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Chapter 4: Predictors: Psychological Assessments (Test Content…
Chapter 4: Predictors: Psychological Assessments
Assessing the Quality of Predictors
Reliability: standards for evaluating tests that refers to the consistency, stability, or equivalence of test scores.
Test-Retest reliability: reveals the stability of test scores upon repeated applications of test
Equivalent-form reliability: reveals equivalence of test scores between two versions or forms
Internal-consistency reliability: homogeneity of items in test
Inter-rater reliability: degree of agreement among the assessments provided by 2 or more raters
Validity: standard for evaluating tests that refers to accuracy or appropriateness of drawing inferences from test scores.
Construct validity: degree of which a test if an accurate and faithful measure of the construct it purports to measure; actually measures the idea it says it's measuring
BINNING & BARRETT CONSTRUCT VALIDATION
Criterion-related validity: degree to which a test forecasts or is statistically related to a criterion; validity coefficient (stats index that reveals the degree of association between two variables; often to predict)
Content validity: degree to which subject matter experts agree that the items in a test are a representative sample of domain of knowledge the test says it's measuring
Face validity: does it look like items are appropriate for test by people who are taking the test
The purpose of testing: test is one way to learn about person's knowledge, skills, abilities and personality; no 1 method is better
Questions: right or wrong answer
Inventories: levels; personality tests
3 Types of testing in organizations
low-stake: help individual but no baring on organization
moderate-stakes: results might influence organization's status
high-stakes: direct consequence to individual; being hired by organization or being promoted
Test Content
Mechanical Aptitude: recognize mechanical principles; predictive of performance in manufacturing/production jobs; men do better than women
Personality
Big 5 Personality Theories
Openness to experience: curious, imaginative and unconventional
Conscientiousness: purposeful, determined, organized, controlled
Extraversion: social, outgoing
Agreeableness: cooperative, easy to get along
Neuroticism: calm, emotionally balanced
Dark Triad: 3 personality disorder associated with counterproductive work behavior
Machiavellianism: get your way by manipulating other people
Narcissism: self-important
Psychopathy: lack any concern for other people; emotionally shallow
Faking personality assessments
Integrity
Overt-integrity test
Personality-based measures
Situational Judgment
Intelligence: g: general mental ability (predictor of success in most jobs)
Academic: typical measures such as fluency with words and numbers
Practical: needed for competent in everyday world
Creative: produce original and appropriate work
Testing on Internet
Testing in Retrospect
Predictor Development
Two dimensions:
Whether predictor seeks to measure directly the underlying logical construct in question (mechanical) or measure a sample of the same behavior to be exhibited on the job.
Whether it seeks to measure something about the individual in the past or present (current)
Interviews
Degree of structure
Unstructured interview: questions are different for each candidate
Structured interview: questions are consistent for all candidates; interviewer's always a little subjective
Situational interviews: candidates are given hypothetical problem and ask how they'd solve it
Work sample and situational exercises
Work sample: a type of personnel selection test where candidates demonstrates proficiency on task representative of work performed on the job
Situational exercise: method of assessment where candidates are given a problem and asked how they'd respond
Assessment Centers: technique for assessing job candidate using a series of structured, group-oriented exercises that evaluated by raters
management level personnel
evaluated in groups of 10 - 20
several raters
number of performance dimensions
wide variety of performance appraisals methods/exercises (i.e. oral presentation, interview, role plays)
Physical Abilities Testing
Static strength
Explosive strength
gross body coordination
stamina
Biographical information: method of assessing people in which info pertaining to past activities, interests, and behaviors in their lives are considered
Letters of Recommendation
Drug Testing/substance abuse
Controversial methods of assessments
Polygraph
Tests of emotional intelligence (construct that reflects a person's capacity to manage emotional responses in social situations
Overview and evaluations of predictors
Validity: ability of predictor to forecast criterion perfectly
Fairness: ability of predictor to render unbiased predictions of job success in applicants with various backgrounds
Applicability: whether the selection method can be applied across full range of jobs
Cost of implementing method
3 aspects of job related experience
Personal attributes: affected by exposure to work-related settings and activities
Perceived outcomes of experience: mean we attach to our experience
Aspects of experience judged relevant and important: deterrme from perspective of evaluation of experience