IO Psych Chapter 7

selection battery

selection battery

a set of predictors, or tests, that are used to make employee hiring decisions

recruitment

the process of encouraging potentially qualified applicants to seek employment with a particular company

person-environment (PE) fit

the agreement or match between an individual’s KSAOs and values and the demands of a job and characteristics of an organization

cybervetting

the use of social media as part of background investigations, used to make employee selection decisions

validity shrinkage

a statistical phenomenon reflecting the likelihood that a given selection battery will demonstrate lower validity when employed with a different sample

validity generalization (VG)

a statistical approach used to demonstrate that test validities do not vary across situations

situational specificity

the belief that test validities are specific to partiular situations

synthetic validity

validity that is inferred based on the links between job components and KSAOs

multiple cutoff approach

a noncempensatory model of employee selection in which “passing scores,” or cutoffs, are set on each predictor

multiple hurdle approach

a rendition of the multiple cutoff approach in which the predictors are administered in a predetermined order and applicants are measured on the next predictor only if they scored above the cutoff on the previous predictor

multiple regression

a statistical technique that, when used in the selection context, allows us to estimate how well a series of predictors forecasts a performance criterion

utility

the degree to which a selection battery is useful and cost effiecient

base rate

the percentage of current employees who are successful on the job

selection ratio

the number of job openings divided by the number of applicants

employment at-will

a common law doctrine stating that employers and emplyees have the right to initiate and terminate the employment relationship at any time, for any reason or for no reason at all

adverse impact

the most accepted operationalization of discrimination, defined as the 80% rule of thumb.

affirmative action

a practice employed in many organizations to increase the number of minorities or protected class members in targeted jobs

disparate impact cases

cases involving employment procedures that apparently unintentionally discriminate against or unfairly affect a minority group

disparate treatment cases

cases involving discrimination that results from intentional differential treatment or behavior

bona fide occupational qualification (BFOQ)

a characteristic, such as one’s gender, religion, or national origin, that is required or necessary to effectively do the job

sexual harassment

behaviors such as unwelcome sexual advances, requests for sexual favors, and other conduct of sexual nature, submission to ro rejection of which affects one’s job or creates an offensive work environment

essential functions

tasks that are significant and meaningful aspects of the job

reasonable accommodations

changes or exceptions made by an employer that allow qualified disabled individuals to successfully do a job

undue hardship

an accommodation for the disabled that would result in significant difficulty or expense given the employer’s size and financial resources