Reliability

1. Reliability Definition: The stability or consistency of a test. Assumption: True score = obtained score +/- error. Domain Sampling Model Item Domain Test

2. Reliability Techniques 1. Test-retest 2. Parallel Forms 3. Split-half 4. Internal Consistency T T K-R-20 Coefficient Alpha 1 2 A A 1 2 A B T Score Score 1 100 50 pairs

3. Types of Validity • Content Validity [the extent to which test items represent the domain] • a) Subject Matter Expert Opinions (e.g., CVR statistic) • Internal consistency reliability • c) Correlation with other similar tests

4. Types of Validity (cont.) Criterion-related Validity • Predictive – • [Correlation between test scores of applicants and their performance scores when some time interval has passed after they are hired] • Range restriction issue on • performance scores • Time, cost, & pragmatic • concerns • Concurrent -- • [Correlation between test scores and performance scores of current employees] • Motivation level • Guessing, Faking • Job experience factor • Range restriction issue on • performance scores

5. Types of Validity (cont.) • Construct Validity [the extent to which the test assesses the construct it intends to measure] • Correlation between scores measuring a construct (e.g., anxiety) with one method (e.g., paper & pencil) with scores on the same construct using a different method (e.g., interview) [Convergent validation] • Correlation between scores measuring a construct (e.g., anxiety) using one method (e.g., paper & pencil) with scores on a different construct (e.g., leadership) assessed with a different method (e.g., interview) [Discriminant validation]

6. Types of Selection Tests • Application Blanks (Weighted Application Blanks, Biographical Information Blanks) • Honesty (Integrity) Tests, Drug Tests • Interviews (e.g., Situational) • Aptitude Tests (e.g., Mechanical, Clerical) • Work Samples • Assessment Centers (Situational Exercises)

7. Types of Selection Tests (cont). • Personality Inventories Self-reports -- (e.g., Minnesota Multiphasic Personality Inventory (MMPI), California Psychological Inventory (CPI), Myers-Briggs Type Indicator (MBTI), Personality Inventory (HPI), NEO PI-RNEO(assessesthe5-Factor Model consisting of: Neuroticism, Extraversion Openness, Agreeableness Conscientiousness) Projective Techniques -- (e.g., Thematic Apperception Test (TAT), Rorschach Inkblot Test (RIT)

8. Weighted Application Blank (WAB) Job Performance Absenteeism Low Develop test items r Select items that relate to criterion (e.g., absenteeism _______ _______ _______ _______ _______ r High Weight items according to their relationship to job performance Correlate items with performance

9. Weighted Application Blank (WAB) Job Performance Absenteeism Low Develop test items r Select items that relate to criterion (e.g., absenteeism _______ _______ _______ _______ _______ r High Weight items according to their relationship to job performance Correlate items with performance

10. Frequency of Common Inappropriate Application Blank Questions

11. Sample Biographical Information Blank Items • During high school, how many times did you make the honor roll? • How much freedom or independence did your parents allow you in grade school? • How important did your favorite high school teachers stress discipline in the • classroom? • How many times did you change schools before you were sixteen years old? • Compared to other people in high school, how many friends did you have? • How old were you when you spent your first week (or more) away from your • parents? • How bothered are you if you a job is left undone? • How often do you read craft and mechanics magazines? • How quickly do you normally work? • How well do you feel you can understand the feelings of others? • How well do you tolerate performing routine tasks?

12. Honesty Testing • Types of Questions: • Frequency and extent of theft (e.g., What percentage of people take more than $1.00 per week from their employer?) • 2) Punitiveness toward theft (e.g., should a person be fired if caught stealing $5.00?) • 3) Thoughts about theft (e.g., Have you ever thought about taking company merchandise without actually taking any?) • 4) Perceived ease of theft (e.g., How easy would it be for a dishonest person to steal from an employer?) • 5) Likelihood of detection (e.g., What percent of employees thieves are ever caught? • Validity Issues: • a) Correlations with polygraph results • b) Future behavior (e.g., # days with cash shortage, discharges) • c) Admissions of past theft • d) Shrinkage reduction • e) Contrasted groups (e.g., scores by criminals vs. general population scores)

13. Employment Interview • Frequently used to make selection decisions (over 90%) • Social exchange (interpersonal) process • Search for information

14. COMMON PROBLEMS WITH THE “TRADITIONAL” INTERVIEW • Variety of Interviewer Biases • * 1st Impressions • * Expectancy Effect • * Contrast Effect • * Stereotype Matching • Different Questions Asked to Applicants • (Lack of standardization) • Disagreement on the Desirability of Interview Responses • Little Formal Interviewer Training • Subjective (or no) Scoring System • Interview Conducted and Scored by One Person • Poor Reliability, Validity, and Job Relevancy • (Open to Legal Challenge

