100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached
logo-home
Previously searched by you
Previously searched by you
logo
Industrial Psychology Recruitment and Selection Exam Questions with Latest Update $16.49   Add to cart
Quickly navigate to
Preview
  2.  
  3. Industrial Psychology
  4.  
  5. Industrial Psychology

Exam (elaborations)

Industrial Psychology Recruitment and Selection Exam Questions with Latest Update
 4 views  0 purchase
  • Course
  • Industrial Psychology
  • Institution
  • Industrial Psychology

Psychology definition - Answer-the scientific study of behavior and mental processes industrial-organizational (I/O) psychology - Answer-the application of psychological concepts and methods to optimizing human behavior in workplaces The dual focus of I/O Psychology - Answer--Efficiency/produ...

[Show more]

Preview 3 out of 16  pages

Document information

  • September 17, 2024
  • 16
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

Subjects

  • industrial psychology recruitment and selection ex
  • psychology definition answer the scientific stud

Written for

  • Industrial Psychology
  • Industrial Psychology

Seller

avatar-seller
lectknancy

Reviews received

Content preview

Industrial Psychology Recruitment and
Selection Exam Questions with Latest
Update
Psychology definition - Answer-the scientific study of behavior and mental processes

industrial-organizational (I/O) psychology - Answer-the application of psychological
concepts and methods to optimizing human behavior in workplaces

The dual focus of I/O Psychology - Answer--Efficiency/productivity of organizations
-Health/well-being of employees

The dual nature of I/O Psychology - Answer--Application of the science of psychology to
the workplace
-Development/discovery of scientific psychological principles at work

Specific areas of concerns for I/O Psychology - Answer-Defining and analyzing jobs
Recruiting and selecting employees for jobs
Assessing performance
Training employees
Determining people feel about work
Determining why people act as they do at work
Effects work has on people
Effects people have on one another
How organizations are structured and function
Designing work
Designing tools and equipment
Employee Health and Safety

Personnel Psychology deals with: - Answer-Defining and analyzing jobs
Recruiting and selecting employees for jobs
Assessing performance
Determining people feel about work
Determining why people act as they do at work
Effects work has on people

recruitment - Answer-generation of an applicant pool for a position or job in order to
provide a number of applicants for future selection competitions

Selection - Answer-The selection of a job candidate from a previously generated
applicant pool in a way that will meet management goals and objectives, as well as
current legal requirements

,The dual focus of Selection - Answer--Effectiveness: High productivity, low absence and
turnover
-Fairness: equal opportunity regardless of group membership

"Best Practices" - Answer--Effective and Fair
-Not based on subjective values ("gut feelings")
-Ethical and thorough
-Based upon professional principles and standards
-Provide value: strategic, financial

Foundations of Recruitment and Selection - Answer-Reliability and Validity

Comparison of Selection-Methods: Science-Based - Answer-Analytical
Identifies KSAOs
Valid measures of KSAOs
Validate and assess predictor utility
Retain valid and useful predictors
Objective, reliable & valid measures
Rational
System-wide
Empirical
Structured procedures
Consistent process
Maintains standards
Defensible system
Increased productivity
Effective employees

Comparison of Selection-Methods: Practice-Based - Answer-Intuitive
Untested approaches
"Fad"-based selection system
Lack of reliable and valid selection tools
Techniques and tools chosen on the basis of marketing
Selection procedures used are rarely validated
Unstructured interview
"Gut-feel"
Case-by-case basis
Subjective
Comfort with the process
Flexibility and speed
Fits organizational culture
Human rights litigation
Lack of competitiveness
Marginal employees

, normal distribution - Answer-a bell-shaped curve, describing the spread of a
characteristic throughout a population

Classical Test Theory - Answer-X = T + E
Where x=score on a measure
t=true score
e=error (random and systematic)

Reliability - Answer-consistency of measurement

Validity - Answer-accuracy of inferences from scores on a measure
"appropriate, meaningful, and useful"

Utility - Answer-practical value added by using a measure

Fairness - Answer-freedom from bias

Classical Theory of Measurement (Spearman) - Answer-Factors that contribute to
consistency
The stable attribute that is being measure
Factors that contribute to inconsistency
Characteristics of the individual, the test, or the situation that has nothing to do with the
attribute being measured, but affect test scores

sources of measurement error - Answer-item selection, test administration (including
test scoring), systematic measurement error

correlation coefficient - Answer-a statistical index of the relationship between two things
(from -1 to +1)

Methods to assess reliability: Test-Retest - Answer-Correlation between test scores for
a group of people who complete the same test at different times

Methods to assess reliability: Alternate-Form - Answer-Correlation between tests score
for a group of people who complete two tests purported to measure the same construct

Methods to assess Internal Consistency: Split-Half Reliability - Answer-Correlating pairs
of scores obtained from equivalent halves of a test
If two halves of a test are correlated then scores from two whole tests of separate
administration should have a strong correlation
Works well for items that have the same difficulty level

Methods to assess Internal Consistency: Spearman-Brown - Answer-Statistical method
to derive the reliability of the whole test based on half-test correlation coefficient

The benefits of buying summaries with Stuvia:

Guaranteed quality through customer reviews

Guaranteed quality through customer reviews

Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.

Quick and easy check-out

Quick and easy check-out

You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.

Focus on what matters

Focus on what matters

Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!

Frequently asked questions

What do I get when I buy this document?

You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.

Satisfaction guarantee: how does it work?

Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.

Who am I buying these notes from?

Stuvia is a marketplace, so you are not buying this document from us, but from seller lectknancy. Stuvia facilitates payment to the seller.

Will I be stuck with a subscription?

No, you only buy these notes for $16.49. You're not tied to anything after your purchase.

Can Stuvia be trusted?

4.6 stars on Google & Trustpilot (+1000 reviews)

79271 documents were sold in the last 30 days

Founded in 2010, the go-to place to buy study notes for 14 years now

Start selling
$16.49
  • (0)
  Add to cart