PSY 3711 1st Edition Lecture 13 Outline of Last Lecture I. Signs vs samplesII. Behavioral assessmentsIII. Breadth and fidelityIV. Work sampleV. SimulationsVI. Assessment centersVII. SJT Outline of Current LectureI. Basic premiseII. Construct validity of grades III. BiodataIV. ReferencesCurrent LectureI. Basic premisea. The past is the best predictor of future performanceb. Current behaviors and outcomes current job performance, current work behaviors, work sample performancec. Past behaviors and outcomes past job performance, past work behaviors, past experience, past educational performance, past life events, past behaviors as evaluated by othersII. Construct validity of grades a. What do grades assessi. School performance1. Learning in school2. Outcomes of successful behaviors in the educational systemii. What are the individual differences determinants of grades1. Cognitive ability2. Conscientiousness3. Openness4. Extraversion5. Emotional stabilityiii. Issues in using grades as predictors1. Criterion deficiencyThese 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.2. Criterion contamination differences in instructor harshness/leniency, differences in course difficulty3. Non-standardization across schools range and meaning, differences in courses taken4. Grades from school records vs self reports 5. Grade inflation over timeIII. Biodataa. Instruments attempt to gather biographical information about the candidateb. Job relevant experiences, accomplishments, and training will be related to subsequent job performancec. Example domains hobbies, sports, education, etc.d. Developed through one of three different methods empirical keying, factor analytic, theory or logic basedi. Empirical keying: give a group of people a very large number of biodata items and then see what items work best for predicting performanceii. Factor analytic: give out a large number of items and then we study how they group togetheriii. Theory based: make up the biodata items based on expert judgment or theorye. Predict job performance .32f. Depending on the content of the items, biodata usually has limited incremental validity over general mental abilityIV. Referencesa. Sources employment, education, personal, peerb. Issuesi. Legality/potential for lawsuitsii. Construct validityc. Most letters of reference are unstructuredd. Job performance validity .29e. Better to use standardized personality measures and peer
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