I/o Psychology 6 "evaluation Selection Techniques And Decision

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Standard Error of measurements

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The number of points that a test score could be off due to test unreliability

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Banding

Back 2

Allows similar test scores to be grouped

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Multiple Hurdle Approach

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Applicants must pass the first test to continue to the next

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Multiple Cutoff Approach

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Applicants must meet or exceed the passing score on more than 1 selection test

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Passing Score

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The minimum test score that the employee must achieve to be considered as hired

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Rule of Three

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Top three Applicants are given to a hiring authority who can then select any of the three

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Compensatory Approach

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High score on the test can compensate on the low score of another tests

Front 8

Top down selection

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Selecting applicants in a straight rank order of their test scores

Front 9

Multiple Regression

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A statistics, scores from more than one criterion valid test are weighted according to how well each test scores predicts the criterion

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Differential Validity

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A characteristic of a group that significantly predicts a criterion of two groups

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Single Group Validity

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A characteristic of a test that predicts a criterion for one class but not for another

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Predictive Bias

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Predictive level of job success falsely favor one group over another

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Measurement bias

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Group differences in test scores that are unrelated to the construct being measured

Front 14

Tenure

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The length of time the employee has been with the Organization

Front 15

Utility Formula

Back 15

A method of ascertaining the extent to which an organization will benefit from the use of a particular selection system

Front 16

Lawshe's table

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Determines the probability of future success for that Applicant

Front 17

Proportion of correct decision

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Compares the percentage of times a selection decision was accurate with the percentage of accurate employees

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Base rate

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Percentage of current employees considered as successful

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Selection ratio

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Percentage of applicants an organization hires

Front 20

Taylor Russell Table

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Yields I'm formation about the percentage of future employees who will be successful if a particular test is used

Front 21

Mental Measurement Yearbook

Back 21

A book containing information about the reliability of various Psychological tests

Front 22

Barnum Effect

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Astrological forecast that are so general that they are almost true to anyone

Front 23

Face validity

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The extent to which the test appears to be valid

Front 24

Known Group Validity

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Test group or scores from contrasting groups known to differ on a construct that are compared

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Construct Validity

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Test accurately measures the construct that it purports to measure

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Synthetic validity

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Validity that is interferred on the basis of a match between job Components and the test previously found valid for those job components

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Validity Generalization

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An interference from test scores from one Organization can be applied to another Organization

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Restriction range

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A narrow range of performance scores that makes it difficult to obtain a significant validity Coefficient

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Predictive validity

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Test scores of applicants are compared at a later date with a measure of job performance

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Concurrent Validity

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Correlates test scores with the measures of job performance

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Criterion

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A measure of job performance

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Criterion validity

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Test scores is related to some measure of job performance

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Content validity

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Test or test item samples, the content that they are supposed to measure

Front 34

Validity

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Degree to which interferences from test scores are justified by the evidence

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Scorer reliability

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2 people scoring a test agree on test scores

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Coefficient Alpha

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Used to determine internal reliability of tests that used interval or ratio scale

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Spearman Brown Prophecy Formula

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Used to correct reliability coefficient resulting from the split half method

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Split Half method

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Consistency of item responses is determined by comparing scores on the half of the items with score on the other half of the items

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Kuder Richardson formula 20

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Determine the internal reliability of test that use items with a dichotomous items (yes/no)

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Item homogeneity

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Extent to which test items measure the same construct

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Item stability

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Responses to the same test items are consistent

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Form stability

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Scores on two forms of a test are similar

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Counter Balancing

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A method of continuing for order

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Alternate forms reliability

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Two forms of the same test are similar

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Temporal stability

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Consistency of tests scores across time

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Test retest reliability

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The extent to which repeated administration of the same test will achieve similar results

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Reliability

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The extent to which scores are consistent and free from errors

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Strictness error

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Consistency gives all employees a low ratings