PSY 255 EXAM 2 STUDY GUIDE CORRECT ANSWER AND DEFINATIONS 2022
Test - CORRECT ANSWERS systematic procedure for observing behavior and describing it with
numerical scales or mixed categories; used as predictors to forecast performance for on the job or
other work related criterion.
To select or develop predictors we must : - CORRECT ANSWERS start with Job Analysis to define
the job & identify relevant criteria important for success.
We can develop our own tests or - CORRECT ANSWERS modify older tests
Speed Test - CORRECT ANSWERS composed of easy items with a short time limit and individuals
are told to do as many as they can in a given time period, takers are not expected to finish.
Power Test - CORRECT ANSWERS no fixed time limit, usually much more difficult, test takers are
expected to finish.
Individual Tests - CORRECT ANSWERS administered to one person at a time; tend to be avoided at
lower levels due to costs. Ex. intelligence tests and can take 2 - 3 hours.
Group Tests - CORRECT ANSWERS more frequently used in organizations; many can be tested at
one time; these tests are more helpful to employee selection (more cost effective)
Paper & Pencil Tests - CORRECT ANSWERS frequently where individuals use a test booklet or
marking paper to be scanned; most of these are cognitive ability.
Performance Tests - CORRECT ANSWERS require the manipulation of an object or a piece of
equipment; includes tests of manual dexterity or psychomotor skills. (surgeons, instrument
dexterity); evaluated by performance test most likely.
Reliable Predictor Validity - CORRECT ANSWERS using a diagnostic machine that works properly
half the time and applicant makes wrong diagnosis; low scoring. *measurement problems; the
predictor must be related to the criterion to serve purpose.
,Validity Coefficient - CORRECT ANSWERS correlations used for predictions; main goal of selection
used as evidence for a test as a good or bad predictor of job performance. *coefficient of
determination ( r^2), also reflects how well a variable predicts the other.
Cognitive Ability Tests - CORRECT ANSWERS used to predict the likelihood of how well an
individual will perform; among the most frequently used predictors in selection-contexts; believed
mental function/intelligence is most important for jobs & school success.
- Intelligence Tests : types - CORRECT ANSWERS General Cognitive Ability tests & Specific
Cognitive Ability tests.
General Cognitive Ability : - CORRECT ANSWERS best predictor of job performance; accounts for ^
variance in criterion performance; .53 validity coefficient; can be predicted by measures of general
cognitive ability; wonderlic personnel test, army alpha & army beta tests.
Incremental Validity - CORRECT ANSWERS the predictors to account for a greater percentage of
criterion variance; if 25% of criterion variance is predicted in this measure, 75% is left unaccounted
for; type of validity that is used to determine whether a new psychometric assessment will increase
the predictive ability beyond that provided by an existing method of assessment
Specific Cognitive Ability Tests - CORRECT ANSWERS attempts to predict the likelihood an
individual will do well on a particular job given their specific abilities.
- Mechanical Ability - CORRECT ANSWERS taps comprehension of mechanical relations specific
cognitive ability, recognition of tools used for various purpose, and sometimes actual mechanical
skills.
- Spatial Ability - CORRECT ANSWERS second specific cognitive ability; measures often deal with
geometric relations (visualizing objects, rotating, spatially fitting objects to form a pattern)
- Clerical Ability - CORRECT ANSWERS relevant for jobs such as secretary, administrative assistant,
etc; focuses on perceptual speed and accuracy in processing verbal / numerical data; not always
expected to finish everything in time.
, Psychomotor Tests - CORRECT ANSWERS measures sensory ability; evaluates both speed and
accuracy or motor and sensory coordination; when used for appropriate job it can be very helpful.
Personality Tests - CORRECT ANSWERS refers to an individual's traits & predispositions to behave
in specific situations;
numbers systematically assigned to an individual's characteristics;
MMPI minnesota multiphasic personality inventory criticisms - too clinical; measures the OCEAN
big 5 traits; prone to easily be faked.
Integrity Tests - CORRECT ANSWERS predict propensity to engage in counterproductive work
behaviors (CWBs)
(Overt & Personality Type Tests)
Overt Integrity Tests - CORRECT ANSWERS attempts to measure attitudes toward theft and self-
reports or admissions actual thefts; test takers perceived to have greater face validity and predictive
validity more than personality-type integrity tests.
Personality-Type Integrity Tests - CORRECT ANSWERS measures personality characteristics
believed to predict counterproductive behavior.
Work Sample Tests - CORRECT ANSWERS used as replacements for criteria we don't have access to
in that stage of selection; tests to use as predictors to form mini replicas of the job; validities of .50's
- Situational Judgement Tests - CORRECT ANSWERS paper & pencil, measures applicants work
setting judgment; demonstrate incremental validity OVER personality, job exp & cog. Ability
Assessment Centers - CORRECT ANSWERS method of multiple raters (assessors) evaluating
Test - CORRECT ANSWERS systematic procedure for observing behavior and describing it with
numerical scales or mixed categories; used as predictors to forecast performance for on the job or
other work related criterion.
