We may want to gauge someone's propensity towards a career
Want to quantify their interest relative to professionals
assumption - if your interest are similar to someone in the field than you would be interested in that field
How would you create such an instrument?
Write and select a bunch of diverse items meant to distinguish between people in different fields
Administer this exhaustive instrument to people from various fields that you want to be able to talk about it
Keep only the items that have high discriminative validity
Administer the test to job seekers that told them which careers match their interest given their response pattern
Would want to make sure the instrument was tailored to your population (e.g. their education level, age, whether they want a nonprofessional career, disabilities, etc)
validity generalization implies that the same GATB score could be predictive of aptitude a cluster of jobs
strong overlap and high homogeneity in a cluster
For example, need to only test if you have the aptitude to be a counseling psychologist to find out that clinicial psychology could work for you
GATB consists of 9 aptitudes: verbal, numerical, spatial, form perception, clerical perception, motor coordination, finger dexterity, and manual dexterity
These abilities are then composited to create three scales, which are used to predict job proficiency
Meyers-Briggs has been employed a lot!
Based on Jung work, items measure your "preferences" (e.g. Extraversion or Interversion) and from your preferences come your personality type
Psychometric soundness is debatable
The link between personality is not clear and depends on definition of work performance
However, high conscientiousness and extroversion and low neuroticism generally correlated with high work performance
What do employers' use to screen and select perspective candidates?
Cognitive ability tests often used in selection and placement
Tend to be good predictors of future performance
Present methods often reinforce cultural stereotypes
Computerized tests that minimize verbal content may prove fruitful
Tests and tasks are also used for measuring productivity
Often involve comparing individuals to one another
Could create forced dichotomous that are real or unreal
May be measured by supervisor or peers
Could be measured individually or as a part of a team
Is an employee satisfied with their job
Do they feel a sense of commitment to the company
Is there a strong sense of organizational culture
Why might we have interest in these attitudes?
People that are satisfied at work, do a better job
If they are committed to your organization, they will likely stick around and do better
Foster an Apple or Google culture
These are your gut feelings about something
They are not conscious and automatic
What could be the benefit of measuring implicit attitudes in business?
Underlying theoretical framework, physiological correlates of the measures, and whether they are truly not conscious reactions present measurement issues
include focus groups, think alouds, behavior observations, and other methods that do not seek to assign numbers
Great for getting in depth information about something that otherwise would be impossible
Great during the piloting, product development, etc
Expensive, time consuming, validity and reliability don't really exist here
Are these people representative?