Predictors In I/o Psychology

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Predictor

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Any variable used to forecast a criterion

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Psychometric Qualities of Predictors

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properties of actual measurement devices

> Reliability
> Validity

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Reliability

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the consistency, stability, or equivalence of a measure

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Four (4) Types of Predictor Reliability

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(1) Test-retest
(2) Equivalent-form
(3) Internal consistency
> Split half
(4) Inter-rater

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Test-Retest Reliability

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a type of reliability that reveals the stability of test scores upon repeated applications of the test

Correlation: coefficient of stability

MAJOR PROBLEM: assumption of stability

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Equivalent-Form Reliability

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a type of reliability that reveals the equivalence of test scores between two versions of the test

Correlation: coefficient of equivalence

** Removes issues of reactivity and stability
>>> May not be possible to generate multiple forms

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Internal Consistency Reliability

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a type of reliability that reveals the homogeneity of the items in a test

(1) Split-half
>>> Not useful when time limit is imposed and individuals may not finish
(2) Statistical coefficients: Cronbach's alpha or KR20 (Kuder-Richardson 20) - the response of each item is correlated with the response to every other item
>>> The more items, the higher the coefficient

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Inter-Rater Reliability

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a type of reliability that reveals the degree of agreement among the assessments of two or more raters

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Validity

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standard for evaluating tests that refers to the accuracy of drawing inferences from test scores

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Unifying Theory of Validity

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all these types of validity must be obtained before the measure can be considered valid
(1) Construct
(2) Criterion-related
(3) Content

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Construct Validity

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degree to which a test is an accurate & faithful measure of the construct it purports to measure

(1) Convergent: the degree to which the measure is related to other similar measures and concepts

(2) Divergent: the degree to which the measure is unrelated to dissimilar measure and concepts

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Criterion-Related Validity

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degree to which a test forecasts or is statically related to a criterion

(1) Concurrent- predictor scores are correlated with current performance
(2) Predictive- predictor scores are correlated with future performance

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Validity Coefficient

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the correlation between predictor scores and criterion data

(r)^2 = how much variance in the criterion can be accounted for by using the predictor
EX: correlation coefficient of .4, 16% (r^2) of variance can be accounted for by knowing predictor

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Content Validity

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to which a measure representatively assesses the relevant domains of interest

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Face Validity

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appearance that items in a test are appropriate for the intended use of the test by the individuals who take the test

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Galton & Cattell

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Galton: developed first large-scale body of information on individual differences
Cattell: introduced term mental test, intelligence test based on sensory discrimination and reaction time

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Binet

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developed intelligence test

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Terman

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developed concept of IQ (intelligence quotient)

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Three (3) Types of Tests

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(1) Speed vs. power
(2) Individual vs. group
(3) Paper-and-pencil vs. performance

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Ethical Standards in Testing

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(1) APA Code of Professional Ethics
(2) Test user qualifications
(3) Invasion of privacy
(4) Confidentiality
(5) Retention of records

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Spearman’s 2-Factor Theory

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Specific knowledge and general knowledge

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Sternberg’s Triarchic Theory of Intelligence

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General, practical, and creative intelligence

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Gardner’s Theory of Multiple Intelligences

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Interpersonal, kinesthetic, etc.

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g

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"g”: General Mental Ability
**Single best predictor of job performance

Validity coefficient: .40-.60

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Four (4) Approaches to Measuring Personality

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(1) Empirically-driven: statistics determines items
(2) Theory-driven: theory determines items
(3) Projective tests: unconscious facets of personality
(4) Conditional reasoning tests: reasoning = personality

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Big 5 Personality Theory

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(1) Neuroticism
(2) Extraversion
(3) Openness to experience
(4) Agreeableness
(5) Conscientiousness

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Types of Test Content

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(1) Mechanical aptitude tests
(2) Integrity: overt or personality-based
(3) Physical abilities testing
(4) Situational judgment tests

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Interviews

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Situation-based vs. experience-based
Structured vs. unstructured

Highest validity
Structured & situation-based

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Four (4) Characteristics of Assessment Centers

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(1) Managers; high-pay positions
(2) Assessed in groups
(3) Assessor teams as raters
(4) Variety of exercises over single or multiple days

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Situational Exercises at Assessment Centers

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Situational Exercises
(1) One-on-one interviews: Involve interactions with clients or subordinates
(2) In-basket: Assessee prioritizes/responds to series of memos & reports
(3) Leaderless group

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Letters of Recommendation

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** Very common
>>> Least valid
>>> Restriction of Range
>>> Negative information
** Length vs. content

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Two (2) Types of Drug Testing

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(1) Screening-ID presence of a chemical
(2) Confirmation-ID particular chemical

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Five (5) Dimensions of Emotional Intelligence

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Intra-personal
(1) Knowing one’s emotions
(2) Managing one’s emotions
(3) Motivating oneself

Inter-personal
(4) Recognizing emotions in others
(5) Handling relationships

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Four (4) Ways of Evaluating Predictors

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(1) Validity
(2) Fairness & bias
(3) Applicability
(4) Cost