Q1. Use the Taylor-Russell tables to solve these problems by filling in the following table:
|
Validity
|
SR
|
BR
|
Success Ratio
|
|
0.25
|
0.20
|
0.30
|
|
|
0.55
|
0.70
|
0.80
|
|
|
0.20
|
0.70
|
0.80
|
|
|
0.10
|
0.50
|
0.50
|
|
|
0.55
|
0.50
|
0.50
|
|
Q2. Use the Naylor-Shine tables to solve these problems by filling in the following table:
|
rxy
|
Φi
|
zxi
|
z-baryi
|
|
0.35
|
0.7019
|
|
|
|
0.22
|
|
-0.30
|
|
|
0.47
|
|
|
0.65
|
|
-0.47
|
|
|
0.65
|
Q3. Using the Brogden-Cronbach-Gleser continuous-variable utility model, what is the net gain over random selection (ΔU overall and per selectee), given the following information?
Quota for selection: 20
SR: 0.20
SDy (standard deviation of job performance expressed in dollars): $30,000
rxy: 0.25
Cy: $35
Hint: To find N the number recruited, divide the quota for selective by the SR.
Q4. Given the following information on two selection procedures, and using the Brogden-Cronbach-Gleser model, what is the relative difference in payoff (overall and per selectee) between the two procedures? For both procedures, quota = 50, SR = 0.50, and SDy = $45,000.
ry1: 0.20 C1: $200
ry2: 0.40 C2: $700
Q5. You are a management consultant whose task is to do a utility analysis using the following information regarding secretaries at Inko, Inc. The validity of the secretarial Aptitude Test (SAT) is 0.40, applicants must score 70 or better to he hired, and only about half of those who apply actually are hired. Of those hired, about half are considered satisfactory by their bosses. How selective should Inko be to upgrade the average criterion score of those selected by Z- = 0.5? What utility model did you use to solve the problem? Why?