INDUSTRIAL PSYCH EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
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INDUSTRIAL PSYCH
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INDUSTRIAL PSYCH
INDUSTRIAL PSYCH EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
What is internal consistency reliability?
Refers to how well the multiple measures for the same subject agree. Differences in scores reflect error or unreliability.
What is inter-rater reliability?
It i...
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INDUSTRIAL PSYCH EXAM QUESTIONS AND ANSWERS
WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
What is internal consistency reliability?
Refers to how well the multiple measures for the same subject agree. Differences in
scores reflect error or unreliability.
What is inter-rater reliability?
It is the extent to which ratings by two or more raters are related to one another.
What is test-retest reliability?
Refers to the consistency of measurement when it is repeated over time.
Reliability and the different ways of assessing reliability (test-retest, internal
consistency, inter-rater reliability).
IS the consistency of measurement across repeated observations of a variable for the
same subject.
The differences between the various types of tests used as predictors (group vs.
individual, closed-ended vs. open-
ended, power vs. speed, paper-and-pencil vs. performance)
The various types of predictors discussed in class and in the text, what they
measure and predict, and how well
(criterion-related validity) they predict criteria. These include cognitive ability
tests, psychomotor ability tests,
knowledge and skill tests, personality tests, emotional intelligence tests, integrity
, tests, vocational interest tests, drug
testing, credit checking, biographical information, interviews, work samples,
assessment centers, and letters of
recommendation.
Technology and assessment including electronic administration of psychological
tests, gamification and simulation,
electronic interviewing, using social media for assessment, and computer
adaptive testing.
The steps for acquiring new employees and issues related to the planning of HR
needs and recruiting applicants.
The steps of conducting a validation study. Understand how validity
generalization fit into the selection process and
know the difference between across-job and across-organization validity
generalization.
How multiple hurdles, multiple regression, and multiple cutoff approaches are
used when deciding how to combine
predictor information to make selection decisions.
The influence of selection ratio, baserate, and validity on the selection process
(also be able to read and interpret the
Taylor-Russell tables).
Errors in prediction (false positives and false negatives) that occur when a
predictor has less than perfect criterion-
related validity and why organizations want to avoid these errors.
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