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Ch. 4 Org Psy

Vocabulary

QuestionAnswer
standardization The consistency or uniformity of the conditions and procedures for administering a psychological test.
objective tests Tests for which the scoring process is free of personal judgment or bias.
subjective tests Tests that contain items such as essay questions; the scoring process can be influenced by the personal characteristics and attitudes of the scorer.
test norms The distribution of test scores of a large group of people similar in nature to the job applicants being tested.
standardization sample The group of subjects used to establish test norms; the scores of the standardization sample serve as the point of comparison for determining the relative standing of the persons being tested.
reliability The consistency or stability of a response on a psychological test.
test-retest method A way to determine test reliability that involves administering a new test twice to the same group of subjects and correlating the two sets of scores.
equivalent-forms method A way to determine test reliability that involves administering similar forms of a new test to the same group of subject and correlating the two sets of scores.
split-halves method A way to determine test reliability that involves administering a new test to a group of subjects, dividing in half the total number of items, and correlating the two wets of scores.
validity The determination of whether a psychological test or other selection device measures what it is intended measure.
criterion-related validity A type of validity concerned with the relationship between test scores and subsequent job performance.
predictive validity An approach to establishing criterion-related validity in which a new test is administered to all job applicants, and all applicants are hired, regardless of test scores. Later, when a measure of job performance can be obtained, test scores are correlated
concurrent validity A way to establish criterion-related validity that involves administering a test to employees on the job and correlating their scores with job performance data.
rational validity The type of validity that relates to the nature, properties, and content of a test, independent of its relationship to job performance measures.
content validity A type of validity that assesses test items to ensure that they adequately sample the skills the test is designed to measure.
construct validity A type of validity that attempts to determine the psychological characteristics measured by a test.
face validity A subjective impression of how well test items seem to be related to the requirements of a job.
validity gneralization The idea that tests valid in one situation may also be valid in another situation.
race norming A controversial practice, now outlawed, of boosting test scores for minority job applicants to equalize hiring rates.
banding A controversial practice of grouping test scores for minority job applicants to equalize hiring rates.
power tests Tests that have no time limit.
aptitude tests Psychological tests to measure specific abilities, such as mechanical or clerical skills.
projective techniques A personality assessment technique in which test-takers project their feelings onto and ambiguous stimulus such as an inkblot.
proactivity A tendency to take action to try to influence or change one's environment.
Created by: BRCruiser
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