Method established in one context extends

Method established in one context extends 

Reliability

 

·         the degree to which a measure of physical or cognitive abilities, or traits, is free from random error

 

Validity

 

·         the extent to which a performance measure assesses all the relevant - and only the relevant - aspects of job performance

 

Why can't you have realibility without validity but not the other way around?

 

-       not helpful if it's not reliable
- consistently worthless

 

Criterion-related Validity

 

·         a method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job performance scores

 

Predictive validation

 

·         a criterion-related validity study that seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job

 

Content Validation

 

·         demonstrating that the items, questions or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job

 

Concurrent Validation

 

·         assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance

 

Correlation Coefficient

 

·         range between -1 (negative corr) and 1 (positive corr)
zero - no correlation

 

In general the more reliable, valid and generalizable the selection method is, the less utility it will have

 

·         false

 

A measure must be reliable if it is to have validity

 

·         true

 

Generalizability is defined as the degree to which the validity of a selection method established in one context extends to other contexts

 

·         true

 

The traditional employment interview tends to be unreliable and low in validity

 

·         true

 

Research has shown that quantitative ratings of interviewees are helpful in increasing the utility of the employment interview

 

·         true

 

Generalizability

 

·         the degree to which the validity of a section method established in one context extends to other contexts

 

Utility

 

·         the degree to which information provided by selection methods enhances the effectiveness of selecting personnel

 

Types of Interviews

 

-       situational
- behavioral

 

Interviews

 

-       effectiveness varies a lot
- are subjective
- can be unreliable and low in validity

 

Legality

 

·         all selection methods must conform to existing laws and legal precedents

 

Cognitive Ability

 

·         differentiates individuals based on mental rather than physical capacities

 

Commonly assessed abilities

 

-       verbal comprehension
- quantitative ability
- reasoning ability

 

Quantitative Ability

 

·         concerns the speed and accuracy with which one can solve arithmetic problems of all kinds

 

 

Reasoning Ability

 

·         refers to a person's capacity to invent solutions to many diverse problems

 

Situational Interview

 

·         an interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job