1. Applied Psychology in Human Resource Management seventh edition Cascio & Aguinis
PowerPoint Slides developed by
Ms. Elizabeth Freeman
University of South Carolina Upstate
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2. Chapter 6 Measuring and Interpreting Individual Differences
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3. Individual differences are physical & psychological.
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4. To measure differences is to measure the variability.
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5. To measure variability. must know. how to measure. accurately. &
To measure variability must know how to measure accurately & must know when variations differences are important
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6. What is measurement? The assignment of numerals to objects or events according to rules.
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7. Numeral assignment applies to both. physical &. psychological
Numeral assignment applies to both physical & psychological characteristics in a similar process.
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8. Measurement answers the questions How many? How much? How often?
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9. Psychological measurements. focus on individual traits
Psychological measurements focus on individual traits & are not as precise as physical measurements.
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10. Traits: measured by comparing one person to standardized samples of behaviors from other people
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11. Standardization data collected by various scales
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12. Scales of Measurement nominal ordinal interval ratio
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13. Nominal Scales. lowest level measurement. categorize or catalogue
Nominal Scales lowest level measurement categorize or catalogue numbers have no meaning assume equality and a = b assume exclusivity a ≠ b
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14. Nominal Scales. HR interested in frequencies. Chi square statistics
Nominal Scales HR interested in frequencies Chi square statistics Contingency coefficients
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15. Ordinal Scales next level measurement categorize, catalogue rank magnitude assume equality, exclusivity a = b, a ≠ b assume transitivity If [(a>b) & (b>c)], then (a>c)
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16. Ordinal Scales Transitivity If (a > b) and (b > c), then (a > c) or If (a = b) and (b= c), then (a=c)
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17. Ordinal Scales Transitivity to HR means one candidate is better than … one candidate is stronger than … one candidate is more qualified
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18. Ordinal Scales Statistics medians percentile ranks rank-order correlations rank-order analysis of variance
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19. Interval Scales. categorize, catalogue. rank magnitude
Interval Scales categorize, catalogue rank magnitude assume equality and assume transitivity assume additivity assume equal size units
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20. Interval Scales. Additivity If (a>b) and (b>c), then (a>c)
Interval Scales Additivity If (a>b) and (b>c), then (a>c) or If (a=b) and (b=c), then (a=c) and (d-a) = (c-a)+(d-c)
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21. Interval Scales To HR, additivity means If one candidate scores 10 points higher on a trait and that trait is valued, then this candidate is 10 points better than a candidate scoring 10 points lower. Value optimism, measure optimism, choose candidate with most optimism
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22. Interval Scales Statistics. Central Tendency. Variability
Interval Scales Statistics Central Tendency Variability Correlation coefficient Tests of significance Transformations
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23. Ratio Scales. Equality. Exclusivity. Transitivity. Additivity
Ratio Scales Equality Exclusivity Transitivity Additivity Absolute Zero Point Not as common for traits
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24. Psychological Measurement Scales generally. are nominal or ordinal
Psychological Measurement Scales generally are nominal or ordinal may approximate interval
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25. Interval approximations assume equality between intervals
Interval approximations assume equality between intervals of intellect, aptitude trait
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26. When interval equality is questioned, transform raw scores statistically into equivalent derivatives
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27. To HR, psychological intervals consider the social utility selection: hire or reject placement: which position diagnosis: which remedial alternative hypothesis testing: accuracy of theory evaluation: what score
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28. Selecting & Creating the Right Measure. otherwise known as
Selecting & Creating the Right Measure otherwise known as the “right test”
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29. In HR, tests are written, oral, & performance. interviews
In HR, tests are written, oral, & performance interviews rating scales scorable systematic by content administration scoring
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30. When HR knows what to test,
When HR knows what to test, then where & how to test Mental Measurements Yearbook
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31. Selecting & Creating Tests 1. Determine a Measure’s Purpose 2
Selecting & Creating Tests Determine a Measure’s Purpose 2. Define the Attribute 3. Develop a Measure Plan 4. Write Items 5. Conduct a Pilot Study Conduct Traditional Item Analysis clarity, distractors, difficulty, discrimination 7. Conduct IRT Analysis difficulty, discrimination, guessing Select Items 9. Determine Reliability & Validity 10. Revise & Update
