett Mechanical Comprehension Test) |
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A specific cognitive ability involving a focus on geometric relations, such as visualizing objects and rotating them spatially to form a particular pattern.
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Spatial ability
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Relevant jobs would include mechanic and architect.
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A specific cognitive ability relevant for jobs such as secretary, administrative assistant, and book-keeper involving a focus on both perceptual speed and accuracy in processing verbal and numerical data.
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Clerical Ability
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The most frequently used clerical ability test.
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Minnesota Clerical Test
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Ability of a person to deal effectively with his or her emotions and the emotions of others.
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Emotional Intelligence (EI)
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In recent years, some research has indicated that EI may be an important predictor of work performance.
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Tests that measure both the speed and accuracy of motor and sensory coordination
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psychomotor tests
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Exercises that involve controlled movements with hands, arms, fingertips; traditional vision an hearing tests.
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The Purdue Pegboard, which measures an individual's ability to make controlled movements with the hands, arms, and fingertips, would be considered a ______ test.
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psychomotor test
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Tests that measure both the speed and accuracy of motor and sensory coordination
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Tests in which numbers are systematically assigned to individuals' characteristics.
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Personality Tests
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The most typical measures of personality tests:
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Self-report questionnaires such as the NEO, Personality Inventory, the Hogan Personality Inventory, and the 16 personality factory questionnaire
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Which controversial court case ruled taking the personality tests, Minnesota Multiphasic Personality Inventory (MMPI) was a violation? What did it state?
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Soroka v. Dayton Hudson
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Ruled a violation of privacy because of its questions about religions and sexual behaviors.
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Personality tests "Big 5" model:
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1. Openness to experience
2. Conscientiousness 3. Extraversion 4. Agreeableness 5. Neuroticism |
Of all the personality classification schemes, this is the one used most often by practitioners and researchers alike.
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What does empirical research show about personality tests?
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That personality measures are valid predictors of job performance.
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What is the main problem with personality tests?
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Faking
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Faking definition: Individuals can potentially guess the responses that are likely to result in high scores.
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in personality tests, "Faking" requires what 2 things:
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1. the ability to fake
2. the motive to fake |
it has been argued that the motivation to fake is influenced by demographic characteristics (e.g., age and gender), individual differences (e.g., integrity and manipulativeness), and perceptual variables
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