Lecture 7, Test Utility and Legal Issues, Full Slides, Oct. 29, 2009

Lecture 7, Test Utility and Legal Issues, Full Slides, Oct. 29, 2009

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The Psychology of People, Work, and Organizations Psychology 2060 Exam Review, Test Utility, & Legal Issues October 29 th , 2009 Cell Phones!!!
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Exam 1 Results See handout for class average, SD. Grading procedures: Exam graded out of 57 62 questions on original exam. 1 deleted before exam began. 4 deleted because of poor Item Discrimination Cross Validate all results in making decisions.
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Exam 1 Results First, look at items where more than 33% of the class did poorly. Item Discrimination Analysis: Did people scoring in the top 50 th percentile on the exam do better on a given question than did people in the lower 50 th percentile on the exam? A good item will have more correct answers from people scoring in the top half of the class (upper 50 th percentile)
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Exam 1 Results A B C D > 50 th 15 3 4 27 < 15 2 6 27 A B C D > 50 th 25 9 8 8 < 50 th 16 10 17 7
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Exam 1 Results A B C D > 50 th 5 3 27 15 < 13 10 13 14 A B C D > 50 th 3 3 43 1 < 16 5 18 11
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Exam 1 Results A B C D E > 50 th 35 3 0 0 12 < 50 th 15 15 3 8 9 Dropped : Ammerman technique Tasks linked to KSAOs Faking Cronbach Alpha Before the test: resumes.
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The Psychology of People, Work, and Organizations Psychology 2060 Test Utility
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8 The Utility of Using a Test will be Greatest When. .. UTILITY: How useful is the test? (a cost-benefit analysis, what happens with and without the test You have many job openings You have many more applicants than openings You have high test validity There are high dollar values associated with individual differences in job performance. Tenure on the job is high
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9 Common Utility Methods Proportion of Correct Decisions (Decision Accuracy) Taylor-Russell Tables Lawshe Tables The Brogden-Cronbach-Gleser Model
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Proportion of Correct Decisions Can look at various proportions to determine how much accuracy the test provides in deciding who to hire and who not to hire. Can do this if you know employee or applicant test scores and criterion scores (e.g., job performance scores). See following graphs…
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Success Fail Criterion (e.g., Job Performance) Misses Correct Rejections Hits False Alarms 1. 2. 4. 3. Reject Hire Test Score Q1 = False negatives (incorrect rejections); Q2 = True positives (correct acceptances); Q3 = False acceptances (incorrect acceptances); Q4 = True negatives (correct
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9 x 8 x 7 x x x x x 6 x x x x 5 I x II 4 x x x x 3 x x 2 x 1 IV x III 1 2 3 4 5 6 7 8 9 Test Scores Criterion Score (y)
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Proportion of Correct Decisions: Overall Decision Accuracy Effectiveness with test (Q2+Q4)/ (Q1+Q2+Q3+Q4) = 11/19 = .58 -58% accurate Effectiveness without test (Q1+Q2)/ (Q1+Q2+Q3+Q4) = 9/19 = .47 47% accurate Improvement .58 - .47 = .11 11% increase in overall accuracy by using the test Q1   (false -)  x   x     x       x  Q2  (true +)      x    x  x          x    x    Q4  (true -)   x     x   xx         x x  Q3  (false +)     x   x     x      x  1 2 3 4 5 6 7 8 9 Test Score (x) Criterion Score (y)        2          4                              8       10 
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This note was uploaded on 04/11/2010 for the course BUSINESS CSIT126 taught by Professor Dfaad during the Spring '09 term at Aarhus Universitet.

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Lecture 7, Test Utility and Legal Issues, Full Slides, Oct. 29, 2009

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