I/O Psychology Chapter 4

Campbell's Taxonomy of Performance

-job specific task proficiency -non job specific task proficiency -written and oral communication tasks -demonstrating effort -maintaining personal discipline -facilitating peer and team performance -supervision -management/administration

5 dimensions of contextual performance

1) individuals who work with extra enthusiasm and effort to get jobs fine 2) those who volunteer to do things that aren't formally part of their jobs 3) those who help others with their jobs 4) those who meet deadlines and comply with rules and regulations. 5) those who support or defend the organization for which they work.

What are the 8 dimensions of Campbell's Taxonomy of Performance?

1) job-specific task performance 2) non-job specific task performance 3) written and oral communication tasks 4)Demonstrating effort 5) maintaining personal discipline 6) Facilitating Peer and Team Performance 7) Supervision 8) management/administration

3 major distinctions between task performance and contextual performance

1) task activities vary a great deal across jobs, but contextual behaviors tend to be similar across jobs. 2) compared with contextual activities. task activities are more likely to be formally instituted by the organization as items on a job description or performance appraisal form. 3) task activities have different antecedents

A restaurant owner decides to use tips his servers earn as a way to measure their performance. In this case, tips are the ________ and server performance is the ___________.

Actual Criterion; ultimate Criterion

Campbell's Taxonomy of Performance: Maintaining Personal Discipline

Avoidance of negative behaviors such as alcohol and substance abuse and rule infractions. Example: An off-duty nurse who avoids excessive alcohol in the event he is needed in an emergency.

Campbell's Taxonomy of Performance: Demonstrating Effort

Consistency and persistence in an individuals work effort Example: a professor who goes in to work on her book even though the university is closed due to weather.

Campbell's Taxonomy of Performance: Non-Job Specific Task Proficiency

Degree to which an individual can perform tasks that are not specific to his/her particular job. Example: a plumber who handles phone inquiries and sets up appointments to provide estimates for work.

Campbell's Taxonomy of Performance: Job-Specific Task Proficiency

Degree to which individuals can perform core tasks central to the job Example: an administrative assistant who does word processing

An I/O Psychologist develops measures that will reflect performance levels that change over time to address the issue of:

Dynamic criteria

According to the textbook, it is important for criteria to be relevant, reliable, sensitive, practical. and :

Fair

Campbell's Taxonomy of Performance: Facilitating Peer and Team Performance

Helping and supporting peers with job problems Example: a journalist who helps a co-worker meet a deadline.

POB's

Prosocial organizational Behaviors

criterion contamination causes:

Random measurement error Bias

criteria for criteria: SENSITIVITY

The extent to which the actual criterion measure can discriminate among effective and ineffective employees. Example: a measure that consistently identifies performance differences among employees: everyone is not rated the same.

criteria for criteria:FAIRNESS

The extent to which the actual criterion measure is perceived by employees to be just and reasonable. Example: a measure that does not result in men being rated higher than women and vise versa.

criteria for criteria: RELEVANCE

The extent to which the actual criterion measure is related to the ultimate criterion Example: a measure that seems to capture the major elements of the ultimate criterion: that is, it represents job performance very well.

criteria for criteria: RELIABILITY

The extent to which the actual criterion measure is stable or consistent. Example: a measure that does not give drastically different results when used for the same employees at close time intervals.

Which statement about performance criteria is true?

There is no one performance criterion that is suitable for all organizational purposes.

ultimate criterion

a theoretical construct encompassing all performance aspects that define success on the job

composite criterion

a weighted combination of multiple criteria that results in a single index of performance

counterproductive behaviors

actions such as theft or sabotage, that reflect the intent to harm the organization in some way.

Cambell's Taxonomy of Performance: Management/Administration

all the behaviors associated with management that are independent of supervision Example: a plant manager who gets additional resources, sets department goals and objectives. and controls expenditures

Campbell's Taxonomy of Performance: Supervision

all the behaviors associated with managing or supervising other employees example: a retail store manager who models appropriate behavior, provides fair and timely feedback, and is available to handle the questions of their subordinates.

expatriate

an employee who is temporarily working and residing in another country.

