MGMT 314 Test Questions with Correct Solutions Rated A+

Validity - Degree to which our measure assesses all relevant (and only relevant) aspects of performance Therefore, does our measure correlate with some outcome of interest, such as: Manager ratings of job performance Objective measures of job performance Customer satisfaction ratings Absenteeism Theft Accidents Validity Measures - A good level of validity for most selection measures is r = .20 or .30. This seems low until you realize: That unreliability harms validity That most selection systems employ multiple measures whose validities accumulate That most criteria (job performance, theft) depend on all kinds of factors tangential to whatever a selection measure assesses Content Validation - Not statistically derived Relies on expert judgment. Asks "does the content of the measure SEM to relate to the job?" What might be the issue with content validity? Some subjectivity exists in relation to determining content validity Specifying the full domain of content that is relevant to measure Concurrent Validation - Give measure to people already on the job, correlate with performance (or some other criterion) at that time Problem: Most of them already have high levels of whatever it is you're measuring (or else they wouldn't have gotten the job). This is called "restriction in range." Predictive Validation - Give measure to job applicants but don't use it to hire (just hire at random or using something else that is unrelated to the measure). Then correlate it with performance (or some other criterion) several months later Three MGMT 314 exam questions - "What is Tiger Wood's real name?" "Where was Tiger born?" "By how many strokes did Tiger win the 2000 US Open? Are these questions content valid? Are the questions criterion-related valid? Are they reliable? Selection - "Good" selection measures must be: Reliable Valid Generalizable Useful Legal Generalizability - Does the validity of our measure generalize to other: Jobs Organizations Kinds of people Time periods Utility - How useful is the measure in terms of: Increasing overall profitability Depends on economic consequences of failure versus success Allowing us to accurately select those who will succeed on the job, in a "batting average" sense Increase in selection ratio decreases accuracy Increase in validity increases accuracy