PSY 255 Exam 2 Study Guide

PSY 255 Exam 2 Study Guide 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. 1 / 3

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) 2 / 3

• 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

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