Advanced Industrial Psychology PSY 560 Midterm review

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What is the old view of organizational systems?

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What is the contemporary view of organizations?

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Which of these does not fit the 3 C's of the past manager role?

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Which if these does not fit the contemporary perspective for managers?

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Which source has not resulted in changes in jobs and job performance in recent times?

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Which of these is a benefit of recent changes in jobs and job performance?

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What defines each job in terms of the behaviors necessary to perform it and is used to develop hypotheses about the personal characteristics necessary to perform those behaviors?

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The following characteristics are representative of what? Qualifications, experience, training, skills, responsibilities, emotional characteristics, sensory demands.

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The following characteristics are representative of what? Job title, job location, job summary, working conditions, job duties, conditions of employment, hazards, social environment.

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Job descriptions are useful for:

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The first step of conducting a job analysis is

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Which is not a method of collecting job analysis data?

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What evidence is available regarding job analysis reliability and validity?

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According to the Dierdorff & Wilson(2003) Meta-analysis, who showed higher inter-rater reliability?

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According to the Dierdorff & Wilson(2003) Meta-analysis, what type of analysis is better?

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___ scales using importance and difficulty had higher inter-rater reliability than scales.

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What is an evaluative standard, rule, or test by which a person may be judged or measured?

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What criteria should be used to establish MQs for a job?

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When conducting a job analysis, average ratings of importance or frequency under .5 should be eliminated.

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Criterion contamination is when we measure things that are not related to the job.

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Sources of criterion contamination include

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Which of these does not belong?

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Ratings can be biased through

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__________________ of criteria refers to the way employees performance varies over time.

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Job Performance reliability refers to the method of observation and its effect on conclusions.

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Examples of the dimensionality of job performance are: job and location, sales performance, leadership.

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Criteria may be temporal or dynamic in 3 distinct ways:

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Test/Re-test Reliability measurements should be taken over 6 months apart.

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Reliability refers to

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Any factor that influences performance on one occasion but not the other might introduce bias and influence the reliability of the measure.

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Parallel forms of reliability are also known as

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To increase reliability, reduce the variability of differences in individuals taking the test.

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Higher variability = higher reliability.

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The difficulty of a test item should be high, to weed out poor test takers.

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The smaller the sample size, the larger the sampling error and lower reliability.

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If reliability is 1, standard error of measurement is 0.

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Higher standard error = higher reliability.

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Standard error of measurement is the standard deviation of the normal distribution of scores that an individual would obtain if they took the same test 100 times.

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Internal consistency reliability is

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Internal Consistency Reliability according to the textbook is

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The two (2) widely used methods of Internal Consistency Reliability are

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The most used formula for the Kudar-Richardson Reliability Estimates is

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Split-half reliability estimate is interpreted as

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Coefficient of stability is a measurement of the correlation between

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To compute coefficient of stability use test/re-test.

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Coefficient of equivalence refers to the correlation between

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For the coefficient of stability and equivalence, to guard against order effects, both halves of the examinees are given test A, followed by test B.

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The main advantages of computing reliability using the coefficient of stability and equivalence are

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Coefficient of equivalence is also known as

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Random error is an error caused by unknown and unpredictable changes in the experiment.

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Random errors increase the consistency and usefulness of test scores.

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Random error varies randomly from occasion to occasion therefore:

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Reliability can range from 0 - 1.

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Cronbach's alpha is calculated to measure

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Standard error of measurement helps establish confidence intervals.

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Which of these examples are sources of random error?

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Validity is the extent to which the measurement are repeatable.

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The Trinitarian view of validity requires which of these to be considered very valid?

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The Unitarian view of validity requires which of these to be considered highly valid?

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Evidence related to the meaning of the construct and its relationship with other constructs is

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The extent to which your measure contains a fair sample of the universe of situations it is supposed to represent is :

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How well your assessment tool is related to the criteria/test adequacy based on correlations with the criteria is known as

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Construct validity can be gathered by calibrating the test against an established measure, known standard, or against itself.

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Content validity can be gathered by SMEs, whose responses are evaluated to make decisions about the content.

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Problems with Predictive validity include

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Which of the following is a problem with concurrent validity?

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Concurrent validity is measured when :

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Predictive validity is when a criterion measure is available after the predictor measure is taken.

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Challanges of changes in job and job performance include:

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Which of these is not a major step in conducting a job analysis?

Quiz sobre Advanced Industrial Psychology PSY 560 Midterm review, criado por Luna Park em 09-10-2015.

Advanced Industrial Psychology PSY 560 Midterm review

Advanced Industrial Psychology PSY 560 Midterm review

What is the old view of organizational systems?

What is the contemporary view of organizations?

Which of these does not fit the 3 C's of the past manager role?

Which if these does not fit the contemporary perspective for managers?

Which source has not resulted in changes in jobs and job performance in recent times?

Which of these is a benefit of recent changes in jobs and job performance?

What defines each job in terms of the behaviors necessary to perform it and is used to develop hypotheses about the personal characteristics necessary to perform those behaviors?

The following characteristics are representative of what? Qualifications, experience, training, skills, responsibilities, emotional characteristics, sensory demands.

The following characteristics are representative of what? Job title, job location, job summary, working conditions, job duties, conditions of employment, hazards, social environment.

Job descriptions are useful for:

The first step of conducting a job analysis is

Which is not a method of collecting job analysis data?

What evidence is available regarding job analysis reliability and validity?

According to the Dierdorff & Wilson(2003) Meta-analysis, who showed higher inter-rater reliability?

According to the Dierdorff & Wilson(2003) Meta-analysis, what type of analysis is better?

_____________________ scales using importance and difficulty had higher inter-rater reliability than __________________scales.

What is an evaluative standard, rule, or test by which a person may be judged or measured?

What criteria should be used to establish MQs for a job?

When conducting a job analysis, average ratings of importance or frequency under .5 should be eliminated.

___ scales using importance and difficulty had higher inter-rater reliability than scales.