Not completely cover the content included in exams. Exams can include content from the book, lecture slides, and other class content. Also, make sure you are reading the correct textbook edition



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Introduction to Industrial/Organizational Psychology by Ronald E. Riggio (7th edition)

Textbook Study Guide


Chapter 5: Methods for Assessing and Selecting Employees
IMPORTANT: This document is intended to guide your study of the textbook only. It does not completely cover the content included in exams. Exams can include content from the book, lecture slides, and other class content. Also, make sure you are reading the correct textbook edition when using this study guide.


  • What is the main purpose of job applications and resumes? Why are applications/resumes limited in predicting work performance?

  • How are weighted job application forms different from regular job application forms?

  • How are work samples used to screen potential employees? What are the benefits of using work samples?

  • What are the four types of information that can be provided by references or letters of recommendation?

  • Why are references or letters of recommendation only of “limited importance”? In other words, why are they often not good indicators of actual job performance?

  • What is reliability and why is it important that employee screening tests are reliable?

  • What is test-retest reliability?

  • How are “parallel forms” used to test the reliability of employee screening tests?

  • What are the two methods that can be used to test the “internal consistency” of employee screening tests?

  • What is validity and why is it important that employee screening tests are valid?

  • What is content validity and how is it assessed?

  • What is construct validity and how is it assessed?

    • How does convergent and divergent validity play a role in this?

  • What is criterion-related validity and how is it assessed?

    • What is the follow-up method of assessing predictive validity? What are advantages and disadvantages to using this approach?

    • What is the present-employee method of assessing concurrent validity? What are advantages and disadvantages to using this approach?

  • What are considerations to make when choosing between different test formats (i.e., individual vs. group tests, speed vs. power tests, paper-and-pencil vs. performance tests) for employee screening tests?

  • What is biodata? Why is it sometimes problematic to ask potential employees about this type of information?

  • What are cognitive ability tests?

    • What are criticisms of using such tests for employee selection?

    • How might the use of cognitive ability tests for employee selection be discriminatory?

  • What are mechanical ability tests? When is it beneficial to use such tests for employee selection?

  • What are motor and sensory ability tests?

  • What are work sample tests? What are the advantages to using such tests for employee selection?

  • What has research shown about the use of personality tests in predicting job performance?

  • What personality characteristics tend to be good predictors of good job performance?

  • What is emotional intelligence and why might it be useful to screen some employees for this?

  • Why is the polygraph not a good indicator of lying?

  • What are “integrity tests”? What has research shown about their effectiveness in predicting employee dishonesty?

  • How do “test batteries” help screening tests to work more effectively in predicting job performance?

  • Why is it important that employee screening tools have high validity generalization?

  • Why is it important that employee screening tools have high test utility?

  • Why is it not true that employee tests can be easily “faked”?

  • What are assessment centers and what purposes do they serve for companies?

  • What are problems with the validity of job interviews?

  • What are variations on the traditional job interview (situational interview, behavior description interview, etc…)?

  • What are problems with the accuracy and reliability of job interviews?

  • How do snap judgements and contrast effects bias job interview evaluations?



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