# PSYCH339 Study Guide - Midterm Guide: Criterion Validity, Job Performance

206 views2 pages

10 Aug 2016

School

Department

Course

Professor

Review

Three constructs that capture job performance

Task

Counterproductive work behaviours

Work citizenship behaviour

GMA, conscientiousness, integrity = all predictors of job performance

Inter-correlation of predictors (GMA, conscientiousness, integrity) should be small

because you don’t want them to be redundant with each other

When given a case like this, look for:

How correlated it is with job performance (criterion validity)

How correlated with it with each other

Regression

B = weights

Predicted performance = b (GMA) + b (conscientiousness) + b (integrity)

Regression tells us how much to weigh each predictor

So if you run regression, it could tell you that GMA = 2, conscientiousness = 1

and integrity = 0.5

GMA x weight Consci x

weight

Integrity x

weight

A 10 x 2 10 x 1 10 x 0.5 35

B 20 x 2 20 x 1 20 x 0.5 70

C

...

Z

R = more than one predictor and it’s a stronger than each predictor by itself because

Shrinkage if we apply these weights (from above) to other predictors validity will

decrease

R (from cross validation) =< R (derivation original sample)

Which causes decrease in validity called shrinkage

This happens because weights are too specified

find more resources at oneclass.com

find more resources at oneclass.com