PSY 255 1nd Edition Lecture 8 Outline of Last Lecture I. Performance AppraisalOutline of Current Lecture II. Types of Tests III. Criteria of a good testIV. Types of Predictors Current LectureSelection and Tests• In a perfect world, we hire based on performance criteria scores, but we don’t have them so we use predictors as proxies for criteria• Test– Systematic procedure for observing behavior and describing it quantitatively– Types of tests• Speed vs. Power• Individual vs. Group• Paper ‘n’ pencil vs. Performance• Speed Test: Contains relatively easy items and test taker must answer as many as possible in given time• Power Test: More difficult items and no time constraints• Individual Test: Administered to one person at a time• Group Test: Multiple people tested at a time• Paper ‘n’ pencil: Test takers respond to questions on paper or computer• Performance Test: Involves manipulation of object or piece of equipmentThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.• Criteria of ‘good’ tests– Valid: Is it accurate? – Reliable: Is it free from random error?– Practical: Is it cost efficient?– Fair: Is it perceived as acceptable?Types of Predictors• General cognitive ability tests (CATs)– Believed to be important for most jobs– Most common selection measure– Began with Army Alpha and Beta– Problems• Racial differences• Related to years of formal schooling (questions validity)• Stereotype threat• Specific cognitive ability tests (CATs)– Tests specific abilities that are required on the job (vs. general capacity to learn)• Mechanical (Bennet Mechanical Test)• Spatial (Space Relations Test)• Clerical (Minnesota Clerical Test)• Psychomotor tests– Assess speed and accuracy of motor and sensory coordination• Gross and fine motor movement, vision, hearing, etc.• Personality tests– Measure predispositions to behave in certain ways across situations– Big 5: Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism (OCEAN)• Specific dimension or facets under each category• Personality tests– Show less discrimination against minorities– Problems with people faking their answers• Integrity tests– Predict propensity to engage in counterproductive work behaviors (CWBs)• Ex: theft, cheating, sabotage– “Social conscientiousness”• Integrity tests– Two types• Overt: measures attitudes toward CWBs and self-reported CWBs• Personality-type integrity tests: CWB-related personality characteristics are measured (ex: risk taking, dishonesty, emotional
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