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I-O Psych 5-7
Industrial-Organizational Psychology Chapters 5-7
| Question | Answer |
|---|---|
| decisions that determine and define the staff or workforce of the organization | staffing decisions |
| includes use of formal job analyses, selection from within for key positions, merit-based promotions, and use of formal assessment devices for selection | high performance work practices |
| accurateness of inferences made based on test or performance data | validity |
| validity approach that is demonstrated by correlating a test score with a performance measure | criterion-related |
| n=number of available jobs, N=number of people assessed, n/N | selection ration (SR) |
| applicant accepted but performed poorly | false positive |
| applicant rejected but would have performed well | false negative |
| applicant accepted and performed well | true positive |
| applicant rejected and would have performed poorly | true negative |
| specified point in distribution of scores below which candidates are rejected | cut or cutoff score |
| raising cut score will result in _____ false positive, but ______ false negatives | fewer; more |
| consider desired level of performance and find the cut score corresponding to that level | criterion-referenced cut score |
| based on some index of test-takers' scores rather than any notion of job performance; compares test takers to one another | norm-referenced cut score |
| type of decision making that uses judgment to combine information and make decisions about relative value of different candidates | clinical decision making |
| type of decision making that combines information according to a mathematical formula | statistical decision making (actuarial) |
| system for combining information in which applicant pool is decreased in size by a series of stagess; non-compensatory (poor performance at a first stage makes a condidate ineligible); series of cut scores | hurdle system |
| compensatory method of combining information; results from assessments are correlated with job performance and a multiple regression analysis is conducted | combining scores by regression |
| individuals with similar test scores group together in a category (i.e 90-100 is an A, 80-89 is a B, etc.) | score banding |
| score banding is often used to __________ against protected demographic groups | reduce adverse impact |
| Develop separate lists for individuals in different demographic groups who are then ranked within their respective group; illegal | subgroup norming |
| Individual is fired for a particular reason; Generally not unexpected – usually been warned one or more times about a problem | termination for cause |
| Job loss due to employer downsizing or reductions in force Often occurs with little or no warning Better to have an actuarial strategy | layoff |
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