Term
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Definition
measurement (“metric”)
of properties of the mind
(from the Greek word
“psyche”). The standard
used to measure the
quality of psychological assessments |
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Term
|
Definition
A standard for evaluating
tests that refers to the
consistency, stability,
or equivalence of test
scores. Often contrasted
with validity. As a
rule, reliability coefficients around .70 are professionally acceptable |
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Term
|
Definition
A type of reliability that
reveals the stability
of test scores upon
repeated applications of the test |
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Term
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Definition
| reflects the stability of the test over time. |
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Term
| Equivalent-form reliability |
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Definition
A type of reliability that
reveals the equivalence
of test scores between
two versions or forms of the test |
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Term
coefficient of
equivalence |
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Definition
reflects the extent to which the two forms are equivalent measures of the
same concept |
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Term
| Internal-consistency reliability |
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Definition
A type of reliability that
reveals the homogeneity
of the items comprising
a test. |
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Term
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Definition
researcher divides the items in half, Each person gets two sets of scores
which are correlated. |
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Term
| Cronbach’s alpha or Kuder-Richardson 20 |
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Definition
response to
each item is correlated with the response to every other item. |
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Term
|
Definition
A type of reliability that
reveals the degree of
agreement among the
assessments of two or
more raters |
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Term
|
Definition
A standard for
evaluating tests that
refers to the accuracy
or appropriateness
of drawing inferences
from test scores.
Often contrasted with
reliability. |
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Term
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Definition
The degree to which a
test is an accurate and
faithful measure of the
construct it purports to
measure. |
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Term
| convergent validity coefficients |
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Definition
| reflect the degree to which scores converge in assessing a common concept |
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Term
| divergent validity coefficients |
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Definition
reflect the degree to which
scores diverge from each other in assessing unrelated concepts |
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Term
Criterion-related
validity |
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Definition
The degree to which
a test forecasts or is
statistically related to a
criterion. |
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Term
| concurrent criterion-related validity |
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Definition
| how well a predictor can predict a criterion at the same time there is no time interval between collecting the predictor and criterion data |
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Term
| predictive criterion-related validity |
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Definition
collect predictor information
and use it to forecast future criterion performance |
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Term
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Definition
A statistical index (often expressed as a correlation coefficient)
that reveals the degree of association between
two variables. desired range > .30 |
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Term
|
Definition
The degree to which
subject matter experts
agree that the items in a
test are a representative
sample of the domain
of knowledge the test
purports to measure. |
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Term
|
Definition
The appearance that
items in a test are
appropriate for the
intended use of the test
by the individuals who
take the test. |
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Term
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Definition
Method of assessment in
which the responses to
questions are recorded
and interpreted but are
not evaluated in terms
of their correctness, as
in a vocational interest
inventory. |
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Term
|
Definition
A type of test that has
a precise time limit; a
person’s score on the test
is the number of items
attempted in the time
period. |
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Term
|
Definition
A type of test that usually
does not have a precise
time limit; |
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Term
|
Definition
test that
requires the test taker
to exhibit physical skill
in the manipulation of
objects |
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Term
Mental
Measurements
Yearbooks (MMY) |
|
Definition
A classic set of reference
books in psychology
that provide reviews and
critiques of published
tests in the public
domain. |
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Term
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Definition
The symbol for “general
mental ability,” which
has been found to be
predictive of success in
most jobs. |
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Term
|
Definition
personality in
terms of fi ve major
factors: neuroticism,
extraversion, openness
to experience,
agreeableness, and
conscientiousness. |
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Term
|
Definition
test that
purports to assess a
candidate’s honesty or
character. |
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Term
|
Definition
test that
describes a problem
to the test taker and
requires the test taker
to rate various possible
solutions in terms
of their feasibility or
applicability. |
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Term
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Definition
questions are different
across all candidates. |
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Term
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Definition
questions are consistent
across all candidates. |
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Term
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Definition
candidates
are presented with a
problem and asked how
they would respond |
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Term
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Definition
candidate
demonstrates
profi ciency on a task
representative of the
work performed in
the job. |
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Term
|
Definition
A method of assessment
in which examinees
are presented with a
problem and asked how
they would respond
to it. |
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Term
|
Definition
A technique for assessing
job candidates in a
specifi c location using
a series of structured,
group-oriented
exercises that are
evaluated by raters. |
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Term
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Definition
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Term
|
Definition
A method of assessment
in which characteristics
of a person’s handwriting
are evaluated and
interpreted. |
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Term
|
Definition
A designation for
members of society
who are granted
legal status by virtue
of a demographic
characteristic, such as
race, sex, national origin,
color, religion, age, and
disability. |
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Term
|
Definition
A type of unfair
discrimination in which
the result of using a
particular personnel
selection method
has a negative effect
on protected group
members compared
with majority group
members. |
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Term
|
Definition
A type of unfair
discrimination in
which protected
group members are
afforded differential
employment procedures
compared to members
of other groups. |
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Term
|
Definition
A goal of staffi ng
whereby demographic
differences in society
are reflected in the
workforce. |
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Term
Diversity-validity
dilemma |
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Definition
The paradox of
organizations being
unable to simultaneously
hire the most qualifi ed
applicants and members
of the full range of
demographic groups that
populate society. |
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Term
|
Definition
A social policy that
advocates members of
protected groups will be
actively recruited and
considered for selection
in employment. |
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Term
|
Definition
A statistical procedure
used to predict one
variable on the basis of
another variable. |
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Term
|
Definition
The degree of
predictability (ranging
from 0 to 1.00) in
forecasting one variable
on the basis of two or
more other variables. |
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Term
Multiple regression
analysis |
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Definition
A statistical procedure
used to predict one
variable on the basis
of two or more other
variables. |
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Term
|
Definition
the degree to which a
predictive relationship
empirically established
in one context spreads
to other populations or
contexts. |
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Term
|
Definition
The process of
determining those
applicants who are
selected for hire versus
those who are rejected. |
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Term
|
Definition
A score on a test that
differentiates those who
passed the test from
those who failed; |
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Term
|
Definition
A numeric index ranging
between 0 and 1 that
refl ects the selectivity of
the hiring organization in
fi lling jobs; the number
of job openings divided
by the number of job
applicants. |
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Term
|
Definition
The percentage of
current employees in a
job who are judged to
be performing their jobs
satisfactorily. |
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Term
|
Definition
A standard that
separates successful
from unsuccessful job
performance. |
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Term
|
Definition
individuals who were
correctly selected
for hire because they
became successful
employees. |
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Term
|
Definition
individuals who were
correctly rejected for
employment because
they would have been
unsuccessful employees. |
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Term
|
Definition
individuals who were
incorrectly rejected for
employment because
they would have been
successful employees. |
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Term
|
Definition
individuals who were
incorrectly accepted for
employment because
they were unsuccessful
employees. |
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Term
|
Definition
A method of interpreting
test scores such that
scores of different
magnitude in a numeric
range or band (e.g.,
90–95) are regarded as
being equivalent. |
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Term
|
Definition
the economic value of making
personnel decisions. |
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Term
|
Definition
The process of assigning
individuals to jobs based
on one test score. |
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Term
|
Definition
The process of assigning
individuals to jobs based
on two or more test
scores. |
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Term
|
Definition
The process through
which the knowledge
and skills of employees
are enhanced. |
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Term
|
Definition
The process by which
change in knowledge or
skills is acquired through
education or experience. |
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Term
|
Definition
A body of knowledge
about facts and things. |
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Term
|
Definition
The body of knowledge
acquired as a result of
learning. |
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Term
|
Definition
knowledge
about how to use
information to
address issues and
solve problems. |
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Term
| perceptual speed abilities |
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Definition
Th e individual develops
a basic understanding of how to perform the task but seeks a more efficient method
for accomplishing the task with minimal attentional eff ort. |
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Term
|
Definition
The most basic
computer-based training
that provides for selfpaced
learning. |
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Term
Intelligent tutoring
systems |
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Definition
A sophisticated type of
computer-based training
that uses artifi cial
intelligence to customize
learning to the individual. |
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Term
Interactive
multimedia training |
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Definition
A type of computerbased
training that
combines visual and
auditory information
to create a realistic
but nonthreatening
environment. |
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Term
|
Definition
computerbased
training that
uses three-dimensional
computer-generated
imagery. |
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Term
|
Definition
training
that simulates a business
environment with
specifi c objectives to
achieve and rules for
trainees to follow. |
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Term
|
Definition
training
that makes use of
imitative learning and
reinforcement to modify
human behavior. |
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Term
|
Definition
A system of training in
which employees are
encouraged to make
errors, and then learn
from their mistakes. |
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Term
|
Definition
process by which
individuals serving
in management or
leadership positions
are trained to better
perform the job. |
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Term
|
Definition
A concept behind
facilitating relationships
among people of
different cultures based
on them relinquishing
their individual cultural
identities to form a
new, unified culture as
a means of coexisting. |
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Term
|
Definition
A concept behind
facilitating relationships
among people of
different cultures based
on them retaining
their individual cultural
identities as a means
of coexisting. |
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Term
Cultural diversity
training |
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Definition
training
directed at improving
interpersonal sensitivity
and awareness of
cultural differences
among employees. |
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Term
|
Definition
focus on an awareness of diversity and the personal factors
that most strongly influence our behavior toward others |
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Term
|
Definition
emphasizes changing organizational policies and
individual behaviors that limit employee productivity |
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Term
|
Definition
| employee who serves on an overseas assignment |
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Term
|
Definition
Unwelcome sexual
advances, requests
for sexual favors, and
other verbal or physical
conduct of a sexual
nature that creates an
intimidating, hostile,
or offensive work
environment. |
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Term
Quid pro quo sexual
harassment |
|
Definition
A legal classification of
harassment in which
specified organizational
rewards are offered
in exchange for sexual
favors. |
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Term
Hostile environment
sexual harassment |
|
Definition
A legal classifi cation
of sexual harassment
in which individuals
regard conditions in
the workplace (such
as unwanted touching
or off-color jokes)
as offensive. |
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Term
|
Definition
An individualized
developmental process
for business leaders
provided by a trained
professional |
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Term
|
Definition
The degree of
generalizability of the
behaviors learned
in training to those
behaviors evidenced on
the job that enhance
performance. |
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Term
|
Definition
A standard for judging
the effectiveness of
training that refers to
the reactions or feelings
of individuals about the
training they received. |
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Term
|
Definition
A standard for judging
the effectiveness of
training that refers to
the amount of new
knowledge and skills
acquired through
training. |
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Term
|
Definition
A standard for judging
the effectiveness of
training that refers to
changes in performance
that are exhibited on the
job as a result of training. |
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Term
|
Definition
A standard for judging
the effectiveness of
training that refers to
the economic value
that accrues to the
organization as a
function of the new
behaviors exhibited on
the job. |
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