TECHNIQUE AND DECISION

• Taylor Russell Tables 


  A series of tables based on the selection ratio, base rate, and test validity that yield information about the percentage of future employees who will be successful if a particular test is used.
• Proportion of Correct Decisions 


  A utility method that compares the percentage of times a selection decision was accurate with the percentage of successful employees.
• Lawshe Tables 


  Tables that use the base rate, test

  validity, and applicant percentile on a test to determine the probability of

  future success for that applicant.
• Brogden-Cronbach-Gleser Utility Formula 


  Method of ascertaining the extent to which an organization will benefit from the use of a particular selection

  system.
• Measurement Bias 


  Group differences in test scores that are unrelated to the construct being measured.
• Predictive Bias 


  A situation in which the predicted level of job success falsely favors one group over another.
• Multiple Regression


  A statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test score predicts the criterion.
• Top-Down Selection


  Selecting applicants in straight rank order of their test scores.
• Compensatory Approach


  method of making selection decisions in which a high score on one test can compensate for a low score on another test. For example, a high GPA might compensate for a low GRE score
• Passing Score 


  The minimum test score that an applicant must achieve to be considered for hire.
• Multiple Cut-Off Approach


  A selection strategy in which applicants must meet or exceed the passing score on more than one selection test.
• Multiple Hurdle Approach


  Selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test
• Banding


  A statistical technique based on the standard error of measurement that allows similar test scores to be

  grouped.
• Standard Error of Measurement (SEM) 


  The number of points that a test score could be off due to test unreliability.
• Reliability


  The extent to which a score from a test or from an evaluation is

  consistent and free from error.
• Test Retest Reliability


  The extent to which repeated administration of the same test will

  achieve similar results
• Temporal Stability


  The consistency of test scores across time.
• Alternate Forms Reliability


  The extent to which two forms of the same test are similar.
• Counterbalancing


  A method of controlling for order effects bygiving half of a sample Test A first, followed by Test B, and giving the other half of the sample Test B first, followed by Test A.
• Form Stability


  the extent to which the scores on two forms of a test are similar
• Internal Reliability


  The consistency with which an applicant responds to items

  measuring a similar dimension or construct (e.g., personality trait,

  ability, area of knowledge)
• Item Stability


  The extent to which responses to the same test items are consistent.
• Item Homogeneity


  The extent to which test items measure the same construct.
• Split Half Method 


  A form of internal reliability in which the consistency of item responses is determined by comparing scores

  on half of the items with scores on the other half of the items.
• Kuder-Richardson Formula 20 (K-R 20) 


  statistic used to determine internal reliability of tests that use items with

  dichotomous answers (yes/no, true/false).
• Spearman-Brown Prophecy Formula


  Used to correct reliability

  coefficients resulting from the split-half method.
• Coefficient Alpha


  statistic used to determine internal reliability of tests that use interval or ratio scales
• Scorer Reliability


  The extent to which two people scoring a test agree on the test score, or the extent to which a test is scored correctly.
• Validity


  The degree to which inferences from test scores are justified by the evidence.
• Content Validity 


  The extent to which tests or test items sample the content that they are supposed to measure.
• Concurrent Validity


  A form of criterion validity that

  correlates test scores with measures of job performance for employees currently working for an organization.
• Predictive Validity 


  form of criterion validity in which test

  scores of applicants are compared at a later date with a measure of job performance.
• Restricted Range 


  narrow range of performance scores that makes it difficult to obtain a significant validity coefficient
• Validity Generalization (VG) 


  The extent to which inferences

  from test scores from one organization can be applied to

  another organization
• Construct Validity 


  The extent to which a test actually measures the construct that it purports to measure.
• Face Validity 


  The extent to which a test appears to be valid
• Mental Measurements Yearbook (MMY)


  A book containing information about the reliability and validity of various psychological tests.
• Computer Adaptive Testing (CAT) 


  type of test taken on a computer in which the computer adapts the difficulty level of questions asked to the test taker’s success in answering previous questions