Which is NOT an example of counterproductive work behavior?

anger

When we talk about performance, we are talking about:

behaviors

St Agatha's University includes on its instructor evaluations questions about the quality of the classroom. However, instructors do not have any control over the classroom they use because they are assigned to them. Because this question measures something that is truly not a part of the instructors performance, it might be considered criterion:

contamination

CWBs

counterproductive work behaviors

2 things that limit the relevance of criterion

criterion contamination criterion deficiency

contextual performance

encompasses the activities performed by employees that help to maintain the broader organizational, social, and psychological environment in which the technical core operates

task performance

encompasses the work-related activities performed by employees that contribute to the technical core of the organization

Roshan evaluates his customer service call bank workers on a 1-5 scale on three dimensions. ( customer service, quick resolution to problems, attendance). To determine performance, he simply adds up their scores on these three scales. This would be an example of:

equally weighted criteria

criteria

evaluative standards that can be used as yardsticks for measuring an employee's success or failure

According to Campbell's taxonomy of performance, if a receptionist answers phones politely and correctly books appointments, that behavior exemplifies the performance factor known as:

job-specific task proficiency

dynamic criteria

measures reflecting performance levels that change over time

One new important variable related to counterproductive work behaviors (CWB) is ____________, which is where an employee engages in self-deception to justify unethical behavior.

moral disengagement

Objective criteria tends to be more appropriate for :

non-manigerial positions

Sondra assesses the performance of her manufacturing employees by keeping track of how many of the products they produce are defective. This would be an example of a(n) _____________criterion.

objective

performance

on the job behaviors that are relevant to the organizations goals.

OCBs

organizational citizenship behaviors

actual criterion

our best real-world representative of the ultimate criterion, which we develop to reflect or overlap with the ultimate criterion as much as possible

The study conducted by Day, Sin, and Chen (2004) on NHL players indicated that:

performance improves when individuals were promoted to leadership roles

objective criteria

performance measures that are based on counting rather than on subjective judgments or evaluations; sometimes called hard or nonjudgmental criteria

subjective criteria

performance measures that are based on the judgments or evaluations of others rather than on objective measures such as counting; sometimes called soft or judgmental criteria. More likely to be affected by bias. attitudes and beliefs. Example: emloyees rating other employees

An I/O psychologists has developed a set of performance criteria with hardly any criterion deficiency or contamination. However, the organization does not approve the measures because they are too difficult to measure and too abstract to be useful for their purpose. The I/O psychologists has encountered a problem with the criteria's:

practicality

Campbell's Taxonomy of Performance: Written and Oral Communication

proficiency with which one can speak and write Example: a military officer who gives a formal talk to recruits.

criterion deficiency

refers to dimensions in the ultimate measure of a criterion that are not part of the actual measure. if a major source of variance in the ultimate criterion is not included in the actual criterion.

criterion contamination

refers to those things measured by the actual criterion that are not part of the ultimate criterion.

The amount of overlap between actual criterion and the ultimate criterion is known as:

relevance

which refers to the stability or consistency of a measure?

reliability

moral disengagement

self deception in which the employee justifies his unethical behavior.

A manager decides to use days missed as a measure of performance. However, at the end of the year he finds that only a few employees in the entire organization have missed a day at work. Because almost everyone has the same score on this measure of performance, it lacks:

sensitivity

Juan is developing criteria for the job of a grocery store manager but is unsure what type of criteria to use. For this type of job. the most appropriate type of criteria for Juan to use are _____________

subjective

A recent meta-analysis has indicated that when groups engage in more organizational citizenship behaviors (OCB's) they:

tend to have better social processes. such as coordination and communication

criterion deficiency

the degree to which actual criteria fails to overlap conceptual criteria. Can reduce but not eliminate.

criteria for criteria: PRACTICALITY

the degree to which the actual criterion can and will be used by those whose job it is to be making important decisions. Example: a measure can be completed in a reasonable amount of time by supervisor; does not require excess paperwork.