Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
34 Cards in this Set
- Front
- Back
Predictor
|
Any variable used to forecast a criterion
|
|
Psychometric Qualities of Predictors
|
properties of actual measurement devices
> Reliability > Validity |
|
Reliability
|
the consistency, stability, or equivalence of a measure
|
|
Four (4) Types of Predictor Reliability
|
(1) Test-retest
(2) Equivalent-form (3) Internal consistency > Split half (4) Inter-rater |
|
Test-Retest Reliability
|
a type of reliability that reveals the stability of test scores upon repeated applications of the test
Correlation: coefficient of stability MAJOR PROBLEM: assumption of stability |
|
Equivalent-Form Reliability
|
a type of reliability that reveals the equivalence of test scores between two versions of the test
Correlation: coefficient of equivalence ** Removes issues of reactivity and stability >>> May not be possible to generate multiple forms |
|
Internal Consistency Reliability
|
a type of reliability that reveals the homogeneity of the items in a test
(1) Split-half >>> Not useful when time limit is imposed and individuals may not finish (2) Statistical coefficients: Cronbach's alpha or KR20 (Kuder-Richardson 20) - the response of each item is correlated with the response to every other item >>> The more items, the higher the coefficient |
|
Inter-Rater Reliability
|
a type of reliability that reveals the degree of agreement among the assessments of two or more raters
|
|
Validity
|
standard for evaluating tests that refers to the accuracy of drawing inferences from test scores
|
|
Unifying Theory of Validity
|
all these types of validity must be obtained before the measure can be considered valid
(1) Construct (2) Criterion-related (3) Content |
|
Construct Validity
|
degree to which a test is an accurate & faithful measure of the construct it purports to measure
(1) Convergent: the degree to which the measure is related to other similar measures and concepts (2) Divergent: the degree to which the measure is unrelated to dissimilar measure and concepts |
|
Criterion-Related Validity
|
degree to which a test forecasts or is statically related to a criterion
(1) Concurrent- predictor scores are correlated with current performance (2) Predictive- predictor scores are correlated with future performance |
|
Validity Coefficient
|
the correlation between predictor scores and criterion data
(r)^2 = how much variance in the criterion can be accounted for by using the predictor EX: correlation coefficient of .4, 16% (r^2) of variance can be accounted for by knowing predictor |
|
Content Validity
|
to which a measure representatively assesses the relevant domains of interest
|
|
Face Validity
|
appearance that items in a test are appropriate for the intended use of the test by the individuals who take the test
|
|
Galton & Cattell
|
Galton: developed first large-scale body of information on individual differences
Cattell: introduced term mental test, intelligence test based on sensory discrimination and reaction time |
|
Binet
|
developed intelligence test
|
|
Terman
|
developed concept of IQ (intelligence quotient)
|
|
Three (3) Types of Tests
|
(1) Speed vs. power
(2) Individual vs. group (3) Paper-and-pencil vs. performance |
|
Ethical Standards in Testing
|
(1) APA Code of Professional Ethics
(2) Test user qualifications (3) Invasion of privacy (4) Confidentiality (5) Retention of records |
|
Spearman’s 2-Factor Theory
|
Specific knowledge and general knowledge
|
|
Sternberg’s Triarchic Theory of Intelligence
|
General, practical, and creative intelligence
|
|
Gardner’s Theory of Multiple Intelligences
|
Interpersonal, kinesthetic, etc.
|
|
g
|
"g”: General Mental Ability
**Single best predictor of job performance Validity coefficient: .40-.60 |
|
Four (4) Approaches to Measuring Personality
|
(1) Empirically-driven: statistics determines items
(2) Theory-driven: theory determines items (3) Projective tests: unconscious facets of personality (4) Conditional reasoning tests: reasoning = personality |
|
Big 5 Personality Theory
|
(1) Neuroticism
(2) Extraversion (3) Openness to experience (4) Agreeableness (5) Conscientiousness |
|
Types of Test Content
|
(1) Mechanical aptitude tests
(2) Integrity: overt or personality-based (3) Physical abilities testing (4) Situational judgment tests |
|
Interviews
|
Situation-based vs. experience-based
Structured vs. unstructured Highest validity Structured & situation-based |
|
Four (4) Characteristics of Assessment Centers
|
(1) Managers; high-pay positions
(2) Assessed in groups (3) Assessor teams as raters (4) Variety of exercises over single or multiple days |
|
Situational Exercises at Assessment Centers
|
Situational Exercises
(1) One-on-one interviews: Involve interactions with clients or subordinates (2) In-basket: Assessee prioritizes/responds to series of memos & reports (3) Leaderless group |
|
Letters of Recommendation
|
** Very common
>>> Least valid >>> Restriction of Range >>> Negative information ** Length vs. content |
|
Two (2) Types of Drug Testing
|
(1) Screening-ID presence of a chemical
(2) Confirmation-ID particular chemical |
|
Five (5) Dimensions of Emotional Intelligence
|
Intra-personal
(1) Knowing one’s emotions (2) Managing one’s emotions (3) Motivating oneself Inter-personal (4) Recognizing emotions in others (5) Handling relationships |
|
Four (4) Ways of Evaluating Predictors
|
(1) Validity
(2) Fairness & bias (3) Applicability (4) Cost |