PSY347 Quiz 3

Which of the following tests has high predictive validity, low adverse impact and unfavorable applicant reactions? A.) cognitive ability tests B.) personality tests C.) situational judgment tests D.) structured interviews

D

How do personality tests fare on predictive validity, adverse impact, and applicant reactions?

lower predictive validity; low adverse impact; unfavorable applicant reactions

What are unstructured interviews like? How does it fare on predictive validity, adverse impact, and applicant reactions?

manager might write a few questions but there is no standard set of questions to ask each candidate or standard for evaluating responses moderate predictive validity; high adverse impact; favorable applicant reactions

What is a cognitive ability test? How does it fare on predictive validity, adverse impact, and applicant reactions?

measure both general mental ability (gma) and specific mental abilities (sma) Examples: GMAT, CCAT, GRE Strong predictive validity; highest adverse impact of all tests; unfavorable applicant reactions

What are work sample tests? How does it fare on predictive validity, adverse impact, and applicant reactions?

measure job skills by taking samples under job-like conditions highest predictive validity; low adverse impact; favorable applicant reactions

What are structured interviews like? How does it fare on predictive validity, adverse impact, and applicant reactions?

when there is a preset of questions aligned with job competencies higher predictive validity; low adverse impact; unfavorable applicant reactions

How do you calculate adverse impact ratios?

- Divide the number of applicants selected for employment by the total number of applicants - put the lower number above the larger number and divide them

Andrew is an employee who is constantly looking for opportunities to modify and improve the workplace. In this example Andrew is demonstrating which trait of proactive personality? A.) Change Orientation B.) Initiative C.) Persistence D.) Passivity

A

Achievement and dependability are facets of which Big five personality dimension? A.) Openness to experience B.) Conscientiousness C.) Emotional stability D.) Agreeableness

B

The value of adding another predictor to an existing selection system is referred to as: A.) predictive validity B.) incremental validity C.) content validity D.) concurrent validity

B

Which of the following would be an example of a question you would find on a cognitive ability test? A.) What is the definition of proactive personality? B.) Select the next number in a pattern: 2, 6, 10, 30, 34, ? C.) How often do you get bored when visiting an art gallery? D.) Tell us about an experience in which you motivated other team members to persist in the face of difficulty when trying to complete a task

B

What is a proactive personality and what are its three main components?

a stable tendency to effect environmental change three main components: - change orientation - the ability to scan and monitor the environment to identify opportunities for change - initiative - the ability to begin to take action independently - perseverance - the ability to keep working in the face of challenges, obstacles, and previous failures

What are the two facets of conscientiousness?

achievement and dependability

What are situational judgment tests? How does it fare on predictive validity, adverse impact, and applicant reactions?

present candidates with scenarios and asks them to choose how they will respond Video SJTs have higher predictive validity; lower adverse impact; favorable applicant reactions

What is a knowledge test? How does it fare on predictive validity, adverse impact, and applicant reactions?

similar to what you take in school, measures understanding of information necessary to do job well; most measure declarative knowledge moderate predictive validity; high adverse impact; favorable applicant reactions

Define adverse impact

unintentional discrimination that shows systematic bias toward members of a specific group