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42 Cards in this Set

  • Front
  • Back
reliability coefficient
provides estimate of true score variability r(xx)
will range in value from 0 to 1.0
methods for measuring reliability
test retest
alternate forms
internal consistency
-split half (spearman brown)
-coefficient alpha
-kr 20
-kappa (interrater)
-sources of error in test-retest (coefficient of stability)
practice effects
alternate forms- (coefficient of equivalence)problems in administrations
content sampling
split half (coefficient of internal consistency)
can't use with low test itemssp
spearman brown prophecy formula
used when low item number
kronbachs coefficient alpha
administer entire test computerzied calculation very conservative test
when to use kuder-richardson formula 20 (KR-20)?
use when test is dichotomous (e.g.true false)
what is the standard error of measurement
used to create confidence around an obtained score. can use 68, 95 or 99% confidence (1, 2, or 3 SD) SDerr= 1SD times sq root of 1-rxx
construct validity
empirical evidence, convergent and divergent validity, good to measure a hypothetical trait or construct(eg. self esteem)
criterion related validity
based on empirical evidence(concurrent and predictive) used for predicting
what are campbell and fiske known for
mult-trait mult matrix convergent and divergent validity
steps for establishing criterion-related validity
1. conduct job analysis
2. selet/develop predictor and criterion
3. obtain and correlate scores on predictor and criterion
4. check for adverse impact (80%)
5.evaluate incremental validity
6. cross validate with new sample
multi trait multimethod

four groups
1. monotrait-monomethod
2. monotrait-heteromethod
3. heterotrait-monomethod
same trait, same method (reliability coefficient)q
steps to establishing criterion related validity (6)
1. job analysis 2. develop/select predictor and criterion 3. obtain and correlate scores. 4. 80% rule 5. incremental validity 6. cross validate
explain 4 monottrait-heteromethod part of construct validity
monotrait monomethod- reliability coefficent
monotrait heteromethod- convergent heterotrait-monomethod-divergent validity; heterotrait heteromethod- divergent validity (will always be lower than former
1. administer test to sample
2 construct a correlation matrix
3. derive initial factor
4. rotate the factor matrix (orthoganol or oblique)
5.. name factors
whjatis standard error of estimate and write out
construct a confidence interval 1 (68%) 2 (95%) or 3 (98%) SDs sdx sq root of 1-rxx
incremental validity facts
base rate-proportion successful-new predictor's incremental validity is greatest when base rate is moderate (.50)
selection ratio- greatest when low
validity coefficient- the higher the validity the greater the incremental validity
floor effects
think positive skew- new york times xword; too many difficult items doens't discriminate on lower end
ceilinig effects
think negative skew- people magazine xword- doesn't discriminate on higher end.
steps for criterion related validity
1. job analysis 2. select develop predictor and criterion 3. obtain and correlate scores. 4. 80% 5. incremental validity 6. cross validate w new sample
selection techniques of predictors(in order of potency)
1. cognitive ability
2. biodata
3. interview
4. work sample
5. assmt center
6. personality tests
formative vs summative evaluation
formative conducted during program development
summative after program implementation.
super's theory on career development
job fits self concept; five life stages 1. growth, explorationm establishmnent, maintenance, disengagement successive stages, life career rainbow.
perosnoalit job environment match. leads to satisfaction, persistence and productivity
Maslow five needs
Alderfer ERGt need un
took off from Maslowe- three needs- existence, relatedness, growth
McClelland Need for Achievemen (nACH)
this is a primary need underlying motivation
Herzberg Two factor
1. hygeine (job context)we're dissatified when absent
2. motivator (job content)we're satisfied when present
Goal setting theory- what's optimal
optimal when goals are spcieifc and moderately difficult
equity theory
motivation is affected by outcome of comparisons between our own input/output ratio and input/output ratios of comparable others
expectancy theory
motvation is a functon of three beliefs--expectancy (effort leads to performance) instrumentality (performance leads to outcomes) valence (value of outcomes)
Fiedler's Contency (LPC) model
low LPC best in very favorable or unfavorable situations
acc to fiedler how is favorability determined
-leader-subordinate relations/task structure/leader's power
effects of social facilitation
social facilitation is more likely on tasks that are easy or well learned-
people work better and more productively when alone than while working together as a group
centralized networks- what are they and how best do they work
communication between employees is restricted best for simple tasks
decentralized- what are they how best do they work
free flow of communication- best for complex tasks.
rational economic model
people consider all alternatives before making a decision
bounded rationality
we 'satisfice' which involves considering altenratives until we find a minimally acceptable one