Science and Validation Flashcards
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Read the first 7 Science and Validation flashcards as text
In the context of behavioral assessments, what does 'adverse impact' refer to?
Answer: Disproportionate negative outcomes for a protected group
Adverse impact occurs when a selection procedure results in substantially different selection rates across groups defined by race, sex, or other protected characteristics.
The four-fifths (4/5) rule is used to evaluate:
Answer: Whether adverse impact exists in a selection process
The 4/5 rule flags potential adverse impact when the selection rate of a protected group is less than 80% of the highest-selecting group's rate.
What does 'incremental validity' measure in the context of adding an assessment to a hiring process?
Answer: The additional predictive power beyond existing selection tools
Incremental validity quantifies how much predictive accuracy an assessment adds over and above what other tools (e.g., interviews, resumes) already provide.
Which psychometric term describes the consistency of results when two different evaluators score the same response?
Answer: Inter-rater reliability
Inter-rater reliability measures agreement between different scorers rating the same response, ensuring objectivity in assessment scoring.
A norm group in a pre-employment assessment is best described as:
Answer: A reference sample used to interpret individual scores
A norm group provides a comparative baseline, allowing an individual's score to be interpreted relative to a representative population.
What does a reliability coefficient of 0.90 indicate about a behavioral assessment?
Answer: 90% of score variance reflects true individual differences, not error
A reliability coefficient of 0.90 means 90% of score variance is attributable to true differences among test-takers rather than measurement error.
Criterion-related validity studies in employment assessments most commonly use which criterion measure?
Answer: Supervisor job performance ratings
Supervisor performance ratings are the most widely used criterion in employment validation studies because they directly reflect job effectiveness.