mgto 231 human resources management personnel selection ii dr. kin fai ellick wong
TRANSCRIPT
Outline
• In Personnel selection II– Validity – Selection tools
• Letter of recommendation, ability tests, personality tests, interviews, handwriting analysis, etc.
Outline
• In Personnel selection II– Validity – Selection tools
• Letter of recommendation, Ability tests, personality tests, interviews, handwriting analysis, etc.
The concepts of validity
Target Instrument
Length Income
Health Ruler
Intelligence GPA
Academic Performance Blood Pressure
Social Status IQ test
• We have the sense of the match-up between the targets and the instruments measuring them.
• How can we know we are in fact measuring something we want to measure?
• What do we need to demonstrate other than our subjective feelings so that we can claim a measurement really measures what it is supposed to measure?
Defining validity
• The agreement between a test score or measure and the quality it is believed to measure
• In the selection context, validity is the extent to which a selection tool measures the intended knowledge, skill or ability it is purported to measure.
• Validity is the evidence for inferences made about a test score
• Three types of evidence– Content-related– Criterion-related– Construct-related
Validation
• Establishment of the validity
• Process examining the extent to which a test is valid
• May or may not be statistical, depending on which types of evidence being examined
Type of Validity
Face ValidityContent-related
ValidityCriterion-related
ValidityConstruct-related
Validity
Type of Validity
Face ValidityContent-related
ValidityCriterion-related
ValidityConstruct-related
Validity
Content-related validity
• The extent to which a test provides adequate representation of the conceptual domain it is intended to measure
• The degree to which the items of a test is a representative sample of the domain
• Used frequently in educational testing
• Knowledge of HRM– Items 1 : Discuss the importance of
validity in personnel selection– Items 2 : Discuss the importance of
validity in psychological testing– Items 3 : Discuss the importance of
psychological testing in psychological therapy
Type of Validity
Face ValidityContent-related
ValidityCriterion-related
ValidityConstruct-related
Validity
Criterion-related validity
• How well a test corresponds with a well-defined criterion
• A valid test of marital success should correspond with whether a couple will have successful marriage (yes or no, the criterion)
• The appropriateness of using a test to predict another behavior (i.e., the criterion)
Predictive validity
• Present test scores are used to predict future performance or behaviors– A-level results university final GPA
(Present) (Future)
Type of Validity
Face ValidityContent-related
ValidityCriterion-related
ValidityConstruct-related
Validity
Construct validity
• Construct– Something constructed by mental
synthesis– Does not exist as a separate thing we
can touch or feel– Cannot be used as an objective criterion– Intelligence, love, curiosity, mental health
• Construct validity– The extent to which a test measures a
theoretical concept/construct– What does it mean?– What are the relationships with other
constructs?
• Convergent evidence– Different tests measuring same construct
should correlate with each other • Aggressiveness and Need for Power
• Discriminant (divergent) evidence– Tests measuring different constructs
should not correlate with each other
• Good example of convergent and divergent evidence– Target Construct: Aggressiveness
• Correlation:– Convergent Evidence
» .5 with Need for Power» .3 with Conscientiousness
– Divergent Evidence» .01 with Openness to Experience» -.03 with Neuroticism
• I will not discuss in details about the methods, however the following terms may be useful– Factor analysis, multi-trait multi-method
analysis
Outline
• In Personnel selection II– Validity – Selection tools
• Letter of recommendation, ability tests, personality tests, interviews, handwriting analysis, etc.
Cognitive ability
• General cognitive ability– G factor vs. S factor– The commander of all domains– High in G tends to be high in many Ss
• The strongest and reliable predictor of job performance
Some components of GCA
• Several specific factors (S)– Memory Span– Verbal reasoning– Visual-spatial– Common Senses
Personality test
• Big-five model of personality– Openness to experience– Conscientiousness– Extroversion– Agreeableness– Neuroticism
Conscientiousness
• Highly motivated persons• Dependency
– Planful, organized
• Volition– Achievement oriented, persistent and
persevering
• Positively correlated with job performance in various kinds of work
Interviews
• Unstructured interviews– Low in validity and reliability, why?– No standard for the interviewees, they
may disagree with each other (low reliability)
– The questions are not so relevant to the job (“Tell me about yourself”, “Why did you quit from the previous job?”, “Introduce yourself to me”)
• Structured interviews– Questions based on job analysis, thus
they are job-related– The answers of the questions have been
predetermined (based on job analysis), a minimum disagreement is expected
– Same basis and so it is consistent across all interviewees and interviewers (much more reliable)
Cortina, et al. (2000). The incremental validity of interview scores over and above cognitive ability and conscientiousness scores. Personnel Psychology
Combined predictors
• Job performance =– Motivation x ability
• O’Reilly & Chatman (1994)– Job performance (current salary, salary
increment, and promotion) = GMAT total x conscientiousness
Conclusion
• I’ve asked:– A more realistic objective for selection seems to
be:• Minimizing the probability of making an incorrect
selection• How?
– Last lesson, we have discussed how we can reduce the probability of making incorrect selection by considering the reliability of a test
Conclusion
• Considering reliability alone is not enough:– You still have a very high probability of
making incorrect selections if you just consider the reliability of a test
– in addition to reliability, you need to consider the test’s validity