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Lecture 3b Testing - SPC 104 Organisational Psychology...

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Unformatted text preview: SPC 104: Organisational Psychology Department of Psychology School of Health and Natural Sciences Sunway University College Year 1 Semester 3 Lecture 3b: Employee Recruitment (Testing) Predicting Performance Using Applicant Ability Cognitive Ability Tests • High validity (g = .40 - .60) • Single best predictor job performance • Too simplistic to predict complexities of performance Perceptual Ability Tests • Vision (near, far, night, peripheral) • Depth perception • Glare sensitivity • Hearing (sensitivity, auditory attention, sound localization) Psychomotor Ability Tests • Dexterity (finger, manual) • Control precision • Multilimb coordination • Response control • Reaction time • Arm-hand steadiness • Wrist-finger speed • Speed-of-limb movement Physical Ability Test • Used for jobs with high physical demands • Three Issues o Job relatedness o Passing scores o When the ability must be present • Two common ways to measure o Simulations o Physical agility tests Physical Ability Test • Dynamic strength (strength requiring repetitions) • Trunk strength (stooping or bending over) • Explosive strength (jumping or throwing) • Static strength 1 • • • • • Dynamic flexibility (speed of bending or stretching) Extent flexibility (Degree of bending or stretching) Gross body equilibrium (balance) Gross body coordination (coordination) Stamina Predicting Performance Using Applicant Skill Work Samples • Applicants perform tasks that replicate actual job tasks • Advantages o Directly related to the job o Better at predicting actual job performance o Less adverse impact than cognitive ability o Provide realistic job previews • Disadvantages o Can be expensive to develop and maintain o Limited to blue-collar jobs (mechanical trades) o Time consuming Situational Exercises • For managerial and professional jobs • Family of tests but assess only part of the job: o Problem-solving ability o In-basket techniques o Leaderless group • Provide description of the problem o applicant describes how they would deal with it Mechanical Aptitude Tests • Manufacturing/ production jobs • Bennett-Mechanical Comprehension Test (1980) Predicting Performance Using Applicant Personality and Characteristics Personality Inventories • No ‘right v. wrong’ answers • Scale scores to predict job success • Type –Myers Briggs Type Indicator (MBTI) o 16 Types relating to job-role preferences • NEO-PI • Can-do = IQ = “g-factor” & Will-do = Big 5 = “p-factor” Integrity Test 2 • • • Assess honesty, character and integrity Personality – (conscientiousness and emotional Stability) Rarity of stealing (2-3% employees) poses statistical problem Drug Testing • Substance abuse is major global problem • Two types of assessments o Screening test o Confirmation test • Problems of reliability and validity Four major evaluative standards to organize • Validity • Fairness • Applicability • Cost 3 ...
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