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jessica cardoso Psychology Inglês 38 flashcards

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  1. 1CLASSIFICATION OF TESTS-COMPUTER ADAPTIVE TESTING
    -SPEED VS POWER TESTS
    -INDIVIDUAL VS. GROUP TESTS
    -PAPER AND PENCIL VS. PERFORMANCE TESTS
  2. 2TYPES OF PREDICTORS-COGNITIVE ABILITY
    -PSYCHOMOTOR TESTS
    -PERSONALITY TESTS
    -INTEGRITY TESTS
    -WORK SAMPLES
    -ASSESMENT CENTERS
    -BIOGRAPHICAL INFORMATION
    -INTERVIES
  3. 3TESTsSystematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories
    -systematic means administered in the same way across groups of people
    Tests = predictors
  4. 4COMPUTER ADAPTIVE TESTING-Process through which computer technology is used to identify easier/harder questions that eventually estimate applicant's true ability level
    -score on earlier questions affects the difficulty of subsequent questions
    -allows for quick and accurate scoring
    -believed to provide more precise measurement
  5. 5SPEED TESTSE.G TYPING TEST
    -Relatively easy items
    -short time limit
    -individual must complete as many items as possible before time expires
  6. 6POWER TESTSE.G SCHOOL EXAMS
    -Items are more difficult
    -no fixed time limit
    -test taker is expected to complete all items
  7. 7INDIVIDUAL TESTSE.G WECHSLER INTELLIGENCE TEST
    -Administered one person at a time
    -very costly( time and money)
  8. 8GROUP TESTS-Many applicants can be tested at the same time
    -More cost effective
  9. 9PAPER AND PENCIL TESTS-Different forms: essay, multiple choice, true-false, short answer
    -Most cognitive ability test are in this format
    -Many are now in computerized form
    E.G GRE;
    OFTEN QUICK AND ACCURATE SCORING
  10. 10PERFORMANCE TESTSRequire manipulation of object/ piece of equipment
  11. 11VALIDITY COEFFICIENT(r)---review of validity
    -purpose of predictors is to predict performance criterion(criterion-related validity)
    ---validity coefficient(r)
    -index f the relationship between a predictor and criterion
    -evidence that a test is a good predictor of job performance
    -between 0 and 1, higher numbers mean better predictor (E.G .5 is better predictor than .2)
  12. 12COGNITIVE ABILITY TESTS--among the most frequently used predictors in selection because mental functioning or intelligence is more important for most jobs.
    ALSO CALED INTELLIGENCE TESTS
  13. 13GENERAL COGNITIVE ABILITY TESTSMEASURING THE INDIVIDUAL'S GENERAL CAPACITY TO LEARN
    --evidence suggests that general cognitive ability accounts for a large proportion of variance in criterion performance
    ---predicts performance similar across countries
  14. 14SPECIFIC COGNITIVE ABILITY TESTSMEASURE OF MORE SPECIFIC ABILITIES (e.g. spatial ability)
    --predict the likelihood that an individual will do well in a particular job given his/her specific abilities
  15. 15SPECIFIC COGNITIVE ABILITY TESTSExamples: Mechanical ability tests, spatial ability tests, clerical ability tests
  16. 16MECHANICAL ABILITYFocus on mechanical relations, recognition of tools used for various purposes, sometimes actual mechanical skills
  17. 17SPATIAL ABILITYFocus on geometric relations, such as visualizing objects and rotating them spatially to form a specific pattern
  18. 18CLERICAL ABILITYRelevant for jobs such as secretary, admin assistant and bookkeeper, involving focus on both perceptual speed and accuracy in processing verbal and numerical data
  19. 19EMOTIONAL INTELLIGENCEAbility of a person to deal effectively with his or her emotions and the emotions of others
  20. 20PSYCHOMOTOR TESTSMeasures of sensory abilities that evaluate
    -the speed and accuracy of motor skills
    -sensory coordination
    Ex.
    -Purdue pegboard
    -traditional vision and hearing tests
    validity=.40 to .53 depending on the type of job.
    -these are not suitable for all jobs!
  21. 21pAn individual's traits or predispositions to behave in a particular way across situations
    -40 percent of Fortune 100 companies use in screening job applicants
    Typically self-report
    -generally measure the "Big Five"
    openness to experience
    conscientiousness
    extraversion
    agreeable
    neuroticism
  22. 22INTEGRITY TESTSAttempt to predict whether an employee will engage in counterproductive or dishonest work-related behaviors (e.g cheating,stealing,sabotage)
    -clear empirical support
  23. 23OMeasures attitudes toward theft and actual theft behaviors (self-report)
  24. 24PERSONALITY-TYPE INEGRITY TESTMeasures personality characteristics believed to predict counterproductive behavior
  25. 25WORK SAMPLESDifferent from the predictors discussed so far
    -work smiles attempt to duplicate the performance criteria measures and use them as predictors
    -developed by creating smaller tests that measure the actual job performance criteria; "mini replicas" of the job
    -validities as high as the .50s
  26. 26Situational judgment testsSituational judgment tests
    -paper and pencil tests or video scenarios that mature applicants judgment in work settings
    -“How would you handle…?”, scored by SMEs
    -Have incremental validity over personality, job experience, and cognitive ability
  27. 27ASSESSMENT CENTERS--Multiple raters (assessors) evaluate applicants or incumbents on a standardized set of predictors (exercises) that simulate job
    --Multiple methods of assessment, assessors, assessees
    -Last 2 to 3 days
    --Many large companies use them
    --Expensive (time and money)
  28. 28LEADERLESS GROUP DISCUSSION (LGD)ONE OF THE TWO POPULAR ASSESSMENT CENTER EXCERCISES
    ---Group exercise designed to tap managerial attributes, requires small group interaction
    -Given an issue to resolve, no roles assigned
    -Observed by assessors
  29. 29BIOGRAPHICAL INFORMATIONAssumes past behavior is best predictor of future behavior
  30. 30APPLICATION BLANKONE WAY BIO INFO IS COLLECTED
    ---Form requesting historical and current information
  31. 31BIODATA QUESSTIONNAIREMultiple choice items, broad questions, asks many questions in broad areas; predicts performance well: r = .32 to .52
  32. 32INTERVIEWSAMONG THE MOST POPULAR SELECTION DEVICES AND TYPICALLY USED ACROSS ALL JOBS
  33. 33UNSTRUCTURED INTERVIEW--No consistency of questioning across applicants; less useful - tough to make comparisons
  34. 34STRUCTURED INTERVIEWStandardized, job analysis-biased questions that are asked of all candidates; increased reliability; allows for fair comparisons
  35. 35BEHAVIOR DESCRIPTION INTERVIEWFocusses on past behavior; interviewees are asked to describe specific ways in which they have addressed past situations
  36. 36SITUATIONAL INTERVIEWFocusses on future behavior; interviewees are asked how they would handle for dilemma or situations.
  37. 37INTERVIEWS--Initial evidence suggested that interviews have low validity – r = .14…. Why?
    -Interview is a communication process where both organization and candidate gathers information
    -Realistic job preview (RJP): accurate glimpse of what the job is actually like
    --More recent evidence – r = .37
    -Structured interviews were more predictive (r = .44) than unstructured (r = .33)
    --Potential for same bias as in performance appraisal
  38. 38—

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Psychology FlashCards sobre Sem título, criado por jessica cardoso em 13-10-2017.
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jessica cardoso
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