SOAL-SOAL PSIKOLOGI INDUSTRI DAN ORGANISASI
Pertemuan 5 & 6:
Psikotes
1.
Why are standardization and objectivity important in psychological testing? a.
Standardization refers to the consistency or uniformity of the conditions and procedures for administering a psychological test. b.
Objectivity refers to a scoring process that is free of personal judgment or bias. c.
Both conditions are important if we hope to reliably and fairly compare the test results of different individuals who take the same test.
2.
Distinguish three ways of establishing the reliability of a psychological test. a.
Test-retest method is a way to determine reliability by administering a new test twice to the same subjects and correlating the two sets of scores. b.
Equivalent-forms method uses a test-retest approach, but uses a different (but similar) test. c.
Split-halves method is determined by dividing the items of a test into two groups and correlating the two sets of scores.
3.
Define criterion-related validity, rational validity, and face validity. a.
Criterion-related validity is a type of validity concerned with the relationship between test scores and subsequent job performance. b.
Rational validity is the type of validity that relates to the nature, properties, and content of a test, independent of its relationship to job performance measures. c.
Face validity is a subjective impression of how well test items seem to be related to the requirements of the job. It is not a statistical measure.
4.
How would you establish the criterion-related validity of a new psychological test being developed to assess applicants for a sales job? a.
The test is valid if it measures those skills necessary for successful sales performance. b.
Test score performance can be correlated with sales performance on the job. If a person who scores high on the test also scores highly in sales performance, and those who score low on the test also lag in sales, then the test is considered valid.
A correlation of +.30 or greater is considered acceptable. c.
Two approaches to establishing criterion-related validity are predictive validity
(administering the tests to all job applicants, and correlating this with later job performance in sales) and concurrent validity (using the current workforce to administer the test to, correlating the results with their actual current job performance). The best approach is predictive validity, but the quickest and most frequently used is the concurrent validity approach.

5.
Describe the technique of banding. What is it used for. a.
Banding is a controversial practice of grouping test scores for minority job applicants to equalize hiring rates. b.
This practice was suggested when race-norming was declared illegal.
6.
Discuss the steps involved in establishing a testing program. a.
Investigate the nature of the job for which testing will be used. b.
Choose or develop appropriate tests related to job success. c.
Validate the tests and the items within the tests. d.
Determine the level of difficulty for each item. e.
Determine a cutoff score once the reliability and validity have been established.
7.
In what ways are computerized adaptive testing programs superior to paper and pencil testing programs? What are the limitations of computerized testing? a.
Computerized adaptive testing is a way of administering tests to groups of people in which an applicant’s response to one item determines the level of difficulty of succeeding items. b.
Advantages include less wasted time answering questions that are too easy or too difficult, it can be done at any time in the selection process; they allow for the use of different types of test items. c.
It requires a larger initial investment, but is more cost effective in the long run than paper and pencil tests. d.
They are not administered in a controlled environment and ample opportunity exists for cheating. This may also result in adverse impact because of racial differences in computer access and literacy.
8.
How do interest tests differ from aptitude tests? Give an example of each type. a.
Interest tests are psychological tests to assess a person’s interests and preferences.
These tests are used primarily for career counseling. b.
Aptitude tests are psychological tests to measure specific abilities, such as mechanical or clerical skills.
9.
How good are tests of cognitive ability in predicting success in training programs and in subsequent job performance? Suggest a type of job for which these tests would be inappropriate or of no value. a.
They are highly effective in predicting success in the workplace, both in training and in job performance. b.
They would not be appropriate testing for performance in a job requiring a high degree of motor skills.
10.
Give an example of a projective technique. Give an example of a self-report personality inventory. Which is more useful for personnel selection? Why? a.
Projective techniques present applicants with an ambiguous stimulus such as an inkblot. The task is to tell what is seen. The rationale is that people will project their thoughts, feelings, and wishes onto the stimulus. The Rorschach Inkblot Test is one such example.

b.
Self-report personality inventories are personality assessment tests that include questions dealing with situations, symptoms, and feelings. Test-takers are asked to indicate how well each item describes them or how much they agree with each item. The MMPI-2 is the most frequently used personality test for employee selection. c.
Projective tests are time-consuming and must be administered individually. They have low reliability and validity.
11.
What are the so-called Big Five personality factors? Which ones do you believe are the most useful for predicting job performance? a.
The Big Five personality factors are extraversion, agreeableness, conscientiousness, neuroticism (emotional stability), and openness to experience. b.
Conscientiousness and extraversion are effective in predicting job performance, particularly for jobs requiring autonomy. c.
Agreeableness and conscientiousness are important for teamwork.
12.
For what type of job would you hire someone with a high score in extroversion? With a high score in conscientiousness? a.
Extraverts do well in sales jobs and in jobs requiring the exercise of leadership. b.
Conscientiousness is a valid predictor for occupations in management, sales, professional, law enforcement, and skilled and semi-skilled jobs.
13.
What is proactivity? How does it relate to job performance? a.
Proactivity refers to a tendency to take action to try to influence or change one’s environment. b.
Proactivity correlates with certain job performance, especially in sales.
14.
Of what value are integrity tests and situational judgment tests in predicting behavior in the workplace? a.
Integrity tests is a paper and pencil alternative to the polygraph. There are two types: overt (which directly assess attitudes toward theft) and personality-oriented integrity tests which measure general delinquency, impulse control, and conscientiousness. Both tests appear to be valid predictors of theft and counterproductive behaviors. b.
Situational judgment tests are a series of job-related situations designed to test judgment in the workplace, such as the Supervisory Practices Tests. It seems to have high predictive validity for a wide range of jobs.
15.
Discuss the problems and limitations in using psychological tests for selection purposes. a.
Problems and limitations include uncritical use, the rejection of qualified applicants, faking, and ethical issues. b.
Psychologists must protect the dignity, worth, and welfare of the persons with whom they deal.

16.
What can happen when a job applicant takes the same selection tests several times? In general, how do people who are hired after retaking tests perform in training programs? a.
Scores tend to improve with the opportunity to retake. b.
Those who take the tests more than once tend to perform better in the training program and were less likely to quit than those who took the test only once. This is described as the “persistence effect”.