Kraus Exam 1

two parts to vrooms theory of motivation

(a) people put out effort when they think that they work in a place where effort results in rewards they value; and (b) people put out effort to perform when they think that they can put out enough effort to reach the levels of performance they see are required to get the rewards they value.

e IRT models includes three parameters.

(a). Item discrimination values typically range from 0.5 to 1.5, with higher values indicating a steeper slope and better discrimination within a narrow range of ability. A flat IRC indicating an absence of discrimination would have a parameter of zero. b. The difficulty parameter usually varies from −2.0 to 2.0, reflecting the fact that the difficulty of most items will be within 2 SDs of the mean of zero. s c, which represents the lower asymptote of the IRC, d reflects the probability of a person with very low trait values getting an item right or endorsing the item in the scored direction.

The Industrial Relations Process

, including labor/management negotiations, wage and salary administration and so on.

challenges on indiv attribute level

1. Aging of the workforce 2. Increasing demographic diversity 3. Large educational and skills shortages 4. Group differences in ability, skills, and experience

. O∗NET was designed to achieve four principles:

1. Create multiple task descriptors and categories. 2. Use descriptors based on a common language applicable to all jobs and occupations. 3. Ensure the occupational descriptors are organized according to taxonomies and hierarchies within taxonomies. 4. Design the system to be comprehensive, yet reduce the number of occupational categories from about 12,000 in the old DOT to about 1,100.

PAQ indicated that jobs tend to differ from each other on five important dimensions:

1. Having decision-making/communication/social responsibilities 2. Performing skilled activities (use of tools and eye-hand coordination) 3. Being physically active/related environmental conditions 4. Operating vehicles/equipment 5. Processing information

double cross-validation, involves the following steps: (how well pred equat works in new sample

1. Randomly split the validation sample into two equal groups. 2. Compute R and regression weights for the predictors in both samples 3. Use the regression equation computed in each sample to predict job performance values in the other sample. 4. Estimate cross-validated R by correlating these predicted values with actual values of Y. 5. Average the two resulting Rs to obtain an estimate of the R one can expect in subsequent samples.

different processes of job analysis

1. The Industrial Relations Process, 2. The Training Process, 3. The Organization Development Process,

y, task statements should include five types of information:

1. The subject of the task statement is assumed to be the worker 2. The action performed requires concrete verb. Verbs that point to a process such as "develops,'' "prepares,'' or "assesses'' are undesirable. 3. The immediate objective of the work should be defined. 4. A task statement should identify the tools, equipment, or work aids a worker uses. 5. The task statement should include the type of instructions given to the worker.

questions asked in cit

1. What were the circumstances leading to the incident? 2. What did the manager do that made you think she was a good, average, or poor performer? 3. What were the consequences of the manager's behavior in the critical incident? 4. How effective do you feel this example of performance was

For staffing purposes, job and organizational analyses serve three major functions:

1. a means for identifying the important job tasks and human behaviors necessary for adequate performance on those tasks. 2. identifies the rewards the job itself offers to the humans who do the job. Just as there are individual differences in the degree to which people can perform adequately on a job, there are individual differences in the degree to which the rewards that jobs offer will be satisfying to people. 3.Organizational analysis is necessary because of the clear findings regarding the impact of organizational features, aside from the job, on human behavior in the work setting. Such HR practices as leadership and supervision, organizational reward systems, and organizational climate have direct effects on employee behavior,

Some variables of impact on employee satisfactoriness and satisfaction in the work setting.

1. individual attributes 2. job characteristics 3.org practices and procedures 4. external environment

relationship between job analysis, criterion development, and predictor development 4 steps

1. understanding of the organization, its strategy and goals, and the external environment in which it exists. 2., the job analysis method and nature of subject-matter experts (SMEs) will help determine (2) the critical job tasks and (3) the important KSAO 3.develop measures of the KSAO constructs. Thus, criterion development 4. Finally, by defining the criterion and predictor domains, one has the basis for implementing and administering the staffing system

6 major content domains of o net

1.Worker Characteristicsinclude major individual difference domains that tend to be rather stable and enduring. They include abilities 2.Worker Requirementsreflect more general attributes such as knowledge and skills and formal educational accomplishments. As a result of their development through education and experience, worker requirements tend to be more changeable than worker characteristics. 3.. Experience Requirements involve the kinds of experiences a worker must have to be successful on the job. These may include both onthe-job and off-the-job training 4. Occupational Requirements describe the content and context of the work to be performed in the job. 5. Occupation-Specific Requirementsreflect the knowledge, skills, abilities, characteristics, and tasks that are specific to a given job and occupation. 6. Occupation Characteristics refer to more macro and economic factors that may influence jobs and organizations. These include such factors as labor market conditions,

challenges on external envir

13. Globalization and global competition 14. Ever-changing and increasing employment laws and regulations

challenges on job char level

5. Technology and the Internet 6. Shift from manufacturing to service-based and knowledge-based work 7. Increased movement toward team-based work

challenges on org practices

8. Increase in contract, part-time, or project-based work 9. Outsourcing and shifting work to other countries with cheaper labor costs 10. Flatter organizations push autonomy to lower levels 11. Increasing mergers and acquisitions

A full structural equation model involves

A simultaneous estimation of the measurement and structural model

Hlm

Allows us to consider the environment the context most appropriate way to analyze context. Accounts for variance in behavior due to levels above individual

Ability

Basic capacity for performing wide range of different tasks, acquiring knowledge

Knowledge

Body of info needed to perform a task

What is structured equation model used for

Builds up on regression fig 2.13 personality affects ocb cognitive ability personality not correlated.