15. Overview of Situational Interview Process • Perform a Job Analysis Using the Critical Incident Technique • Place Critical Incidents into Relevant Job Dimensions (e.g., Safety, Responsibility, Interpersonal Skills) • Reword Critical Incidents Into Question Format • Incident: The employee was married for a year and a half and used any excuse to stay home. One day the employee’s children got colds and no one was around to care for them. So, the employee didn’t show up for work and didn’t phone in. • Question: Your two teenage children are home in bed sick with colds. No friends or relatives are available to watch them. Your shift starts in two hours. What would you do in this situation? • Decide on the desirability of responses [Think of how good, average, and mediocre workers would have answered such a question] • _____ _____ _____ _____ _____ • 1 3 5 • Stay homePhone in & Go in, they just • explain the problem have colds • 5) Conduct interviews in groups of two or more. Each interviewer scores applicant independently. A single score is given after group discussion

16. Differential Aptitude Test (DAT) Verbal Reasoning • ..... is to night as breakfast is to ….. • supper ----- corner • gentle ----- morning • door ----- corner • flow ----- enjoy • supper ----- morning • ..… is to water as eat is to ….. • continue ----- drive • foot ----- enemy • drink ----- food • girl ----- industry • drink ----- enemy ….. is to one as second is to ….. A. two ----- middle B. first ----- fire C. queen ----- hill D. first ----- two E. rain ----- fire

17. Differential Aptitude Test (DAT) Numerical Ability Add A. 8 30 B. 15 20 C. 16 D. 26 N. none of these Add A. 14 13 B. 16 12 C. 25 D. 59 N. none of these

18. Differential Aptitude Test (DAT) Abstract Reasoning PROBLEM FIGURES ANSWER FIGURES A B C D E

19. Differential Aptitude Test (DAT) Abstract Reasoning (cont.) PROBLEM FIGURES ANSWER FIGURES A B C D E

20. Differential Aptitude Test (DAT) Mechanical Reasoning A B Which weighs more? (If equal, mark C.)

21. Differential Aptitude Test (DAT) Space Relations A B C D

22. Differential Aptitude Test (DAT) Spelling A) man B) Gurl C) Catt D) dog Language Usage 1) I just / left / my friends / house. A B C D 2) Ain’t we / going to / the office / next week? A B C D 3) I went / to a ball / game with / Jane. A B C D

23. Differential Aptitude Test (DAT) Clerical Speed and Accuracy • AB AC AD AE AF • aA aB BA Ba Bb • A7 7A B7 7B AB • Aa Ba bA BA bB • 3A 3B 33 B3 BB

24. Work Sample Tests Performing (performing a piece of the job

25. -- Assessment Center Process -- Rate candidates on performance dimensions Job Candidates Assessors (evaluators) Sample dimensions Decisiveness, Initiative, Judgment, Problem analysis, Oral communication, Planning, Leadership Observe and record candidates behavior in exercises Exercises Sample Individual Exercises Interview Simulation Scheduling Exercise In-Basket Sample Group Exercises Leaderless Group Discussion Business Game Discuss and give final ratings to candidates

26. Self-Report Inventories Hogan Personality Inventory Primary Scales --- Adjustment (confidence, self-esteem, composure under stressful situations) Ambition (competitive, possessing initiative, potential for leadership) Sociability (extraverted, friendly, enjoys social interactions) Likeability (warm, charming, capable of maintaining relationships) Prudence (responsible, possessing self-control, conscientious) Intellectance (imaginative, curious, creative) School Success (achievement orientation, keeps current of business and technical developments)

27. Hogan Personality Inventory (cont.) Occupational Scales --- Service Orientation (attentive, pleasant, courteous to others such as customers and clients) Stress Tolerance (ability to handle stress) Reliability (integrity, good organizational citizen) Clerical Potential (able to follow directions, attentive to detail, clear communicator) Sales Potential (energetic, ability to interact socially, able to deal with client issues/problems) Managerial Potential (leadership ability, good at organizing, capability to make decisions)

28. Self-Report Inventories (cont.) Myers-Briggs Type Indicator Introversion Extraversion (Internally motivated; enjoys spending time (Action-oriented; motivated enjoys alone; prefers one-to-one communication) by outside world and social interactions) Sensing Intuitive (Desires concrete information; practical; (Imaginative, creative factual and detailed in orientation) improvises comfortable with ambiguity; focuses on contexts and connections Thinking Feeling Judging Perceiving

29. Rorschach Inkblot Test Ten cards which bilateral and symmetrical inkblots Scoring --- Location: the part of the blot used (e.g., use of the whole blot, common or unusual detail) Determinants: form, color, shading, and movement) Content (human figures, animal figures, anatomical diagrams, inanimate objects

30. Thematic Apperception Test TAT --- 31 pictures that depict a variety of social and interpersonal situations. Participants are requested to write or tell a story about each picture to the examiner (e.g., what happened, what Ten pictures are gender-specific; the others can be used with either sex. Use: To uncover internal conflicts, dominant drives, interests, and motives. Specific motives include the need for achievement, need for power, the need for intimacy, and problem-solving abilities.

31. Types of Selection Tests (cont). Ability Tests Sensory (e.g., hearing, vision) Motor (e.g., dexterity, strength, agility) Cognitive (e.g., Intelligence)