CHAP 6

• Reliability


  Degree to which a measure is free from random error
• Validity


  Extent to which performance on the measure is related to performance on the job
• Generalizability


  Degree to which validity of a selection method established in one context extends to other contexts
• Utility


  Degree to which information provided by selection methods enhances effectiveness of selecting personnel
• Legality


  All selection methods should adhere to existing laws and legal precedents
• Organizations make take utmost care when choosing employees as decisions impact organization's competitiveness and every aspect of job applicant's life
• Decisions must promote best interests of the company and be fair to all parties
• Reliability


  Estimating the reliability of measurement refers to measuring instrument rather than characteristic
• Correlation coefficient


  Measure of the degree to which two sets of numbers are related
• Test-retest reliability


  Measure of reliability
• The required reliability depends on the nature of the decision being made about the people being measured
• Criterion-related validation


  Method of establishing validity by showing a substantial correlation between test scores and job-performance scores
• Validity coefficient


  Measure of validity
• Predictive validation


  Establishing validity by showing test scores predict future job performance
• Concurrent validation


  Establishing validity by showing test scores correlate with current job performance
• The required level of correlation to reach statistical significance depends on sample size
• Content validation


  Items, questions, or problems posed by a test are representative of situations or problems that occur on the job
• Validity generalization


  Degree to which validity of a selection method extends to other contexts
• Job performance follows a power law distribution, not a normal distribution
• All selection methods should adhere to existing laws and legal precedents
• Civil Rights Act of 1991

  Protects individuals from discrimination based on race, color, sex, religion, and national origin
• Age Discrimination in Employment Act of 1967


  Covers individuals over age 40 and outlaws "mandatory retirement" programs
• Americans with Disabilities Act (ADA) of 1990

  Protects individuals with physical or mental disabilities and requires reasonable accommodations
• Types of selection methods

  • Interviews
  • References, Application Blanks, Background Checks
  • Physical Ability Tests
  • Cognitive Ability Tests
  • Personality Inventories
  • Work Samples
  • Honesty Tests and Drug Tests
• Structured, standardized, and goal-oriented interviews


  Quantitatively rate each applicant and use structured note-taking to justify ratings
• Situational interviews


  Confront applicants on specific issues, questions, or problems likely to arise on the job
• Reference checks are weak predictors of future job success
• Background information from applicants is low-cost and useful
• Physical abilities tested


  • Muscular tension
  • Muscular power
  • Muscular endurance
  • Cardiovascular endurance
  • Flexibility
  • Balance
  • Coordination
• Cognitive ability tests have adverse impact on some minority groups
• The "Big Five" personality dimensions

  Extroversion, Adjustment, Agreeableness, Conscientiousness, Openness to experience
• Validity of personality inventories is higher when scores are taken from other people rather than self-reported
• Work samples are job-specific so generalizability is low, and they are expensive to develop
• The Polygraph Act of 1988 banned use of polygraph tests for most private companies
• Paper-and-pencil honesty tests assess likelihood of employees stealing, social conformity, conscientiousness, and emotional stability
• Drug-use tests are mandated by federal law for occupations classified as "safety sensitive" jobs regulated by the Transportation Department