Applied Measurement Industrial Psychology in Human Resources Management 1st Edition by Deborah Whetzel, George Wheaton 1138875961 9781138875968

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ISBN 10: 1138875961

ISBN 13: 9781138875968

Author: Deborah L. Whetzel, George R. Wheaton

An updated version of Deborah Whetzel and George Wheaton’s earlier volume, this text is a well-organized sourcebook for fundamental practices in industrial psychology and human resources management. Applied Measurement describes the process of job analysis and test development with practical examples and discusses various methods for measuring job performance. Its primary purpose is to provide practical, systematic guidance on how to develop the various kinds of measurement instruments frequently used in the fields of industrial psychology and human resources management to assess personnel.   With easy to follow guidance written in straightforward language, Applied Measurement contains three new chapters focusing on training and experience measures, assessment centers, and methods for defending the content validity of tests; includes contributions from many prominent researchers in the field, all of whom have had a great deal of applied experience; begins each chapter with an overview describing the job analysis or measurement method; and uses one job, that of an electrician, as an example throughout the book so that readers can easily understand how to apply job analysis data for the purposes of test development and job performance measurement.   This practical, concise book is recommended for students and entry-level practitioners in the fields of industrial psychology and human resources.

Applied Measurement Industrial Psychology in Human Resources Management 1st Table of contents:

1 Contexts for Developing Applied Measurement Instruments

Overview

Conducting Job Analyses

Developing a Measurement Plan

Developing Measures to Predict Job Performance

Developing Measures of Job Performance

Assessing the Quality and Legal Defensibility of a Testing Program

Adopting a Common Theme

References

2 Job Analysis: Overview and Description of Deductive Methods

Overview

The Analysis of Work

Methods of Job Analysis

Evaluating The Quality of Job Analysis Information

Theoretical Models of Reliability

Classical Reliability Estimates

Validity

Summary

Other Strategies for Evaluating the Quality of Job Analysis Information

Examples of Deductive Job Analysis Methods

The Occupational Information Network (O*NET)

The Position Analysis Questionnaire (PAQ)

Other Deductive Job Analysis Instruments

Issues in Choosing Job Analysis Methods

Summary

References

3 Job Analysis: Gathering Job-Specific Information

Overview

Background

A Seven-Step Process

Gather Background Information

Identify SMEs

Develop Work Behavior, Task, and KSAO Statements

Develop and Administer Job Analysis Questionnaire

Analyze JAQ Data

Gather Critical Incidents

Analyze Critical Incidents

Summary

References

Appendix A Job Performance Dimensions (from Williams, Peterson, & Bell, 1994)

