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Ch. 4 Org Psy
Vocabulary
| Question | Answer |
|---|---|
| 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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