With irt u can

Calibrate scores in a test

What is staffing?

FAPE finding, assessing, placing and evaluating individuals at work, the org influences the staffing process and type of people that will be selected

DOT was important for two reasons.

First, the DOT included information on approximately 12,000 jobs useful for determining job requirements. Second, and more important, the DOT presented a system for describing worker attributes and jobs

are conceptually similar to the regression analyses described previously,

Hierarchical linear models (HLMs)but they provide additional parameters to account for the variance in behavior due to levels above the individual level, which comprises the usual unit of analysis in staffing. Such levels most often include the group, department, or organization levels.

question plato brings up

How do we identify people with knowledge, skill, ability, and the personality to perform well at a set of tasks we call a job? Even more difficult, how do we do this before we have ever seen the person perform on the job? Given t

when you have multiple predictors it's important to weight them and the weight they recieve depends on

How strongly it correlates with the criterion How strongly it correlates with the other predictor(s)

Large sample sizes are

Important

Job analysis

It's the law, it effectively selects best peoole

Less is more

Less predictors that are more predictive and not integrated

When relationship bw two variables might be stronger or weaker for one group over another

Moderated regression

Sem is basically

Multiple regression equations , what's mediated what's moderated

e Legal Necessity of Job Analysis

Number of SMEs and adequacy of sampling strategy Comprehensiveness of task and KSAO statements Linkage between tasks and KSAOs Content overlap between job analysis and selection tests Adequacy and comprehensiveness of criterion dimensions SME accuracy and accountability

Skill

Proficiency to perform a task

Item Response Theory

Provides a way to model the probability that a person with X ability will be able to perform at a level of Y. Cost efficient and more secure. People see less of the items

Legal

Rep minorities, incumbents take the analysis surveys , accurate sampling,

Four-Fifths Rule

Rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.

Skill va ability

Skill is how well you do a task ability is capacity (being able to perform task) ability is how you get skills

Cit can be used to create questions for

Structured interview

civil rights act most important title for staffing

VII, made it illegal to use age, race, sex, national origin, or religion as a basis for making a hiring decision. tried to say paper and pencil tests discriminated capability but wasnt seen as viable

campion's model

a mechanistic approach focuses on improving the efficiency of job tasks. Such job design features include task simplification and specialization. Second, a motivational approach focuses on enhancing the motivational properties of jobs, such as increasing autonomy. Third, a perceptual approach focuses on improving the information processing requirements of jobs. These interventions are drawn from human factors research and include such manipulations as enhancing workplace layout and improving lighting. Finally, a biological approach focuses on reducing stressors and strains in the workplace, both mental and physical.

Structured Equation Modeling (SEM)

a set of techniques to examine models that specify a set of relationships among variables using quantitative nonexperimental methods.

in organizations where the goal-setting procedures exist, it is possible for the performance of people with less than average qualifications to be

as good as people who have average qualifications in another organization that fails to set specific and difficult goals.

theory x

assumes that workers are basically lazy, error-prone, and extrinsically motivated by money and, thus, should be directed from above. employees work only for money, must be coerced into putting forth effort at work, and must be closely supervised and monitored or they would be goofing off, then the result would be close and directive supervision and a focus on money as a rewar

theory y

assumes that, given challenge and freedom, workers are motivated to achieve self-esteem and to demonstrate their competence and creativity. If the management of an organization takes the view that people want to experience self-actualization, then jobs are designed in ways that permit people to display their abilities and take responsibility

competency models attractive to managers bc

because they are presented in a language and style with which organizational decision makers are familiar. focus more on personality but there is lack of specificity and validity

Francis Galton

began looking into the heritability of competencies and ways to statistically document relationships between the attributes of parents and the attributes of their children.

