New User Special Price Expires in

Let's log you in.

Sign in with Facebook


Don't have a StudySoup account? Create one here!


Create a StudySoup account

Be part of our community, it's free to join!

Sign up with Facebook


Create your account
By creating an account you agree to StudySoup's terms and conditions and privacy policy

Already have a StudySoup account? Login here

I/O Psychology Week 5 Lecture Notes

by: Nina Goad

I/O Psychology Week 5 Lecture Notes PSY 3320

Marketplace > Middle Tennessee State University > Psychlogy > PSY 3320 > I O Psychology Week 5 Lecture Notes
Nina Goad
GPA 3.9

Preview These Notes for FREE

Get a free preview of these Notes, just enter your email below.

Unlock Preview
Unlock Preview

Preview these materials now for free

Why put in your email? Get access to more of this material and other relevant free materials for your school

View Preview

About this Document

These notes cover the material from the lecture on February 17th.
Introduction to Industrial and Organizational Psychology
Patrick McCarthy
Class Notes
25 ?




Popular in Introduction to Industrial and Organizational Psychology

Popular in Psychlogy

This 2 page Class Notes was uploaded by Nina Goad on Friday February 26, 2016. The Class Notes belongs to PSY 3320 at Middle Tennessee State University taught by Patrick McCarthy in Winter 2016. Since its upload, it has received 12 views. For similar materials see Introduction to Industrial and Organizational Psychology in Psychlogy at Middle Tennessee State University.


Reviews for I/O Psychology Week 5 Lecture Notes


Report this Material


What is Karma?


Karma is the currency of StudySoup.

You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!

Date Created: 02/26/16
I/O Psychology Week 5 Lecture Notes 2/17/16  The use of banding means the use of a margin of error in processing scores as in 90 and 93 could be in the same category.  In evaluating the quality of selection methods the topics to keep in mind are practicality, validity, utility, and legal impact.  Practicality can include the evaluation of time needed or complexity of the method in question.  Validity can include using a validity study to test the method.  Utility means to perform a utility analysis of the method.  Some validity issues include reliability, observed score, face validity, construct validity, content validity, criterion validity, and validity generalization.  A validity study includes conducting a job analysis, specifying job performance criteria, choosing predictors, validating the predictors, and then cross-validating the results.  The basics of a utility analysis are the use of the reliability and validity coefficient, selection ratio, and the base rate of success.  The selection ratio determines how selective you can be in employment selection. The ratio is the number of positions open divided by the number of applicants. The higher or closer to 1 the ratio is, the employer must be less selective. If the ratio is lower, the other selection methods are beneficial to use in choosing who to hire.  The base rate of success is the percentage of applicants who would be successful if hired. This percentage determines the overall quality of the applicant pool. If there is a low base rate, the employer must be pickier and the selection methods are more valuable.  Tools for utility analysis include Taylor-Russel tables, Lawshe tables, and the Broden-Cronbach-Gleser formula.  Taylor-Russel tables estimate the percentage of future employees who will be successful on the job if the right selection methods are used.  Lawshe Tables estimate the success of a particular applicant.  The Broden-Cronbach-Gleser formula estimates the monetary savings to the organization if the right selection methods are used.  Legal issues in selection can include employment at will. Employment at will can be modified by contract and law at a state and/or federal level.  Another legal issue is regarding protected classes. Discrimination is only illegal if it is against a protected class of people.  Another issue is adverse impact.  The BFOQ is the bona-fide occupational qualification method and it is a business necessity to avoid discrimination and adverse impact issues.  Some federal laws affecting employment include the equal pay act of 1963 updated to the Fair Pay Act of 2009, the Civil Rights Act of 1964 including Title VII, Title IX of the education amendment, Executive order 11246 of 1965, Age Discrimination in Employment Act of 1967, Griggs vs. Duke Power of 1971, Albermarle Paper Company vs. Moody 1975, the EEOC Uniform Guidelines of 1978 and 1980, the Immigration Reform and Control Act of 1986, Uniformed Services Employment and Reemployment Rights Act of 1994, and the Americans with Disabilities Acts of 1990 and 2008.


Buy Material

Are you sure you want to buy this material for

25 Karma

Buy Material

BOOM! Enjoy Your Free Notes!

We've added these Notes to your profile, click here to view them now.


You're already Subscribed!

Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'

Why people love StudySoup

Steve Martinelli UC Los Angeles

"There's no way I would have passed my Organic Chemistry class this semester without the notes and study guides I got from StudySoup."

Jennifer McGill UCSF Med School

"Selling my MCAT study guides and notes has been a great source of side revenue while I'm in school. Some months I'm making over $500! Plus, it makes me happy knowing that I'm helping future med students with their MCAT."

Jim McGreen Ohio University

"Knowing I can count on the Elite Notetaker in my class allows me to focus on what the professor is saying instead of just scribbling notes the whole time and falling behind."

Parker Thompson 500 Startups

"It's a great way for students to improve their educational experience and it seemed like a product that everybody wants, so all the people participating are winning."

Become an Elite Notetaker and start selling your notes online!

Refund Policy


All subscriptions to StudySoup are paid in full at the time of subscribing. To change your credit card information or to cancel your subscription, go to "Edit Settings". All credit card information will be available there. If you should decide to cancel your subscription, it will continue to be valid until the next payment period, as all payments for the current period were made in advance. For special circumstances, please email


StudySoup has more than 1 million course-specific study resources to help students study smarter. If you’re having trouble finding what you’re looking for, our customer support team can help you find what you need! Feel free to contact them here:

Recurring Subscriptions: If you have canceled your recurring subscription on the day of renewal and have not downloaded any documents, you may request a refund by submitting an email to

Satisfaction Guarantee: If you’re not satisfied with your subscription, you can contact us for further help. Contact must be made within 3 business days of your subscription purchase and your refund request will be subject for review.

Please Note: Refunds can never be provided more than 30 days after the initial purchase date regardless of your activity on the site.