Psychology 3610F/G Lecture Notes - Lecture 3: Internal Consistency, Job Performance, Job Interview

• School: Western University
• Department: Psychology
• Course: Psychology 3610F/G
• Professor: Richard Goffin

Document Summary

Evaluating a person"s job performance is similar to administering a test: important decisions are made as a result of this test , job performance ratings should be evaluated just like any other test . Fundamental perspective of job performance measurement: job performance dimensions are abstract or latent conctructs (conceptual criteri). We have to use some type of test (eg, ratings) as indicators of the dimensions, Performance ratings are imperfect indicators of the dimensions they seek to represent. Reliability: what is it: the consistency of stability of the performance scores. The proportion of variance in the performance ratings scores is systematic and hopefully attributable to the construct of interest (job performance: the rest of the variance is assumed to be random error . Different ways of testing reliability: test-retest reliability. Common method of estimating: rate the performance of a sample of employees at two separate points in time, compute the correlations between two sets of performance ratings.