IRT is also of great utility in examining the degree to which items are

biased for various subgroups of examinees. If IRC's for two or more groups of people are different, this means that people of equal trait levels will have different probabilities of answering an item in the scored direction.

three major implications of levels of analysis research for linking the elements

bond strength,, different levels operate on different time scales, , there is an asymmetry between the reciprocal relationships across the levels, such that higher levels have stronger effects (and operate more quickly) on lower levels than lower levels have on higher levels

structural equation modeling

can involve various techniques including factor analysis, regression models, path analysis, etc.

what are some job characteristcs

coworkers, supervisor styles, tasks

Binet and Simon

creatively revealed how the achievements of French schoolchildren could be predicted by knowing how well they performed on what they called "little experiments''—what we call test items today.

who provided rational for study of staffing

darwin, theory of natural selection showed that those organisms best suited to an environment are the most likely to survive and prospe

. The idea behind the PAQ was to

derive a set of behaviors that could be used to describe all jobs so one job could be compared with another

, job analysis involves "the process of

describing what is done on a job, and the context in which the work activities are performed''

two practical consequences of scales

e higher the scale of measurement, the finer the distinctions we can make. with higher scales of measurement, more powerful statistical and measurement tools can be used so they provide more info

what makes up the external environment

economic conditions, social conditions, nature of community and competition, schools, government regulations

Vroom suggests

employee effort is a function of individual desires and organizational feedback. focuses on indiivudals and their rationality

simon and binet

first to demonstrate the practical usefulness of testing procedures

who had the most important breakthrough when it came to staffing and what was it

galton, had difficulty summarizing findings from correlation bw children and parents mental abilities, then karl pearson came up with correlation coefficient

. This process of validation and the development of mental tests are two of the most

important technological contributions of psychology to staffing.

The Organization Development Process,

including organizational renewal, job enrichment and enlargement, structural redesign

The Training Process,

including skills training, management training and so on

James McKeen Cattell

individual differences in mental tests

staffing occurs primarily at what level

individual. thats how they start hiring, select people with certain traits end up with homogenous group

the external environment, HR practices, and strategy are

intricately related. This is a relationship

alternative to ctt

item response theory

basis for defining the performance domain and predictor domain. It also provides a foundation for other HR functions, including training and compensation systems.

job analysis

what sets foundation for all staffing proc

job analysis

gigo

job analysis garbage in garbage out

who is best source of info for job analysis

job incumbents

Structural equation modeling can also be used to test the degree to which

latent, or unobserved constructs, provide explanations for a set of relationships among manifest or observed variables. W

A major contribution of American psychologists to organizational functioning and effectiveness has been the development and application of

measurement procedures for evaluating the validity and usefulness of staffing programs.

goal with predictors

minimize overlap bw predictors and inc overlap with predictors and criterion

To analyze the degree to which some variable moderates a relationship, we use

moderated regression. In these cases, we have a predictor (ability), an outcome or criterion (rating of overall performance), and a moderator variable (achievement motivation).

consider social context

more teams. roles are more than formal behavior,

kurt lewin

n showed the importance of the effect of the social environment on people's behavior

does a number always mean the same thing

no

latent signs

not observable, you measure one thing to measure a construct. such as trophies to measure competitiveness

what replaced dot

o net

manifest signs

observable can be measured

o net stands for

occupational info network

what makes up individual attributes?

personality, abilities, desires, interests

McGregor (1960)

proposed that depending on a manager's views of what motivates people, different strategies for motivating workers may be adopted.

burns and sttalker said

s larger environment determines how an organization accomplishes its goals. How an organization perceives its external environment, particularly the organization's strengths, weaknesses, opportunities, and threats, will influence the strategy the organization pursues to compete in this environment. This in turn influences the role of staffing within the organizational context.

Moderated regression has been used frequently in

staffing research to investigate differential prediction across subgroups usually defined by race or gender. Moderated regression represents the commonly accepted statistical methodology used to examine test bias issues

The correlation coefficient is the

statistical procedure used to indicate the degree of relationship between any two measured variables when those data are collected on a number of people

bond strength

suggests that adjacent levels will be more strongly interconnected than levels farther apart (Simon, 1973). This means the individual attributes and job characteristic levels are more closely intertwined than the individual attribute and larger environment levels

Lewin's major contribution to our future thinking was his idea

that human behavior is a function of the person and the environment in natural interaction with each other

A method that is still frequently used for gathering information on the tasks and KSAOs required to do those tasks is one developed by John Flanagan (1954) called

the critical incident technique (CIT).

Validity is the degree to which

the inferences we draw about our test scores are correct.

The theory underlying IRT assumes

the relationship between ability and the probability of a correct answer is nonlinear and reflected in the normal ogive (s-shaped) curve represented in this figure

best staffing system

those designed around a careful specification of strategic organizational goals. The logic goes this way: If an organization is able to be specific about its strategic goals, knows where it wants to go, and has defined a set of jobs linked to the accomplishment of its goals, it is likely that the goals will be accomplished

from staffing viewpoint whats purpose of job analysis

to discover kinds of people job needs to be effective

Measurement has been defined as the assignment of numbers

to objects or events

what makes up org practices and procedures

training system, evaluation system, rewards system, org philosophy(hr), type of product or service

moderating variable

variable that changes the nature of the relationship between two other variables. such as race/ gender. rel stronger for one group than other

is staffing a form of strategy and what did snow say

yes. Snow and Snell (1993) noted that when organizations operate in fluid, fast-changing markets, they need to adapt quickly, and thus proactive staffing can ensure sufficient worker competencies for demands that may currently not be needed. As such, staffing becomes the basis of strategy and competitive advantag