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32. Selecting Tests by Classification Methods. 1. Content. 2
Selecting Tests by Classification Methods Content Administration Scoring
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33. 1. Content. Task. Verbal. Nonverbal. Performance. Process. Cognitive
1. Content Task Verbal Nonverbal Performance Process Cognitive ability achievement Affective (inventories) interests values motives traits
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34. 2. Administration. Efficiency. Individual. Group. Time. Speed. Power
2. Administration Efficiency Individual Group Time Speed Power Standardized Non-standardized
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35. 3. Scoring. Objective - unbiased. Nonobjective –. bias potential high
3. Scoring Objective - unbiased Nonobjective – bias potential high risk rater variance
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36. Other considerations. Costs. direct. indirect. Administration time
Other considerations Costs direct indirect Administration time Interpretation of results Face validity
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37. Test Guidance Sources APA’s Guidelines for Test User Qualification 2. Sample user qualification form
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38. Reliability as Consistency Applies to all measures. all tests
Reliability as Consistency Applies to all measures all tests all decision tools For HR, this means making right employment decisions
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39. Reliability formal definition. freedom from unsystematic. errors
Reliability formal definition freedom from unsystematic errors minimized random errors random error spread evenly
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40. Reliability statistics. correlation coefficient. r =
Reliability statistics correlation coefficient r = coefficient of determination r2 =
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41. Reliability coefficients estimate
Reliability coefficients estimate precision of procedures performance consistencies
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42. Reliability methods measures. 1. Test – retest
Reliability methods measures 1. Test – retest coefficient of stability Parallel forms coefficient of equivalence 3. Internal consistency Kuder-Richardson coefficient alpha (Cronbach) Split-half coefficient of equivalence, too
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43. Reliability consideration Rater consistency or Interrater reliability error attributable to examiner Measured by interrater agreement interclass correlation intraclass correlation
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44. Reliability consideration Interrater reliability errors may be due to
Reliability consideration Interrater reliability errors may be due to what is observed access to nonattribute information interpretation expertise observation evaluation
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45. Reliability & Error Sources Method. Source Test-retest
Reliability & Error Sources Method Source Test-retest time sampling Parallel forms content, time sampling Split-half content Cronbach’s alpha content Kuder-Richardson content Interrater agreement Consensus Interrater correlation Consistency Intraclass correlation Consistency
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46. Reliability & Error Sources good reference for more information Standards for Educational and Psychological Tests
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47. Interpretation of Reliability. depends on use of scores
Interpretation of Reliability depends on use of scores reliability limits on validity
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48. Factors effecting reliability Individual differences range Measurement difficulty procedure Sample size & representativeness Standard error of Measurement
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49. For HR, Standard Error of Measurement used to determine individual descriptions differ significantly individual measures differ significantly from hypothetical true score tests discriminate differences per group test score ranges rather than precise points
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50. Generalizability Theory. more current than standard
Generalizability Theory more current than standard reliability considerations precision with which score represents the generalized universe of the score
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51. Generalizability Theory observations are samples from total universe of scores a universe score is the expected value of scores over all admissible scores think of this as standardization
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52. Generalizability Theory Standardization completed first Decisions about individuals follow
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53. Interpreting the Results For HR, measurements result
Interpreting the Results For HR, measurements result performance predictions developmental actions evaluations of behaviors
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54. All decisions are relative to norms Norms assume normal curves (bell-shaped distributions) Normal curves allow comparisons by standard deviations from means Individual scores are near (or far) from the mean of average score Preferred closeness or distance from mean influences HR decisions
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55. HR decisions dependent on the reliability of the initial data and leads to the next consideration, accuracy and validity of decisions
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56. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
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Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
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