Appendix A

4 Measurement Plans and Specifications

Overview

The Measurement Plan

Identify Worker Characteristics

Identify Methods for Measuring Worker Characteristics

Complete the Measurement Plan Matrix

Test Specifications

Describe External Contextual Factors

Describe Internal Attributes

Summary

References

5 Tests of Cognitive Ability

Overview1

Historical Foundations

General Cognitive Ability

Specific Ability, Knowledge, and Noncognitive Characteristics

Psychometric Characteristics of Cognitive Ability Measures

Reliability

Validity

Subgroup Differences

How to Select or Develop a Cognitive Abilities Test

Selecting an Existing Cognitive Ability Test

Developing a Cognitive Ability Test

Test Development Procedures

Summary

References

6 Measures of Training and Experience

Overview

Background

Measures of Training and Experience

Data Collection Procedures

Scoring Procedures

Accomplishment Records

Psychometric Characteristics of Measures of Training and Experience

Reliability

Validity

Subgroup Differences

Response Distortion

How to Develop Measures of Training and Experience

Select the Type of T&E

Develop T&E Forms and Scoring System

KSA-Based Questionnaire

Accomplishment Record

Summary

References

7 Employment Interviews

Overview

Background

Types of Structured Interviews

Definition of Structure

Common Structured Interview Formats

Psychometric Characteristics of Employment Interviews

Reliability

Validity

Incremental Validity

Moderators of SI and BDI Validity

Subgroup Differences

How to Create Structured Interview Questions

Basic Methodology

Situational Interviews

Behavior Description Interviews

Summary

References

8 Background Data

Overview

Personnel Selection Issues

Item Relevance

Faking

Item Content

Recall of Life Experiences

Alternative Formats

Scaling Methods

Psychometric Characteristics of Background Data Items

Reliability

Validity

Generalizability of Biodata

Subgroup Differences

How to Generate Background Data Items

Construct-Based Item Generation

Behavioral Consistency Item Generation

Career History Item Generation

Archival Item Generation

Item Response Formats

Assembling a Questionnaire

How to Scale and Validate Background Items

Empirical Keying

Rational Scaling

Factorial Scaling

Subgrouping

Summary

References

9 Situational Judgment Tests

Overview

What is a Situational Judgment Test?

A Brief History of Situational Judgment Tests

The Structure and Format of Situational Judgment Tests

Test Fidelity

Cognitive Complexity

Response Instructions

What do Situational Judgment Tests Measure?

Psychometric Characteristics of Situational Judgment Tests

Reliability

Construct Validity

Criterion-Related Validity

Incremental Validity

Subgroup Differences

How to Develop a Situational Judgment Test1

Develop Situational Item Stems

Develop Response Alternatives

Develop a Scoring Key

Summary

References

10 Assessment Centers

Overview

What is an Assessment Center?

Assessment Centers Today

Consensual Scoring Procedures

Types and Amounts of Feedback

Modes of Simulation

Types of Exercises

Psychometric Characteristics of Assessment Centers

Reliability

Validity

Subgroup Differences

How to Develop an Assessment Center

Developing Assessment Center Exercises

Developing Rating Scales

Pilot Testing Exercises and Scales

How to Ensure Quality Assessors

Selecting Assessors

Training Assessors

How to Evaluate the Simulations

Summary

References

11 Performance Measurement

Overview

How to Develop an Effective Performance Management Process

Performance Planning

Ongoing Feedback

Performance Evaluation

Performance Review and Feedback

How to Develop Effective Evaluation Tools

Graphic Rating Scales

Behaviorally Anchored Rating Scales

Behavioral Summary Scales

Behavioral Observation Scales

Mixed Standard Rating Scales

Selecting a Rating Format

How to Evaluate and Improve Performance Rating Quality

Rating Distributions

Rating Reliability

Rater Training to Improve Rating Quality

How to Implement Effective Performance Management Systems

Getting Organizational Members on Board

Communicating

Automating

Testing

Training

Evaluating and Improving

Summary

References

12 Tests of Job Performance

Overview

Characteristics and Uses of Job Performance Tests

Background

Applications of Job Performance Tests

Limitations of Job Performance Tests

Performance Tests: Measuring Job Processes and Job Products

Psychometric Characteristics of Job Performance Tests

Reliability

Validity

Subgroup Differences

How to Select Test Content

Specifying the Job Performance Domain

Sampling Strategies for Selecting Tasks

Selecting Test Content: Two Examples

How to Construct Job Performance Tests

Constructing Work Sample Tests

Scoring Work Sample Tests

Constructing Performance-Based Job Knowledge Tests

Summary

References

13 Strategies for Test Validation and Refinement

Overview

How to Develop a Validation Research Plan

Specify Objectives

Describe Validation Strategy

Develop the Sampling Plan

Select the Criterion Measurement Instruments

How to Collect Data

Collect Personnel Data

Collect Predictor Data

Collect Criterion Data

Prepare Data to Ensure Quality

How to Analyze Validity Data

Compute Basic Descriptive Statistics

Compute Standard Scores from Raw Scores

Compute Correlation Coefficients

Correct for Factors Affecting the Correlation Coefficient

Conduct Regression Analysis

Assess Predictive Bias

Assess Item Characteristics: Classical Item Statistics

Assess Item Characteristics: Item Response Theory (IRT)

Document the Research Design and Study Results

Summary

References

14 Developing Legally Defensible Content Valid Selection Procedures

Overview

Introduction to Litigation: Challenging Content Validity

The Problem of Minimum Qualifications and the Advent of Internet Recruiting

Develop Procedures before Developing an MQ or other Selection Process

Staffing the Development Project

Selecting the Right Expert

Documenting the Development Process

Additional Considerations in Developing and Documenting the Process

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