To select or develop predictors we must : - CORRECT ANSWERS start with Job Analysis to define
the job & identify relevant criteria important for success.
We can develop our own tests or - CORRECT ANSWERS modify older tests
Speed Test - CORRECT ANSWERS composed of easy items with a short time limit and individuals
are told to do as many as they can in a given time period, takers are not expected to finish.
Power Test - CORRECT ANSWERS no fixed time limit, usually much more difficult, test takers are
expected to finish.
Individual Tests - CORRECT ANSWERS administered to one person at a time; tend to be avoided at
lower levels due to costs. Ex. intelligence tests and can take 2 - 3 hours.
Group Tests - CORRECT ANSWERS more frequently used in organizations; many can be tested at
one time; these tests are more helpful to employee selection (more cost effective)
Paper & Pencil Tests - CORRECT ANSWERS frequently where individuals use a test booklet or
marking paper to be scanned; most of these are cognitive ability.
Performance Tests - CORRECT ANSWERS require the manipulation of an object or a piece of
equipment; includes tests of manual dexterity or psychomotor skills. (surgeons, instrument
dexterity); evaluated by performance test most likely.
Reliable Predictor Validity - CORRECT ANSWERS using a diagnostic machine that works properly
half the time and applicant makes wrong diagnosis; low scoring. *measurement problems; the
predictor must be related to the criterion to serve purpose.
,Validity Coefficient - CORRECT ANSWERS correlations used for predictions; main goal of selection
used as evidence for a test as a good or bad predictor of job performance. *coefficient of
determination ( r^2), also reflects how well a variable predicts the other.
Cognitive Ability Tests - CORRECT ANSWERS used to predict the likelihood of how well an
individual will perform; among the most frequently used predictors in selection-contexts; believed
mental function/intelligence is most important for jobs & school success.
- Intelligence Tests : types - CORRECT ANSWERS General Cognitive Ability tests & Specific
Cognitive Ability tests.
General Cognitive Ability : - CORRECT ANSWERS best predictor of job performance; accounts for ^
variance in criterion performance; .53 validity coefficient; can be predicted by measures of general
cognitive ability; wonderlic personnel test, army alpha & army beta tests.
Incremental Validity - CORRECT ANSWERS the predictors to account for a greater percentage of
criterion variance; if 25% of criterion variance is predicted in this measure, 75% is left unaccounted
for; type of validity that is used to determine whether a new psychometric assessment will increase
the predictive ability beyond that provided by an existing method of assessment
Specific Cognitive Ability Tests - CORRECT ANSWERS attempts to predict the likelihood an
individual will do well on a particular job given their specific abilities.
- Mechanical Ability - CORRECT ANSWERS taps comprehension of mechanical relations specific
cognitive ability, recognition of tools used for various purpose, and sometimes actual mechanical
skills.
- Spatial Ability - CORRECT ANSWERS second specific cognitive ability; measures often deal with
geometric relations (visualizing objects, rotating, spatially fitting objects to form a pattern)
- Clerical Ability - CORRECT ANSWERS relevant for jobs such as secretary, administrative assistant,
etc; focuses on perceptual speed and accuracy in processing verbal / numerical data; not always
expected to finish everything in time.
, Psychomotor Tests - CORRECT ANSWERS measures sensory ability; evaluates both speed and
accuracy or motor and sensory coordination; when used for appropriate job it can be very helpful.
Personality Tests - CORRECT ANSWERS refers to an individual's traits & predispositions to behave
in specific situations;
numbers systematically assigned to an individual's characteristics;
MMPI minnesota multiphasic personality inventory criticisms - too clinical; measures the OCEAN
big 5 traits; prone to easily be faked.
Integrity Tests - CORRECT ANSWERS predict propensity to engage in counterproductive work
behaviors (CWBs)
(Overt & Personality Type Tests)
Overt Integrity Tests - CORRECT ANSWERS attempts to measure attitudes toward theft and self-
reports or admissions actual thefts; test takers perceived to have greater face validity and predictive
validity more than personality-type integrity tests.
Personality-Type Integrity Tests - CORRECT ANSWERS measures personality characteristics
believed to predict counterproductive behavior.
Work Sample Tests - CORRECT ANSWERS used as replacements for criteria we don't have access to
in that stage of selection; tests to use as predictors to form mini replicas of the job; validities of .50's
- Situational Judgement Tests - CORRECT ANSWERS paper & pencil, measures applicants work
setting judgment; demonstrate incremental validity OVER personality, job exp & cog. Ability
Assessment Centers - CORRECT ANSWERS method of multiple raters (assessors) evaluating
