Chap 6
Phu Nguyen Nhut | 31201028852
Thus reliability refers to the measuring instrument (a ruler
versus a visual guess) rather than to the characteristic itself.
We can estimate reliability in several different ways, and
because most of these rely on computing a correlation
coefficient, we will briefly describe and illustrate this statistic.
Regardless of what characteristic we are measuring, we want
highly reliable measures. Although these two scenarios clearly
show that no specific value of reliability is always acceptable,
they also demonstrate why, all else being equal, the more
reliable a measure is, the better
Selection interviews should be focused totally on rating
and ranking applicants, and even though it may be
tempting to accomplish other goals like recruiting the
candidate, this temptation needs to be resisted.
When it comes to content, interviewers should ask questions
dealing with specific situations that are likely to arise on the job,
and use the responses to determine what the person is likely to
do in those situations. These types of situational interview
tems have been shown to have high predictive validity.
The evidence on the reliability and validity of reference
checks suggests that these are, at best, weak
predictors of future success on the job.
- The evidence on the reliability and validity of
reference checks suggests that these are, at best,
weak predictors of future success on the job.
Problem
- This problem with reference letters has two
causes:
- First, the applicant usually gets to choose who
writes the letter and can thus choose only those
writers who think the highest of her abilities.
- Second, because letter writers can never be
sure who will read the letters, they may
justifiably fear that supplying damaging
information about someone could come back to
haunt them.
Generalizability is defined as the degree to which the
validity of a selection method established in one context
We define validity as the extent to which
performance on the measure is related to
performance on the job. A measure must be
reliable if it is to have any validity.
Definition
Criterion-Related Validation
One key standard for any measuring device is its reliability.
We define reliability as the degree to which a measure is free
from random error. If a measure of some supposedly stable
characteristic such as intelligence is reliable, then the score a
person receives based on that measure will be consistent
over time and in different contexts.
Estimating the Reliability of Measurement
Standards for Reliability
Definition
What to focus
Interview
Situational Interview
One of the most important elements
of biographical information deals with
educational background.
Why?
References, Application Blanks
and Background Checks
Background Check
In addition to outside references,
employers can also collect background
information from the applicants
themselves. The evidence on the utility
of biographical information collected
directly from job applicants is much
more positive relative to hand-picked
references.
There are two primary ?contexts? over which we might like to
extends to other contexts generalize: different situations (jobs or organizations) and
When sample sizes are small, an alternative test validation strategy, content different samples of people.
validation, can be used.Content validation is performed by demonstrating that
the questions or problems posed by the test are a representative sample of the
kinds of situations or problems that occur on the job Definition
Generalizability Context
- First, one assumption behind content validation is that
the person who is to be hired must have the Utility is the degree to which the information provided by selection
knowledge, skills, or abilities at the time he or she is methods enhances the bottom-line effectiveness of the organization. In - First, the company provides evidence from previous criterion-related validity studies
conducted in other situations that shows that a specific test (such as a test of emotional
hired. general, the more reliable, valid, and generalizable the selection method
Limitation - Second, because subjective judgment plays such a is, the more utility it will have. However, many characteristics of stability) is a valid predictor for a specific job (like nurse at a large hospital).
large role in content validation, it is critical to minimize particular selection contexts enhance or detract from the usefulness of - Second, the company provides evidence from job analysis to document that the job it is
the amount of inference involved on the part of judges. given selection methods, even when reliability, validity, and trying to fill (nurse at a small hospital) is similar in all major respects to the job validated
generalizability are held constant. Process elsewhere (nurse at a large hospital).
- Finally, if the company can show that it uses a test that is the same as or similar to that
used in the validated setting, then one can ?generalize?the validity from the first context
(large hospital) to the new context (small hospital).
Validity
Definition
Utility
Most individual differences take on the form of anormal distribution.In other words, most
Limitation people are in the middle, followed by a smaller group of people who are a little bit above
or below the mean, followed by an even smaller group of outliers far above and below
the mean. This belief in the normal distribution has traditionally been extended to
people?s beliefs about job performance, even though little evidence has been collected
Selection Method
to test this belief.
Standards
Definition
The final standard to which any selection method should
adhere is legality. All selection methods should conform
to existing laws and existing legal precedents.
Why? Paper-and-pencil honesty tests come in a
number of different forms. Some directly
Legality
emphasize questions dealing with past theft
Reliability admissions or associations with people who
stole from employers.
- Civil Rights Act of 1991.
- Age Discrimination in Employment Act of 1967.
Federal Legislation
- Americans with Disabilities Act (ADA) of 1990.
SELECTION AND
A selection interview has been defined as ?a
dialogue initiated by one or more persons to
PLACEMENT Honesty Tests
- Employers considering the use of drug tests
gather information and evaluate the qualifications would be well advised to make sure that their
of an applicant for employment.? drug-testing programs conform to some general
rules:
- First, these tests should be administered
systematically to all applicants for the same job.
- Second, testing seems more defensible for jobs
Honesty Tests and that involve safety hazards associated with failure
Drug Tests to perform.
Drug Tests - Tests should be conducted in an environment that
is as unintrusive as possible, and results from
Types of Selection
those tests should be held in strict confidence.
Methods
- Also, when testing current employees, the
program should be part of a wider organizational
There are seven classes of tests in program that provides rehabilitation counseling.
this area:
- Muscular tension.
- Muscular power. Work Samples Drawbacks
- Muscular endurance.
- Cardiovascular endurance.
- Flexibility.
- Balance. Definition
- Coordination. Definition Cognitive Ability Tests
- First, by their very nature the tests are job specific, so
Work-sample tests attempt to simulate the job in generalizability is low.
a prehiring context to observe how the applicant - Second, partly because a new test has to be developed for each
Cognitive ability tests
Classes of tests performs in the simulated job. job and partly because of their nonstandardized formats, these
differentiate individuals based on
their mental rather than physical tests are relatively expensive to develop.
capacities. Cognitive ability has
many different facets, although Criteria
we will focus only on three
Physical Ability Tests dominant ones.
Personality Inventories Emotional Intelligence
When to use?
Dimensions of Personality
There are two key questions to ask in deciding whether to use - Verbal comprehension refers to a
person?s capacity to understand and
these kinds of tests: use written and spoken language. Emotional intelligence is traditionally conceived of as having five
- First, is the physical ability essential to performing the job, and is - Quantitative abilityconcerns the aspects:
speed and accuracy with which one - Self-awareness (knowledge of one?s strengths and weaknesses).
it mentioned prominently enough in the job description? can solve arithmetic problems of all - Self-regulation (the ability to keep disruptive emotions in check).
- Second, is there a probability that failure to adequately perform kinds. - Self-motivation (the ability to motivate oneself and persevere in
- Reasoning ability, a broader the face of obstacles).
the job would result concept, refers to a person?s - Empathy (the ability to sense and read emotions in others).
in some risk to the safety or health of the applicant, co-workers, capacity to invent solutions to many - Social skills (the ability to manage the emotions of other people).
diverse problems.
or clients?