PSYC 120 Lecture Notes - Lecture 4: Conscientiousness, Internal Consistency, Convergent Validity
17 Sep 2015
School
Department
Course
Professor
Document Summary
What they can ask you on a job interview. Personality inventory -neo p-i: a good personality test must be. , valid, reliable, bias-free, theoretically sound and research-backed to confirm relationships to certain outcomes, clear in specifications about conditions, populations, and cultures to which it applies. Generalizability across time, items, and raters a. i: kinds (pg 80-81) Internal consistency: temporal consistency, test-retest c, parallel-forms, split-half. Extent to which test measures what it is supposed to measure: characteristics, grounded in research evidence, correlated with some standard. Establishes boundaries or limitations of test: cannot be administered for anything other than intended use, valid only for intended population. Used by about one-third of employers as part of a. b. hiring process c. d. Can it identify persons who will perform well in job. Openness: index of basic performance (e. g. , tardiness, absenteeism): conscientiousness, success in customer service positions:
