HR Staffing Test 2

Question 1

Z-Score

Answer 1

(x-mean)/std

Question 2

coefficient alpha/internal consistency (OBJECTIVE measure)

Answer 2

correlates one measure with all others on a test. Should be at .7 to be acceptable

Question 3

test-retest reliability (OBJECTIVE measure)

Answer 3

should score the same if taking at different points in time; evaluates the amount of situational error
Should be between .5-.9 to be acceptable

Question 4

INTRArater reliability (SUBJECTIVE measure)

Answer 4

same person at 2 points in time

Should be above .8 to be acceptable

Question 5

INTERrater reliability (SUBJECTIVE measure)

Answer 5

different person at 2 points in time

similar to test-retest

Question 6

reliability vs. validity

Answer 6

reliability = consistency
validity = measure truly measures the attribute it was intended to (accuracy of measurement AND prediction)

Question 7

relationship of reliability and validity

Answer 7

squareroot of reliability is the MAX validity (validity of 1 is out of the picture)

Question 8

two types of validation studies

Answer 8

job-related validation: compares test to actual job performance
content validation: correlation is “guessed” “Yep, that looks like it measures ______”

Question 9

concurrent vs. predictive validation designs

Answer 9

concurrent - correlate job performance and test scores of current employees
predictive - give to job applicants, don’t use in hiring decision, use performance of new hires to correlate with scores

Question 10

2 times to use content validation

Answer 10

1) when there are too few people to form a sample for criterion/job-related validation measures
2) when criterion measures are not available
* can be supported by validity generalization

Question 11

situation-specific validity vs. validity generalization

Answer 11

situation specific - different validity test for every situation
generalization - combine all validation studies to come up with a general validity

Question 12

Resume and Cover Letters (INITIAL)

Answer 12

• applicant controlled
• falsification
• lack of research on validity

Question 13

Application Blanks (INITIAL)

Answer 13

• organization controlled
• information requested should be critical to job success and reflect relevant KSAOs
• overall: weak indicator
• level of education: (t matter
  
  • med: significant for 5 years, then weak
  • high: significant for 10 years, then weak

Question 14

Biodata (INITIAL)

Answer 14

• high test-retest reliability
• moderate validity (0.35)
• not clear what it assesses (hard to generalize)

Question 15

Reference Check (INITIAL)

Answer 15

• moderate to high with structured questions

- (from .26 unstructured to .4 w/ structure)

Question 16

Interview (INITIAL)

Answer 16

• check for minimum requirements and “broad stuff”

- little evidence about usefulness

Question 17

Unstructured Interview vs. Structured Inteview (SUBSTANTIVE)

Answer 17

Unstructured:
-r=0.38, moderate, but could be better
-done by small/med organizations
Structured:
-r=0.5, high

Question 18

BARS

Answer 18

behaviorally anchored rating scale (predetermined rating scale)

Question 19

Personality Test (SUBSTANTIVE)

Answer 19

• focus on Big 5; can capture 75% of personality

- correlation broken down by each factor

Question 20

Extraversion (part of personality test)

Answer 20

• best for jobs with large social component and getting ahead is important
• low for sales and training
• moderate for leadership

Question 21

Emotional Stability (part of personality test)

Answer 21

• “getting along” behaviors at work
• low across all jobs
• slightly higher but still low for teamwork and leadership

Question 22

Agreeableness (part of personality test)

Answer 22

• “getting along” behaviors at work
• moderate for customer service or teams
• best big 5 for teamwork

Question 23

Conscientiousness (part of personality test)

Answer 23

• best big 5 across all jobs for performance
• “getting things done”
• moderate for work-related motivation

Question 24

Openness to Experience (part of personality test)

Answer 24

• not really related to overall job performance
• moderate for training
• low for leadership (challenge status quo)

Question 25

Cognitive Ability Tests (SUBSTANTIVE)

Answer 25

- BEST single predictor availabile - validity exceeds .5 (high) - highest for high complexity jobs - moderate for low complexity jobs

Question 26

Emotional Intelligence (ability test)(SUBSTANTIVE)

Answer 26

weak predictor

Question 27

Psychomotor Ability Test (SUBSTANTIVE)

Answer 27

dexterity, body movement, precision, etc. | -high correlation with jobs that need these things

Question 28

Physical Ability Test (SUBSTANTIVE)

Answer 28

muscular strength, movement quality, etc. - high correlation with jobs that need these things - huge std between genders

Question 29

Sensory/Perceptual Ability Test (SUBSTANTIVE)

Answer 29

ability to detect environmental stimuli - high correlation with jobs that need these things - does not add to general cognitive ability

Question 30

Job Knowledge Test (SUBSTANTIVE)

Answer 30

- test knowledge of duties involved or level of experience with job tasks - must have different test for EVERY job - high validity

Question 31

Performance Test vs. Work Sample (SUBSTANTIVE)

Answer 31

Performance Test = all of the job Work Sample = part of the job -both can have high validity

Question 32

high vs. low fidelity

Answer 32

``` high = more real (having a cash drawer and working through transactions) low = less real (paper and pencil test) ```

Question 33

Situational Judgement Test

Answer 33

- hybrid of ability test and work sample - moderate to high validity - doesn't necessarily "add" anything

Question 34

Integrity Test (SUBSTANTIVE)

Answer 34

Propensity to steal/Counterproductive behavior -Clear/overt items=high correlation -personality-based/veiled items=moderate correlation Job performance: -overt and veiled both have moderate correlation

Question 35

Interest, Values and Preference Inventories (SUBSTANTIVE)

Answer 35

- activities employees prefer to do on and off the job - Myers-Briggs - weak predictor

Question 36

DISCRETIONARY methods

Answer 36

- assess person/organization match - motivation level - citizenship behaviors - Factors OTHER THAN ksaos - subjective

Question 37

Peter Principle

Answer 37

People are promoted to their lowest level of incompetence. Have a bunch of people who can't do their job - entire organization suffers

Question 38

Assessment Centers (INTERNAL)

Answer 38

-validity of 0.37 (moderate)

Question 39

Initial Internal selection measures

Answer 39

- talent management/succession systems - peer assessments - self-assessments - managerial sponsorship - informal discussions and recommendations

Question 40

Substantive Internal selection measures

Answer 40

- seniority and experience - job knowledge tests - performance appraisal - promotability rating - assessment centers - promotion panel

Question 41

5 sources of contamination error

Answer 41

1) content domain - irrelevant material on test 2) standardization - different time limits for same test 3) chance response tendencies - guessing by test taker 4) rater - rater gives inflated ratings to people 5) rating situation - interviewees are asked different questions