Incremental Validity

Incremental validity is the incremental accuracy in deciding whether or not a predictor will lead to an applicant being considered for the job. How important this factor is, depends on: Base rate: the rate of employees who are doing well at work without using the proposed predictor. Best incremental validity is associated with a moderate […]

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Adverse Impact

Adverse impact refers to the idea that a particular employment assessment or practice is discriminating against individuals from a legally protected group. This is determined by the 80% Rule. To calculate this, the hiring rate of the majority group is multiplied by .80 to determine the minimum hiring rate for the minority group. For example, […]

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Leadership

Kurt Lewin’s Leadership Styles Autocratic: leaders that take decision-making into their own hands without consultation from others, expect others to carry out their orders. Highest productivity with routine work. Democratic: take an active role in the decision-making process while including others, take responsibility for carrying out the decisions. Highest satisfaction and creativity. Laissez-Faire: leave everything […]

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Theories of Motivation

The theories of motivation take into account how motivation affects professional work. Maslow’s Hierarchy of Needs According to this theory, everyone has needs that must be hierarchically met. The lowest unmet needs are the most motivating to the person. Alderfer’s ERG Theory This theory is a reduction to Maslow’s theory. The needs are reduced to […]

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Theories of Career Choice

There are two types of theories of career choice. One focuses on vocational development and other focuses on personality variables. Holland’s Personality and Environmental Typology Holland’s theory assumes that personality and social environment leads to certain behaviors. Person’s career can be matched with their personality. Six personality types can be summarized as RIASEC. Realistic: practical, hands-on, […]

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Rater Biases

Rater biases are errors in judgment when evaluating others. These include: Halo Effect: the tendency to judge all aspects of the individual based on one factor Leniency Bias: consistently assigning high ratings to everyone Strictness Bias: consistently assigning low ratings to everyone Central Tendency Bias: consistently assigning average ratings to everyone Contrast Effect: the tendency […]

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Job Evaluation

Job Evaluation is conducted to determine the monetary value of the position and for the purpose of determining increases in pay or offering bonuses. It can also be used to determine the Comparable Worth (whether or not males and females get the same pay for the same job). Both subjective and objective criterion measures are used […]

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Job Analysis

Job Analysis is conducted for identifying measures of job performance, the purpose of developing training programs, and developing and validating instruments for employee selection. The results from the Job Analysis are used to create job descriptions and specifications. Knowledge, skills, abilities, and others characteristics (KSAO) are identified. Job Analysis is conducted through interview, observations, questionnaires, […]

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