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| effectiveness of a test in predicting an individual's behavior in specific situations. |
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| a dependent or predicted measure for judging the effectiveness of persons, organizations, treatments or predictors of behavior, results, or organizational effectiveness. |
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| the theoretical construct or standard intended to represent the performance domain (good employee, good student) |
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| an attempt to quantify/operationalize the conceptual criterion (job performance ratings, gpa) |
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| the part of the conceptual criterion that is not measured by the actual criterion |
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| the part of the actual criterion that is unrelated to the conceptual criterion |
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| degree of overlap or similarity between the actual criterion and the conveptual criterion. extent to which the actual criterion effectively represents the conceptual criterion. |
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| objective criteria (hard) |
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| indicators/metrics of job performance that are relatively objective or factual in character |
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| subjective criteria (soft) |
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| indicators/metric of job performance that are the product of someon's subject ratings or judgments. |
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| production, sales, tenure, turnover, absenteeism, accidents, theft |
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| judgments made of an employees performance. ratings or rankings, multi source opinions. |
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| activities that contribute to the organizations technical core |
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| activities that shape the organizational, social, and psychological context. performing tasks that are not formally part of the job. greater good. |
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| what does criterion range from? |
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| extent to which the test may be said to measure a theoretical construct or trait. |
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Definition
| different measures of the same construct should be correlated or related to each other |
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| divergent or discriminate validity |
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Definition
| different measure of different constructs should not be correlated or realted to eachother. |
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Definition
| consistency or stability of scores/measure. consistency of scores obtained by the same person when examined with the same test on different occasions. based on correlation. |
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| it is an assessment of what the test measures and how well it does so. depends not only on the predictors, but also on the criterion |
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| Criterion related norm referenced |
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Definition
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| criterion related criterion referenced |
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Definition
| regression, expect, charts, utility analysis, contrast groups |
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| content related norm referenced |
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Definition
| mean, standard d, percentile |
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| content related criterion referenced |
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Definition
| % of test scores, (70%) angoff, |
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| most freq. used research design |
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Definition
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| most freq. used measurement |
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| sladerous written feedback |
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| assessment centers (dangerous espiionage) |
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| focuses exclusively on organizations actions and decisions (you'd be lucky to be with me) |
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| highlights the role of candidates actions and decisions as well as fit and timing |
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Definition
| attraction, selection, attrician |
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| stablity/consistency of a measure |
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Definition
| what this measures is what it said it measures |
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Definition
| effectiveness of a task predicting behavior in specific situations |
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| all forms of validity range from |
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| extent that it measures rational evaluations |
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Definition
| said that the test may be said to measure a theoretical construct or trait |
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| criterion designs: predictive |
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Definition
| usually used on applicants (has time lag) |
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| criterion designs: concurrent |
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Definition
| completed by uncumbants (Artificially inflated) |
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| criterion designs: posdictive |
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Definition
| gets job scores then test scores |
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