PSYC 31773 Lecture Notes - Lecture 4: Conscientiousness, Machiavellianism, Employment Testing
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Predictors: Psychological assessments
Predictor- variable used to forecast a criterion
Psychometric criteria
oReliability
oValidity
Reliability
Consistency and stability of measurement
Four types
oTest-retest reliability- coefficient of stability
oEquivalent form reliability- coefficient of equivalence
oInternal consistency reliability- homogeneous content
Split half reliability
Crobach’s alpha or kuder-richardson 20
oInter rater reliability- when people make judgements
Validity
Accuracy of measurement
Construct validity- single unitary concept
oContinuous process of verifying the accuracy of inferences among concepts
oConvergent validity
oDivergent validity
Criterion related validity- degree to which tests are related to or can predict something
oConcurrent criterion- if predictors are related when measured at the same time
oPredictive criterion- if one thing is related to something that happens later on in
time
Content validity- degree to which SME agree that test items represent what the test is
supposed to measure
oRepresentative sample of subject domain
oExperts judge validity
Face validity- test takers judge validity
Predictor Development
Measure construct directly or via a sample of behavior
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Measure current or past behavior
The Purpose of Testing
Tests have right answers
Low stakes vs moderate stakes vs high stakes testing
Test Content
Intelligence
oConcept of g 9general mental ability)
Single best predictor of job performance
oMultiple intellectual abilities
oAcademic vs practical vs creative intelligence
Mechanical aptitude
oBennett-mechanical test
Personality
oNo right or wrong answers
oScale scores used to predict job success
oBig 5 personality theory
Emotional stability
Extraversion
Openness to experience
Agreeableness
Conscientiousness
oDark triad
Machiavellianism- get their way through manipulation
Narcissism- inflated sense of self importance
Psychopath – lack concern for others
Integrity- figure out how honest someone is being
oOvert
oPersonality based
oMore predictive of counterproductive work behavior
Situational judgement- given a hypothetical problem and asked what you would do
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Document Summary
Four types: test-retest reliability- coefficient of stability, equivalent form reliability- coefficient of equivalence, internal consistency reliability- homogeneous content. Crobach"s alpha or kuder-richardson 20: inter rater reliability- when people make judgements. Construct validity- single unitary concept: continuous process of verifying the accuracy of inferences among concepts, convergent validity, divergent validity. Content validity- degree to which sme agree that test items represent what the test is supposed to measure: representative sample of subject domain, experts judge validity. Measure construct directly or via a sample of behavior. Low stakes vs moderate stakes vs high stakes testing. Intelligence: concept of g 9general mental ability) Single best predictor of job performance: multiple intellectual abilities, academic vs practical vs creative intelligence. Personality: no right or wrong answers, scale scores used to predict job success, big 5 personality theory. Integrity- figure out how honest someone is being: overt, personality based, more predictive of counterproductive work behavior.