io 6

47問 • 1年前

valerie

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問題一覧

extent to which a score from a test or from an evaluation is consistent and free from error.

reliability

, extent to which repeated administration of the same test will achieve similar results.

Test-retest reliability

, test scores are stable/consistent across time and not highly susceptible to such random daily conditions as illness, fatigue, stress, or uncomfortable testing conditions.

temporal stability

, amount of anxiety that an individual normally has all the time.

trait anxiety

, amount of anxiety an individual has at any given moment.

state anxiety

extent to which two forms of the same test are similar.

alternate-forms reliability

, method of controlling for order effects by giving half of a sample Test A first, followed by Test B, and giving the other half of the sample Test B first, followed by Test A.

counterbalancing

, extent to which the scores on two forms of a test are similar.

form stability

, extent to which responses to the same test items are consistent.

item stability

, extent to which similar items are answered in similar ways.

internal consistency

, extent to which test items measure the same construct.

item homogeneity

statistic used to determine internal reliability of tests that use items with dichotomous answers

Kuder-Richardson Formula 20

, form of internal reliability in which the consistency of item responses is determined by comparing scores on half of the items with scores on the other half of the items.

Split-half method

, used to correct reliability coefficients resulting from the split-half method.

Spearman-Brown prophecy formula

, statistic used to determine internal reliability of tests that use interval or ratio scales.

Coefficient alpha

, extent to which two people scoring a test agree on the test score, or the extent to which a test is scored correctly.

Scorer Reliability

, degree to which inferences from test scores are justified by the evidence.

Validity

, extent to which tests or test items sample the content that they are supposed to measure.

Content validity

, extent to which a test score is related to some measure of job performance called criterion.

Criterion Validity

, form of criterion validity that correlates test scores with measures of job performance for employees currently working for an organization.

concurrent validity

, form of criterion validity in which test scores of applicants are compared at a later date with a measure of job performance.

predictive validity

narrow range of performance scores that makes it difficult to obtain a significant validity coefficient.

restricted range

m, extent to which inferences from test scores from one organization can be applied to another organization.

Validity generalization

, form of validity generalization in which validity is inferred on the basis of a match between job components and tests previously found valid for those job components.

synthetic validity

, extent to which a test actually measures the construct that it purports to measure.

Construct Validity

, form of validity in which test scores from two contrasting groups “known” to differ on a construct are compared.

known-group validity

, extent to which a test appears to be job related/valid.

.face Validity

statements, such as those used in astrological forecasts, that are so general that they can be true of almost anyone.

barnum statements

series of tables based on the selection ratio, base rate, and test validity that yield information about the percentage of future employees who will be successful if a particular test is used.

taylor-russell tables

, percentage of applicants an organization hires

selection ratio

, percentage of current employees who are considered successful.

base rate

tables that use the base rate, test validity, and applicant percentile on a test to determine the probability of future success for that particular applicant.

lawshe tables

, method of ascertaining the extent to which an organization will benefit from the use of a particular selection system. ----------- monetary savings

utility formula

, group differences in test scores that are unrelated to the construct being measured.

Measurement Bias

, an employment practice that results in members of a protected class being negatively affected at a higher rate than members of the majority class. Adverse impact is usually determined by the four-fifths rule.

adverse impact

situation in which the predicted level of job success falsely favors one group over another.

predictive bias

characteristic of a test that significantly predicts a criterion for one class of people but not for another.

single group validity

. , characteristic of a test that significantly predicts a criterion for two groups, such as both minorities and nonminorities, but predicts significantly better for one of the two groups

differential validity

q, statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test score predicts the criterion.

multiple regression

, selecting applicants in straight rank order of their test scores. ● hiring the top scorers

Top-down selection

, method of making selection decisions in which a high score on one test can compensate for a low score on another test. For example, a high GPA might compensate for a low GRE score.

compensatory approach

, variation on top-down selection in which the names of the top three applicants are given to a hiring authority who can then select any of the three.

Rule of three

, minimum test score that an applicant must achieve to be considered for hire

Passing score

, selection strategy in which applicants must meet or exceed the passing score on more than one selection test.

multiple-cutoff approach

, selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test (starts on the least exp test).

multiple-hurdle m

statistical technique based on the standard error of measurement that allows similar test scores to be grouped. ● attempts to hire the top test scorers while still allowing some flexibility for affirmative action

banding

(SEM), number of points that a test score could be off due to test unreliability.

