PSY 255 Exam 2 Study Guide With Complete Correct Answers A+ Graded | 2024.

Test - correct answer systematic procedure for observing behavior and describing it with numerical scales or mixed categories; used as predictors to forecast performance for on the job or other work related criterion. To select or develop predictors we must : - correct answer start with Job Analysis to define the job & identify relevant criteria important for success. We can develop our own tests or - correct answer modify older tests Speed Test - correct answer composed of easy items with a short time limit and individuals are told to do as many as they can in a given time period, takers are not expected to finish. Power Test - correct answer no fixed time limit, usually much more difficult, test takers are expected to finish. Individual Tests - correct answer administered to one person at a time; tend to be avoided at lower levels due to costs. Ex. intelligence tests and can take 2 - 3 hours. Group Tests - correct answer more frequently used in organizations; many can be tested at one time; these tests are more helpful to employee selection (more cost effective) Paper & Pencil Tests - correct answer frequently where individuals use a test booklet or marking paper to be scanned; most of these are cognitive ability. Performance Tests - correct answer require the manipulation of an object or a piece of equipment; includes tests of manual dexterity or psychomotor skills. (surgeons, instrument dexterity); evaluated by performance test most likely. Reliable Predictor Validity - correct answer using a diagnostic machine that works properly half the time and applicant makes wrong diagnosis; low scoring. *measurement problems; the predictor must be related to the criterion to serve purpose. Validity Coefficient - correct answer correlations used for predictions; main goal of selection used as evidence for a test as a good or bad predictor of job performance. *coefficient of determination ( r^2), also reflects how well a variable predicts the other. Cognitive Ability Tests - correct answer used to predict the likelihood of how well an individual will perform; among the most frequently used predictors in selection-contexts; believed mental function/intelligence is most important for jobs & school success. - Intelligence Tests : types - correct answer General Cognitive Ability tests & Specific Cognitive Ability tests. General Cognitive Ability : - correct answer best predictor of job performance; accounts for ^ variance in criterion performance; .53 validity coefficient; can be predicted by measures of general cognitive ability; wonderlic personnel test, army alpha & army beta tests. Incremental Validity - correct answer the predictors to account for a greater percentage of criterion variance; if 25% of criterion variance is predicted in this measure, 75% is left unaccounted for; type of validity that is used to determine whether a new psychometric assessment will increase the predictive ability beyond that provided by an existing method of assessment Specific Cognitive Ability Tests - correct answer attempts to predict the likelihood an individual will do well on a particular job given their specific abilities. - Mechanical Ability - correct answer taps comprehension of mechanical relations specific cognitive ability, recognition of tools used for various purpose, and sometimes actual mechanical skills. - Spatial Ability - correct answer second specific cognitive ability; measures often deal with geometric relations (visualizing objects, rotating, spatially fitting objects to form a pattern) - Clerical Ability - correct answer relevant for jobs such as secretary, administrative assistant, etc; focuses on perceptual speed and accuracy in processing verbal / numerical data; not always expected to finish everything in time. Psychomotor Tests - correct answer measures sensory ability; evaluates both speed and accuracy or motor and sensory coordination; when used for appropriate job it can be very helpful. Personality Tests - correct answer refers to an individual's traits & predispositions to behave in specific situations; numbers systematically assigned to an individual's characteristics; MMPI minnesota multiphasic personality inventory criticisms - too clinical; measures the OCEAN big 5 traits; prone to easily be faked. Integrity Tests - correct answer predict propensity to engage in counterproductive work behaviors (CWBs) (Overt & Personality Type Tests) Overt Integrity Tests - correct answer attempts to measure attitudes toward theft and self-reports or admissions actual thefts; test takers perceived to have greater face validity and predictive validity more than personality-type integrity tests. Personality-Type Integrity Tests - correct answer measures personality characteristics believed to predict counterproductive behavior. Work Sample Tests - correct answer used as replacements for criteria we don't have access to in that stage of selection; tests to use as predictors to form mini replicas of the job; validities of .50's - Situational Judgement Tests - correct answer paper & pencil, measures applicants work setting judgment; demonstrate incremental validity OVER personality, job exp & cog. Ability Assessment Centers - correct answer method of multiple raters (assessors) evaluating applicants on standardized sets of predictors (exercises); attempt to predict performance criteria by focusing on exercises stimulating on-job situations; (In- Basket & Leaderless Group Discussion) In-Basket - correct answer individual exercise where an assessee is asked to act as if they were a manager and what certain issues come up; ideas and issues that need to be responded to. Leaderless Group Discussion - correct answer group exercise designed to tap managerial attributes that require interaction among a small number of individuals Biographical Information - correct answer any information descriptive of an individual's past behavior is the best predictor of future behavior. Application Blank - correct answer most frequent selection process; education background, work experience, previous employer numbers. BioData - correct answer personal history info obtained through biographical information blank (BIB) asking respondents about attitudes, hobbies, experience, etc; multiple choice, yes or no, strongly agree/disagree. Interviews - correct answer most popular selection device, used among all job levels; the procedure designed to predict future performance based on an applicant's oral responses to set questions. (Structural) - Structural Interviews - correct answer standardized job-analysis based questions asked of job candidates; the key is for everyone to be asked all the same questions; may provide a realistic job preview (RJP) and get a feel for the organization's climate. Chapter 7 - Selection Decisions & Personnel Law - correct answer 1. Steps to validate selection battery 2. Recruitment strategies 3. Difference between predictive & concurrent validation steps 4. Cross validation importance 5. Validity Generalization 6. 3 main selection approaches (multiple cutoff, multiple hurdle, multiple regression); & the differences 7. Utility Concept (factors affecting utility selection battery; namely, validity, base rate, selection ratio, cost) 8. Employment at will, adverse impact, affirmative action 9. What's illegal by U.S employment laws, sexual harassment laws 10. How courts interpret reasonable accommodation, essential job functions and undue hardship under the Americans with Disabilities Act. * In general, employment law - correct answer attempts to ensure equal employment opportunity to all individuals.