OBHR 3330 EXAM 2 STUDY GUIDE
Reliability - Answers -The consistency of a performance measure; the degree to which
a performance measure is free from random error.
Refers to the measuring instrument
Correlation Coefficient - Answers -A measure of the degree to which two sets of
numbers are related
Validity - Answers -The extent to which a performance measure assesses all the
relevant—and only the relevant—aspects of job performance
Criterion-Related Validity - Answers -A method of establishing the validity of a
personnel selection method by showing a substantial correlation between test scores
and job performance scores.
Validity Coefficient - Answers -Relates one characteristic to performance on some task
Predictive Validation - Answers -A criterion-related validity study that seeks to establish
an empirical relationship between applicants' test scores and their eventual
performance on the job.
Concurrent Validation - Answers -A criterion-related validity study in which a test is
administered to all the people currently in a job and then incumbents' scores are
correlated with existing measures of their performance on the job.
Content Validation - Answers -A test-validation strategy performed by demonstrating
that the items, questions, or problems posed by a test are a representative sample of
the kinds of situations or problems that occur on the job.
Generalizability - Answers -The degree to which the validity of a selection method
established in one context extends to other contexts.
Validity Generalization - Answers -An alternative for validating selection methods for
companies That cannot employ criterion related or content validation
Utility - Answers -The degree to which the information provided by selection methods
enhances the effectiveness of selecting personnel in real organizations.
Selection Ratio - Answers -The percentage of people selected relative to the total
number of people tested
, Civil Rights Act of 1991 - Answers -Protects individuals from discrimination based on
race, color, sex, religion and national origin with respect to hiring as well as
compensation and working conditions.
- Allows individuals filing the complaint to have a jury decide whether he or she may
recover punitive damages for emotional injuries caused by discrimination.
- Explicitly prohibits the granting of preferential treatment to minority groups
Age Discrimination in Employment Act of 1967 - Answers -If any neutral-appearing
practice happens to have adverse impact on those over the age of 40, then the burden
of proof shifts to the employer, who must show business necessity to avoid a guilty
verdict.
- Does not protect younger workers
Americans with Disabilities Act of 1990 - Answers -Protects individuals with physical or
mental disabilities, and requires that employers make "reasonable accommodations" to
disables whose handicap may prevent them from preforming essential functions of the
job as currently designed.
Direct Threat - Answers -This clause of the ADA makes it clear that adverse impact
against those with disabilities is warranted if failure to adequately perform the job would
result in some risk to the safety or health of the applicant, co-workers, or clients.
Situational Interview - Answers -An interview procedure where applicants are
confronted with specific issues, questions, or problems that are likely to arise on the job.
Cognitive Ability Tests - Answers -Tests that include three dimensions: verbal
comprehension, quantitative ability and reasoning ability.
Verbal Comprehension - Answers -Refers to a person's capacity to understand and use
written and spoken language
Quantitative Ability - Answers -Refers to the speed and accuracy with which one can
solve arithmetic problems of any kind
Reasoning Ability - Answers -Refers to a person's capacity to invent solutions to many
diverse problems
Five Dimensions of Personality Inventories - Answers -Extroversion; Adjustment;
Agreeableness; Conscientiousness; and Openness to Experience
Extroversion - Answers -Sociable, assertive, talkative and expressive
Adjustment - Answers -Emotionally stable and secure
Agreeableness - Answers -Courteous, Trusting, and good-natured
Reliability - Answers -The consistency of a performance measure; the degree to which
a performance measure is free from random error.
Refers to the measuring instrument
Correlation Coefficient - Answers -A measure of the degree to which two sets of
numbers are related
Validity - Answers -The extent to which a performance measure assesses all the
relevant—and only the relevant—aspects of job performance
Criterion-Related Validity - Answers -A method of establishing the validity of a
personnel selection method by showing a substantial correlation between test scores
and job performance scores.
Validity Coefficient - Answers -Relates one characteristic to performance on some task
Predictive Validation - Answers -A criterion-related validity study that seeks to establish
an empirical relationship between applicants' test scores and their eventual
performance on the job.
Concurrent Validation - Answers -A criterion-related validity study in which a test is
administered to all the people currently in a job and then incumbents' scores are
correlated with existing measures of their performance on the job.
Content Validation - Answers -A test-validation strategy performed by demonstrating
that the items, questions, or problems posed by a test are a representative sample of
the kinds of situations or problems that occur on the job.
Generalizability - Answers -The degree to which the validity of a selection method
established in one context extends to other contexts.
Validity Generalization - Answers -An alternative for validating selection methods for
companies That cannot employ criterion related or content validation
Utility - Answers -The degree to which the information provided by selection methods
enhances the effectiveness of selecting personnel in real organizations.
Selection Ratio - Answers -The percentage of people selected relative to the total
number of people tested
, Civil Rights Act of 1991 - Answers -Protects individuals from discrimination based on
race, color, sex, religion and national origin with respect to hiring as well as
compensation and working conditions.
- Allows individuals filing the complaint to have a jury decide whether he or she may
recover punitive damages for emotional injuries caused by discrimination.
- Explicitly prohibits the granting of preferential treatment to minority groups
Age Discrimination in Employment Act of 1967 - Answers -If any neutral-appearing
practice happens to have adverse impact on those over the age of 40, then the burden
of proof shifts to the employer, who must show business necessity to avoid a guilty
verdict.
- Does not protect younger workers
Americans with Disabilities Act of 1990 - Answers -Protects individuals with physical or
mental disabilities, and requires that employers make "reasonable accommodations" to
disables whose handicap may prevent them from preforming essential functions of the
job as currently designed.
Direct Threat - Answers -This clause of the ADA makes it clear that adverse impact
against those with disabilities is warranted if failure to adequately perform the job would
result in some risk to the safety or health of the applicant, co-workers, or clients.
Situational Interview - Answers -An interview procedure where applicants are
confronted with specific issues, questions, or problems that are likely to arise on the job.
Cognitive Ability Tests - Answers -Tests that include three dimensions: verbal
comprehension, quantitative ability and reasoning ability.
Verbal Comprehension - Answers -Refers to a person's capacity to understand and use
written and spoken language
Quantitative Ability - Answers -Refers to the speed and accuracy with which one can
solve arithmetic problems of any kind
Reasoning Ability - Answers -Refers to a person's capacity to invent solutions to many
diverse problems
Five Dimensions of Personality Inventories - Answers -Extroversion; Adjustment;
Agreeableness; Conscientiousness; and Openness to Experience
Extroversion - Answers -Sociable, assertive, talkative and expressive
Adjustment - Answers -Emotionally stable and secure
Agreeableness - Answers -Courteous, Trusting, and good-natured
