PSY 3711 1st Edition Lecture 12 Outline of Last Lecture I Person environment fit II Dimensions of fit III Work preferences IV Interests V Work values VI Assessing the environment Outline of Current Lecture I Signs vs samples II Behavioral assessments III Breadth and fidelity IV Work sample V Simulations VI Assessment centers VII SJT Current Lecture I II III IV Signs vs samples a The behaviors so far are not measuring actual behaviors we want on the job b Only few people are hired to fill out questionnaires c Cognitive ability tests personality tests interest and values surveys are all SIGNS of performance or its direct determinants d Indicate and are related to it not performance itself Behavioral assessments a Attempt to more directly measure skill to perform job tasks b Past performance is the best predictor of future performance c Several kinds of behavioral assessments Breadth and fidelity a Breadth how much of a job is captured by the assessment b Fidelity how realistic are the materials How realistic are the stimuli How realistic are the responses Work sample a Direct samples of work tasks b Usually use real equipment These 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 V VI VII c Work samples have been considered among the best predictors good or even better than cognitive ability d More recent metaanalysis showed much weaker relationships e Samples can miss important components of the job or give too much weight to minor tasks f Samples can sometimes have poor fidelity e g range shooting vs active shooting mock lesson vs real class g Some tasks cant be feasibly assessed for real Simulations a Similar to work samples but applicants perform tasks in fabricated situations or with facsimiles of task materials b E g driving simulators surgical simulators role playing conflict negotiations c Simulators must require accurate behavioral responses Assessment centers a Collection of behavioral exercises and other predictors b Typically involve 3 5 behavioral exercises c Usually not contextualized for the specific job d More like signs than samples e Sometimes include ability and personality tests and itnerviews f Validity is dependent on i Validity of the predictors used ii Intercorrelations among the predictors iii How the predictors are scored iv The way in with the data is combined g Modern AC exercises i In basket applicant given papers voicemanls emails and applicant respond to the messages organization communication business knowledge ii Leadership group discussion group of applicants are given a job related topic to discuss Observed and scored on their performance and contribution leadership business knowledge innovation iii Role play iv Oral presentation applicant given a set amount of time to prepare a presentation based on set of info communication time management business knowledge v Business game simulations that capture important parts of running a business h A Cs often include far too many traits per exercise i 3 4 dimensions can be reliably rated for a given exercise AT MOST SJT a Attempt to asses behavioral responses without the expense b Present a situation and ask respondents to rate the quality of different possible responses c Scoring methods expert judgment normative empirical d Typically predict job performance around r 20 25