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25 Cards in this Set
- Front
- Back
- ASVAB
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the armed services vocational aptitude battery
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- Seven basic physical ability attributes
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strength, explosive strength, coordination, and stamina or aerobic endurance.
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- Self-presentation
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a person’s public face or “game face”.
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- Overt Integrity test
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asks questions directly about past honesty behavior (stealing, etc.) as well as attitudes toward various behaviors such as employee theft.
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- Personality based integrity test
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test that infers honesty and integrity from questions dealing with broad constructs such as conscientiousness, reliability, and social responsibility and awareness.
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- Emotional intelligence
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a proposed kind of intelligence focused on people’s awareness of their own and other’s emotions.
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- Emotional intelligence quotient
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parallels the notion of intelligence quotient; a core on a test of emotional intelligence.
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- Individual assessment
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situation in which only one candidate (or a very few) is assessed on many different attributes.
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- Situational interview
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asks the interviewee to describe in specific and behavioral detail how he or she would respond to a hypothetical situation.
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- Structured interview
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consists of very specific questions asked of each candidate: includes tightly crafted scoring schemes with detailed outlines for the interviewer with respect to assigning ratings or scores based on interview performance
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- Unstructured interview
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includes questions that may vary by candidate and that allow the candidate to answer in any form he or she may prefer.
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- For the most part, interviews cover one or more of the following content areas
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job knowledge, abilities, skills, personality, and person-organization fit.
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- Assessment Center
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collection of procedures for evaluation that is administered to groups of individuals, assessments are typically done by multiple assessors.
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- Work sample test
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assessment procedure that measures job skills by taking samples of behavior under realistic job like conditions.
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- Situational judgment test
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commonly a paper and pencil test that presents the candidate with a written scenario and asks the candidate to choose the best response from a series of alternatives
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- Incremental Validity
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The value in terms of increased validity of adding a particular predictor to an existing selection system.
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- Biodata
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information collected on an application blank or in a standardized test that includes questions about previous jobs, education, specialized training, and personal history; also known as biographical data.
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- Ecology model:
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underlying model for life history biodata instruments. Proposes that the events that make3 up a person’s history represent choices made by the individual to interact with his or her environment. These choices can signal abilities, interests, and personality characteristics.
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- Characteristics of biodata
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historical, external, objective, discrete, control, relevant and noninvasive.
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- Social desirability
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desire to be appealing to others.
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- Graphology
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technique that presumes that traits can be assessed from various characteristics of a person’s handwriting; also known as handwriting analysis.
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- Polygraph:
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machine that measures a person’s physiological reactions. Approach assumes that when people are being dishonest, their physiological reactions will signal that they are being deceptive.
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Dfwa
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drug free workplace act of 1988
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- Computer Adaptive testing (CAT)
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presents a test taker with a few items that cover the range of difficulty of the test, identifies a test takers’ approximate level of ability, and then asks only questions to further refine the test takers position within that ability level
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- Routing test
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preliminary test used in computer adaptive testing that identifies a test takers’ approximate level of ability before providing additional questions to refine the test takers’ position within that ability level.
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