Vous êtes sur la page 1sur 38

Chapter 4

Predictors: Psychological
Assessments

INP3004/MAN3360

Dr. Steve
Predictors

Predictor variable used to forecast some


outcome variable (or criterion)
Example: Time in the 40yd dash used to
predict success in the NFL
Predictors must be:
Reliable
Valid
Predictor cannot be valid if it is not reliable, but
may be reliable without being valid
Predictors
Reliability
Reliability consistency or stability of a measure

Does the instrument provide the same


measurement every time or does it fluctuate due
to instrument error?
Example: Bathroom scale
Measures of Reliability
Test-Retest
Test-Retest use same measurement device
twice.
if stable trait is being measured, should get similar
results each time
Coefficient of Stability Correlation between first
set of measurements and second (look for r > .70)
Examples:
aural (ear) thermometer readings (short interval - minutes)
Type A Behavior Pattern (long duration months or years)
Measures of Reliability
Equivalent or Parallel Forms
Equivalent Forms 2 forms of the same test
given to the same people
Coefficient of Equivalence Correlation
between the 2 forms
Often difficult to develop 2 truly equivalent
forms of a test
Example: Give 2 forms of IQ test to group of people
to see whether the 2 forms assess the same
construct.
Measures of Reliability
Internal Consistency
Internal Consistency how well do items in test
relate to other items in the test (homogeneity of
test)
1. Split-Half Correlate odd numbered items with
the even numbered items
2. Cronbachs Alpha Conceptually, the average
correlation of each item on test with every other
item
Example: A test covering just the concepts in
psychology would have a higher internal
consistency than one covering psychology,
math, English, and history
Measures of Reliability
Inter-rater
Inter-rater Used when test scores are based
on subjective ratings
Correlation among scores given by 2 or more
different raters
Examples:
Interview assessment
Olympic skating judges
Validity

Validity Does the test measure what it is


supposed to (accuracy)?
Is the test appropriate for its intended use?
Validity coefficient (r) greater than .4
considered good

Example: Is typing speed a valid measure of


secretary performance?
Types of Validity
Criterion-Related
Criterion-Related Validity How well does a
predictor relate to the criterion?
1. Concurrent both predictor and criterion data
collected at the same time
Example: give test to incumbent and correlate with
existing performance records
2. Predictive predictor test given at one point,
then correlated with criterion measure taken at
some later time
Example: employees tested prior to training, then
scores are correlated with measure of performance
taken 6 months later
Types of Validity
Content and Face Validities
Content Validity Degree to which a predictor covers a
representative sample of the behavior being assessed.
Does the content of the test represent aspects of the
job (in opinion of SMEs, not computed)?
Example: Do items on a calculus test appear
appropriate as a predictor for selecting bus drivers?
Face Validity Does the test appear to be appropriate by
the average person taking the test (not computed)?
Example: Does applicant take selection test seriously
when it appears inappropriate?
Types of Validity
Construct Validity
Construct Validity The extent to which the test is an
accurate representation of the theoretical construct
Correlation between scores on tests believed to assess
similar constructs
Use to develop new, improved, or shorter tests
1. Convergent Validity the correlations should be high
for tests of similar constructs
2. Divergent Validity Correlations should be low for test
of unrelated concepts
Example: Test used for assessing pilots flying skill
should be highly related to test of spatial ability
(convergent), but unrelated to schizophrenia (divergent)
Selection Test Types
Speed vs. Power
Speed Tests Many easy questions in a short
period of time
Used to assess ability to think quickly
Example: How many words can you think of that
start with an R?
Power Tests Difficult questions, but with no
time limit (or ample time allowed)
Assess declarative knowledge
Example: Class exam to assess how much I/O
knowledge gained.
Selection Test Types
Individual vs. Group Tests
Individual Tests given to one person at a
time
May be time consuming for multiple applicants
Example: Psychological projective tests to assess
mental disorders
Group Tests Given to many at one time
More efficient, but not possible in all situations
Example: SAT test
Selection Test Types
Paper & Pencil vs. Performance
Paper & Pencil Test multiple choice or
essay
Most common
Example: Math test used to select cashiers
Performance Test person assessed on
ability to do a task
Often used where physical ability is important
Example: Firefighters must complete a battery of
physical tests of strength and endurance
Selection Tests
Ethics
A test that is valid for one purpose may not be
valid for another
Some tests require interpretation must be
qualified and/or licensed to interpret
Must provide confidentiality and privacy (drug
tests?)
Selection Tests
Where to find them
Mental Measurements Yearbook (MMY)
Provides critique, price, & publisher of tests
Tests in Print
Similar to MMY
Journal articles
Newly developed measures are often published in
journal articles must receive publisher or author
permission to use
Psychological Corporation
Leading publisher of psychological tests
Cognitive Ability Tests
(Intelligence)
Cognitive Ability - Intelligence
multi- or single- dimension?
Single dimension - g score general intelligence
Successful in predicting performance on many jobs
Multiple Dimension different aspects of
intelligence unrelated to one another
Math scores may predict programming skills better than
language scores do
Example: What cognitive abilities would best
predict success as a lawyer? Astronaut? Truck
Driver?
Mechanical Aptitude Tests

Mechanical Aptitude Tests Assess ones


understanding of mechanical principles and
capacity for learning mechanical skills
Good predictor for jobs such as lathe operator, train
engineer, carpenter, etc.

Which beam cross-section will support more weight?


Sensory/Motor Ability Tests

Sensory/Motor Ability Tests Assess vision,


hearing, coordination, etc.
Used for jobs where senses or fine motor skills are
important, such as clerical work, pilots, phone
operator.
Examples:
Dexterity (pegboard test) E
Hearing (Audiometer)
Visual acuity (Snellen Eye Chart) FDV
GOXSC
CUDFOZYH
Personality Inventories
Personality Inventories Assesses personality
traits believed to be necessary for job performance
Police officers, Navy SEALs, Camp Counselors, Mental
Health Counselors, Nurses, School Teachers, etc.
Examples:
Cattell 16 PF
5 Factor Model extraversion, neuroticism, agreeableness,
conscientiousness, openness to experience
MMPI Minnesota Multiphasic Personality Inventory
Though intuitive, little empirical support for their use
(low validities)
May be useful if created specifically for the job in
question
Personality Inventories
Cattells 16 PF
Integrity Tests
Integrity Tests Honesty - Assesses likelihood
that someone would steal from the org or cheat
Bank tellers, cashiers, security guards, etc.
Overtly applicant knows intent of test, but not
how to answer
Example: Have you ever taken office
supplies for personal use?
Personality-based personality measures
associated with people who have been caught
stealing
Problem of validation
Physical Abilities Tests
Physical Abilities Tests Assesses strength and
endurance
For jobs such as firefighter, delivery truck drivers, athletes,
bouncers, assembly plant workers, etc.
Static Strength push, pull, carry
Tug owar
Explosive Strength short bursts of power
Bench press
Gross body coordination coordinate limb movements
Playing drums, pat head and rub tummy
Stamina cardiovascular fitness
Bicycle riding
Multiple Aptitude Tests Batteries

Multiple Aptitude Test Batteries


Combination of tests verbal, math reasoning,
spatial, etc.
Often used for military selection & placement
Examples:
ASVAB Armed Service Vocational Aptitude Battery
AFOQT Air Force Officers Qualifying Test
Computerized Adaptive Testing

Computerized Adaptive Testing computer


adjusts the difficulty of test questions based on
previous response
Provides precise measure of ability level
Example: Graduate Record Examination (GRE)
Other Selection Techniques
Interviews
Interviews Question applicant and evaluate
responses
Most commonly used selection device
Very subjective
Provides org opportunity to sell position to applicant
Opportunity to know applicant before hiring
Structured Interview predetermined
questions that all applicants must answer
Unstructured Interview more conversational
Interviews
Continued

Reliability
Impacted by variables not inherent in tests
Example: attractiveness, age, race sex, voice, gestures,
accents, agreeableness with interviewer, etc.
How to assess reliability
Inter-interviewer similarity of rating of 2 different
interviewers
Intra-interviewer similarity of ratings by same interviewer
at different times
Validity
Depends on interviewer, better if structured
Illusion of Validity most people believe they are
better at assessing others through the interview
than they actually are
Interviews
Continued

Variables affecting interviews


Negative information has greater impact (reason
not to hire)
Primacy Effect First impressions have great
impact
Recency Effect Specific details are best
remembered when presented near end of interview
Contrast Effect average applicant rated higher if
followed a poor candidate and lower if followed a
good candidate
Other Selection Techniques
Assessment Centers
Assessment Centers group approach normally
used for evaluating candidates for promotion to upper
management
Developed by AT&T in 1950s
Candidates compared in groups
Multiple raters trained to make assessments
Candidates perform group activities
Leaderless discussions
In-basket tests
Role playing
Candidates judged on leadership ability, decision making,
interpersonal skills
Good empirical evidence that AC predicts later success
Very expensive
Other Selection Techniques
Work Samples
Work Samples applicants conduct small
versions of actual job
High Face Validity
Examples:
Actors
Athletes
Programmers
Typists
Other Selection Techniques
Situational Exercises
Situational Exercises Applicant given a
sample problem and assessed on problem
solving ability
Leaderless Group Discussion present group of
applicants with a problem to see if leader emerges
In-Basket Test fill applicants in-basket with a
number of job-related tasks and rate performance
Other Selection Techniques
Biodata
Biographical Information (Biodata)
questions about an applicants experience
Caution: info about age, sex, marital status, religion
may violate persons privacy or be illegal in
decision making (Civil Rights Act)
Example: (From Muchinsky)
As a requirement for promotion to detective, police officers
were asked if they had sex prior to age 16
Lower court ruled question was invasion of privacy, no
face validity
State Supreme Court ruled that as long as question had
criterion-related validity (correlated with performance)
question could be asked
Other Selection Techniques
Letters of Recommendation
Letters of Recommendation letter written
by past employer or other person to vouch for
applicants ability
Typically poor predictor (r = .13)
Letters typically positive
Bad letters have greatest impact
Other Selection Techniques
Drug Testing
Drug Testing trying to detect applicants who
engage in illegal substance use
Methods include: urinalysis, hair test, blood test
Benefits
Drug users typically miss more work, have more behavioral
problems, and increase health costs
Disadvantages
Less than perfect reliability many false positives
Poppy seeds, cold medicines, etc.
Issues of privacy, unreasonable search and seizure, self-
incrimination
Assesses drug use, not job impairment
Other Selection Techniques
Lie Detectors
Lie Detectors (Polygraph) measures heart
rate and Galvanic Skin Response (GSR) to
assess whether applicant is telling the truth
Used mainly where money or security are issues
Illegal to use for hiring in private industry since
1988, still legal in government
Other Selection Techniques
Graphology
Graphology Handwriting Analysis
assesses aspects of ones personality based
on style of handwriting
Nearly equivalent to phrenology
No evidence of validity
Other Selection Techniques
Genetic Screening
Genetic Screening genetic test to assess
applicants susceptibility to toxins in the work
environment
Used mainly in manufacturing firms
Protect people from unsafe work
May discriminate against women and minorities
Ethical concerns
Selection Test
for
Prospective
University of West Florida
Football Players

Click here

Vous aimerez peut-être aussi