Management and Organizational Studies 1021A/B Lecture Notes - Lecture 3: Conscientiousness, Criminal Record, Job Performance

• School: Western University
• Department: Management and Organizational Studies
• Course: Management and Organizational Studies 1021A/B
• Professor: Sarah Ross

Document Summary

Steps in the selection process: screen applications and resumes, test and review work samples. Interview: check references and background, make a selection. Reliability: the extent to which a measurement generates consistent results. Ex. a test of someone"s physical strength should generate similar scores when measured on two occasions two weeks apart. Validity: the extent to which performance on a measure is related to what the measure is designed to assess. Ex. shoe size is not a valid indicator of who is or isn"t a good performer at work. There should be high correlation between newly developed intelligence test and existing measures of intelligence: discriminant validity scores on a test are unrelated to scores on tests of other constructs. There should be weak correlation between scores on different tests (intelligence test vs. personality test) Criterion-related validity degree to which a test forecasts or is statistically related to a criterion. In selection, our criterion is often job performance: predictive validity, concurrent validity.