I/O Psychology Week 5 Lecture Notes
I/O Psychology Week 5 Lecture Notes PSY 3320
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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.
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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.
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