io 5

44問 • 2年前

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the applicant performs actual job-related tasks. ● when a simulation does not involve a situational exercise

work samples

applicants meet in small groups and are given a job-related problem to solve or a job-related issue to discuss without a leader.

leaderless group discussions

exercise found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization. Ex. center placed computer programming applicants into small groups and asked them to develop a proposal for a new iPhone application.

business game

where applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators.

assessment centers

assessment center exercise designed to simulate the types of daily information that come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information. ● applicant is asked to go through the basket and respond to the paperwork as if he were actually on the job.

in-basket technique

holds paperwork that must be handled

"in" level

contains completed paperwork.

"out" level

exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job. ● real backbone of the assessment center (in-action)

simulation

method of selection involving application blanks that contain questions that research has shown will predict job performance. ● considers an applicant’s life, school, military, community, and work experience.

biodata

obtaining information from employee/personnel files on employees’ previous employment, education, interests, and demographics.

file approach

biographical questionnaire that is administered to all employees and applicants.

questionnaire approach

division of employees into groups based on high and low scores on a particular criterion.

criterion group

, for scoring biodata in which the percentage of unsuccessful employees responding in a particular way is subtracted from the percentage of successful employees responding in the same way.

vertical percentage method

, group of employees who were used in creating the initial weights for a biodata instrument. ● used to form the weights

derivation sample

, group of employees who are not used in creating the initial weights for a biodata instrument but instead are used to double-check the accuracy of the initial weights (and items).

hold-out sample

A psychological assessment designed to measure various aspects of an applicant’s personality.

personality inventory

measure the traits exhibited by normal individuals in every- day life.

tests of normal personality

most widely used objective test of psychopathology ● items were administered to psychologically healthy people and to people known to have certain psychological problems such as paranoia.

Minnesota Multiphasic Personality Inventory-2

(bright, inquisitive)

openness to experience

(reliable, dependable)

conscientiousness

(outgoing, friendly)

extraversion

subfactors of extraversion

enthusiasm, assertiveness

(works well with others, a team player)

agreeableness

not anxious, tense)

emotional stability

determine whether individuals have serious psychological problems (depression etc.)

tests of psychopathology

a subjective test in which a subject is asked to perform relatively unstructured tasks, such as drawing pictures, and in which a psychologist analyzes his or her responses.

projective tests

projective personality test in which test-takers are shown pictures and asked to tell stories. It is designed to measure various need levels.

Thematic Apperception Test

type of personality test that is structured to limit the respondent to a few answers that will be scored by standardized keys.

objective tests

psychological test designed to identify vocational areas in which an individual might be interested. ● useful in vocational counseling

interest inventory

helping an individual choose and prepare for the most suitable career.

vocational counseling

popular interest inventory used to help people choose careers.

Strong Interest Inventory (SII)

psychological test designed to predict an appli- cant’s tendency to steal.

integrity tests or honesty test

, electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions.

polygraph

, electronic test to determine honesty by measuring an individual’s voice changes after being asked questions.

voice stress analyzer

type of honesty test that asks ques- tions about applicants’ attitudes toward theft and their previous theft history.

overt integrity test

, type of honesty test that measures personality traits thought to be related to antisocial behavior ● related to a wide range of counterproductive behavior such as theft, absenteeism, and violence.

personality-based integrity test

amount of goods lost by an organization as a result of theft, breakage, or other loss.

shrinkage

test designed to reduce faking by asking test-takers to select the reason that best explains a statement.

conditional reasoning tests

method of measuring personality by looking at the way in which a person writes.

Graphology or handwriting analysis

, tests that indicate whether an applicant has recently used a drug. ● one of the most controversial testing methods

drug testing

, consist of an interview by a clinical psychologist, an examination of the applicant’s life history, and the administration of one or more of the psychological tests.

psychological exams

, the physician is given a copy of the job description and asked to determine if there are any medical conditions that will keep the employee from safely performing the job.

medical exams

letter from an organization informing the applicant that he or she will not receive a job offer.

rejection letter

which is not a self-report

interest inventory

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

valerie · 100問 · 2年前

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders