STD Exam 2

information from reference checks

Can be sued for a reference check if

if past employers do not want to share reference checks try

big 5 personality assesment measures

sociability, assertiveness, optimism

calmness, confidence

courtesy, flexibility, trust

responsibility, dependability

intellect, culture

core self evaluation measures

An action-oriented trait affecting salary, rate of promotions, use oftransformational leadership, entrepreneurial intentions and jobperformance
; Includes:1. a desire for control;2. taking charge at work;3. above-average cognitive skills;4. high self-efficiency;5. setting challenging goals;6. opportunity seeking and breaking things that merit breaking;7. independent judgement combined with willingness to speak out;8. being an early riser; and9. assessing the probable success of proactive behaviour

most common methods to measure personality

A series of brief items asking respondents to use a multiple-choice format to indicate personal information aboutthoughts, emotions, past experiences (Ex: “I am happy”) Answer choices: agree, undecided, disagree

Most commonly used are NEO-Personality Inventory, andPersonality Characteristics Inventory (PCI) PCI has 150 multiple choice items using Five-Factorinventories; (Answers: agree, undecided, disagree)

Test-takers must choose the most liked item of 2-4 equallydesirable items

Require verbal responses, but major differences; questionsand answers are intentionally ambiguous, instructions briefand vague

reasons to use judgement of observers

types of ability tests

cognitive ability test measure

cognitive abilities test
A multiple choice test with 50 items Covers vocabulary, common sense reasoning, formalsyllogisms, arithmetic, analogies, more Primary factor measured by test is verbal comprehension,then deduction and numerical 2 forms of Wonderlic: Quicktest (WPT-Q) is short, unproctored (internet) WPT-R arranged in order of ascending difficulty; must beproctored

three main factors tested in a mechanical ability test

mechanical ability test methods

The most widely used for more than 50 years in jobs formanufacturing, production, energy, utilities, automotivemechanic, engineer, repair, technical sales & more Questions measure respondent’s ability to perceive andunderstand the relationship of physical forces andmechanical elements in practical situations

a clerical ability test
Since 1933, the prototype of clerical ability tests and mostwidely used Brief, easily administered & scored One form consisting of 2 separately timed and scoredsubtests: number checking & name checking Score is the number right minus the number wrong

what groups should be considered when making a physical abilities test

Resemble actual parts of the job Also known as performance tests Look for behavioral consistency through signs & samples Described by content & fidelity

limitations of simulation tests

Simulation tests used for selection of managers,professionals and executives Done in groups (6-12) Series of devices

a paper-and-pencil test designed to replicateadministrative tasks for job

designed to representmanagerial activities requiring interaction of small groups ofindividuals to solve a problem successfully; no leader for thegroup is named