ADM 2337 Lecture Notes - Lecture 4: Content Validity, Structured Interview, Construct Validity
23 Jan 2017
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Document Summary
A process goal is to choose among individuals who have been recruited to fill existing or projected job openings. Important because: quality of human resources (i. e. employees) determines organizational performance, high cost of inappropriate selection decisions, significant legal implications. Selection: the process of choosing individuals who have relevant qualifications to fill existing or projected job openings. Selection considerations: person-job fit (ksa of the job, person-organization fit (values of the individuals matching the values of the organization) Jo(cid:271) perfor(cid:373)a(cid:374)(cid:272)e is : task performance, organizational citizenship behaviours, counterproductive job behaviours. Jo(cid:271) perfor(cid:373)a(cid:374)(cid:272)e is : what we are trying to predict, our criterion. Results of a job analysis: job description, job specification. Obtaining reliable and valid information: reliability: the degree to which interviews, tests, and other selection procedures yield comparable data over time, validit(cid:455): the degree to (cid:449)hi(cid:272)h a test of sele(cid:272)tio(cid:374) pro(cid:272)edure (cid:373)easures a perso(cid:374)"s attributes. Criterion-related validity 2 types: concurrent, predictive. Intelligence (cognitive ability) is a good predictor of task performance.