Standard error of measurement

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

valerie · 100問 · 2年前

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

100問 • 2年前

valerie

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

valerie · 100問 · 2年前

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

100問 • 2年前

valerie

AB PSY CHAP 4 ANXIETY

valerie · 71問 · 2年前

AB PSY CHAP 4 ANXIETY

ITC PERSON-CENTERED

ITC PERSON-CENTERED

itc

itc

io 2

io 2

psy ass 3

psy ass 3

C3 PSYASS

C3 PSYASS

io 5

io 5

psyass 4

psyass 4

psyass 5

psyass 5

psyass 6&7

psyass 6&7

psyass 6&7 pt2

psyass 6&7 pt2

io 7

io 7

io 8

io 8

io 9

io 9

io 9.2

io 9.2

io 10

io 10

DMH 1

DMH 1

io 10.2

io 10.2

io 11

io 11

DMH 2

DMH 2

io 11.2

io 11.2

io 12

io 12

psyass 11

psyass 11

io 13

io 13

io 13.2

io 13.2

io 14

io 14

14.2

14.2

PFA

PFA

AUDIT 1

AUDIT 1

audit 2

audit 2

audit 3

audit 3

問題一覧

extent to which a score from a test or from an evaluation is consistent and free from error.

reliability

, extent to which repeated administration of the same test will achieve similar results.

Test-retest reliability

, test scores are stable/consistent across time and not highly susceptible to such random daily conditions as illness, fatigue, stress, or uncomfortable testing conditions.

temporal stability

, amount of anxiety that an individual normally has all the time.

trait anxiety

, amount of anxiety an individual has at any given moment.

state anxiety

extent to which two forms of the same test are similar.

alternate-forms reliability

, method of controlling for order effects by giving half of a sample Test A first, followed by Test B, and giving the other half of the sample Test B first, followed by Test A.

counterbalancing

, extent to which the scores on two forms of a test are similar.

form stability

, extent to which responses to the same test items are consistent.

item stability

, extent to which similar items are answered in similar ways.

internal consistency

, extent to which test items measure the same construct.

item homogeneity

statistic used to determine internal reliability of tests that use items with dichotomous answers

Kuder-Richardson Formula 20

, form of internal reliability in which the consistency of item responses is determined by comparing scores on half of the items with scores on the other half of the items.

Split-half method

, used to correct reliability coefficients resulting from the split-half method.

Spearman-Brown prophecy formula

, statistic used to determine internal reliability of tests that use interval or ratio scales.

Coefficient alpha

, extent to which two people scoring a test agree on the test score, or the extent to which a test is scored correctly.

Scorer Reliability

, degree to which inferences from test scores are justified by the evidence.

Validity

, extent to which tests or test items sample the content that they are supposed to measure.

Content validity

, extent to which a test score is related to some measure of job performance called criterion.

Criterion Validity

, form of criterion validity that correlates test scores with measures of job performance for employees currently working for an organization.

concurrent validity

, form of criterion validity in which test scores of applicants are compared at a later date with a measure of job performance.

predictive validity

narrow range of performance scores that makes it difficult to obtain a significant validity coefficient.

restricted range

m, extent to which inferences from test scores from one organization can be applied to another organization.

Validity generalization

, form of validity generalization in which validity is inferred on the basis of a match between job components and tests previously found valid for those job components.

synthetic validity

, extent to which a test actually measures the construct that it purports to measure.

Construct Validity

, form of validity in which test scores from two contrasting groups “known” to differ on a construct are compared.

known-group validity

, extent to which a test appears to be job related/valid.

.face Validity

statements, such as those used in astrological forecasts, that are so general that they can be true of almost anyone.

barnum statements

series of tables based on the selection ratio, base rate, and test validity that yield information about the percentage of future employees who will be successful if a particular test is used.

taylor-russell tables

, percentage of applicants an organization hires

selection ratio

, percentage of current employees who are considered successful.

base rate

tables that use the base rate, test validity, and applicant percentile on a test to determine the probability of future success for that particular applicant.

lawshe tables

, method of ascertaining the extent to which an organization will benefit from the use of a particular selection system. ----------- monetary savings

utility formula

, group differences in test scores that are unrelated to the construct being measured.

Measurement Bias

adverse impact

situation in which the predicted level of job success falsely favors one group over another.

predictive bias

characteristic of a test that significantly predicts a criterion for one class of people but not for another.

single group validity

. , characteristic of a test that significantly predicts a criterion for two groups, such as both minorities and nonminorities, but predicts significantly better for one of the two groups

differential validity

q, statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test score predicts the criterion.

multiple regression

, selecting applicants in straight rank order of their test scores. ● hiring the top scorers

Top-down selection

, method of making selection decisions in which a high score on one test can compensate for a low score on another test. For example, a high GPA might compensate for a low GRE score.

compensatory approach

, variation on top-down selection in which the names of the top three applicants are given to a hiring authority who can then select any of the three.

Rule of three

, minimum test score that an applicant must achieve to be considered for hire

Passing score

, selection strategy in which applicants must meet or exceed the passing score on more than one selection test.

multiple-cutoff approach

, selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test (starts on the least exp test).

multiple-hurdle m

banding

(SEM), number of points that a test score could be off due to test unreliability.

Standard error of measurement