PSY 321 I/O Psych Test 1

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Personnel selection procedures

a wide range of instruments that organizations can use to predict job performance

Performance goal orientation

which is focused on doing well on the outcomes, proving their competence to others, and avoiding criticism of their performance

Counterproductive work behavior (CWB)

work behaviors such as theft, derailment of others, and abusive leadership

Assessment centers

work samples for managers

Position analysis questionnaire

a standardized pre-written job analysis questionnaire containing 195 items; these items describe a broad range of jobs and are an alternative to the more time-consuming method of developing a task-KSA analysis

Training goals

a statement of the purpose of the training and the end state of the trainee in behaviorally specific terms

Task-KSA linkage survey

a step in the task-KSA analysis in which SMEs document the degree to which the KSAOOs really are needed to do the tasks

Functional categories

a group of tasks that serve a similar purpose. These groups of tasks are sometimes said to be grouped into larger responsibilities

Behavioral observation scale (BOS)

a hybrid of BARS and graphic rating scale, this appraisal format asks raters to describe the frequency with which each behavior takes place

Work-oriented job analysis method

a job analysis method in which the primary unit of analysis is the characteristics of the job

Subject matter expert (SME)

a job expert with a great deal of knowledge about and/or experience of the job, these are people with whom we get the job analysis information, typically an incumbent or supervisor

Internal equity

a key goal of job evaluation, the intention of internal equity is to assure fairness of relative pay values within the organization

Training

a key part in developing employees

Executive coaching

a manager works closely with a coach either at their own or at company expense, on issues and challenges at work

Carelessness index

a method for detecting whether SMEs are paying attention; these consist of bogus or nonsensical questions throughout a survey, which if endorsed, indicate that the SME is being careless

Recruitment

a method for increasing your applicant pool in an attempt to find the best people for the job

Sandwich technique

a method of delivering feedback, starting with more positive pieces of feedback followed by areas for improvement ending the meeting on a positive note with an action plan

Competency modeling

a method of job analysis that involves describing the general characteristics needed in jobs in a company, especially within a series of jobs or across a range of jobs, this often includes the company values or mission statement

Diary keeping

a method where the rater keeps records of important performance incidents

Behavior modeling training

a model is observed, a learner than role-plays a similar situation and gets feedback from other learners and the trainer

Research purposes

appraisal conducted to validate a selection battery or validating and assessing the effectiveness of a training program

Valid selection procedures

methods, such as tests and interviews, which can be used in order to assist in hiring the best applicant for the job

Incumbent

the person doing a given job, the person most familiar with the job; these people are sometimes consulted as subject matter experts

Unproctored Internet testing

when tests are administered online so that a person might take the test at home or at some location away from a representative of the organization

Roleplay

where individuals act out challenging work situations in order to enhance their ability in future situations

Branching programmed instruction

where the learner may be required to go in various directions if they do not successfully complete a module

Cognitive task analysis

a newer approach to job analysis, this goes beyond traditional task analysis by focusing specifically on the cognitive processes involved in doing the job

Job evaluation

a particular type of job analysis, used to determine the relative value that jobs have within an organization

Behaviorally anchored rating scale (BARS)

a performance appraisal format that identifies the most important aspects of a job and includes behavioral descriptions of high, average, and low levels of performance for each aspect

360-degree appraisal

a performance appraisal system where data are collected from multiple raters at all levels, including managers, peers, subordinates, and customers

Learning self-efficacy

a person's belief that they can master the training material

Five-factor model (FFM)

a personality framework that focuses on normal adult personality and includes the five personality dimensions of openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism

Realistic job preview (RJP)

a preview to the applicant about what the job is like, both good and bad; it can be provided in a number of ways such as through part of a job interview

Onboarding

a process through which employees become familiar with both the task and social demands of their new roles

Job analysis survey

a questionnaire given to a large number of employees about the job in order to conduct the job analysis

Contrast error

a rater error where a person is rated higher or lower than warranted because the person's' performance is higher or lower than their peers'

Recency error

a rater error where events that occurred in the recent past have undue influence over the performance appraisal compared to events that occurred in the more distant past

Calibration meeting

a rater reliability session where raters come together to discuss the ratings they gave to the employees they are ratings, defending and justifying their particular ratings

Similarity and liking

a rating error whee the ratee is evaluated higher than warranted because the rater like the rate or because the rater feels that the rate is similar to the rater

Halo effect

a rating error where the ratee's overall impression in the eyes of the rater drives the performance score, regardless of the questions being asked

Forced distribution

a relative appraisal format where there are restrictions on what percentage of employees can be placed in top, middle, and bottom categories

Graphic rating scale

a scale hat lists traits and behaviors where raters assess rates on a scale consisting of a continuum

One-on-one meeting

a short, regularly scheduled meeting between the manager and employee for coaching and regular connecting

Presenteeism

a situation in which a worker comes to work sick, perhaps because they thought that the boss expected them to do so

Compensation

involves setting pay levels within an organization

Case study analysis

an in-depth analysis of a particular business case

Structured interview

an interview process where job applicants are all asked the same job-related questions

Recruitment

an organizational activity focused on increasing the number of job applicants, their quality and fit with the job openings and with the organization's culture, and at the same time meeting the organization's legal and ethical obligations with regard to diversity

Job description

an overview of a job, typically one to two pages outlining what the job entails

Task

a basic element that can be used to describe a job, together a large set of tasks makes up a job

Conceptual criterion

an abstract idea of the essence of a job; it cannot be directly measured

Contextual performance

behaviors that support the social environment in the workplace

Dynamic criteria

the concept that performance for an individual employee may change over time

Occupational Information Network (O*NET)

An online database developed by the US Department of Labor. The database contains job analyses from various job titles and provides considerable information on work characteristics and requirements, as well as the experience needed for the job

Battery of selection procedures (test battery)

a group of selection procedures that can be used together to predict job performance

Job specifications

a brief overview of the requirements for doing the job, including the minimum qualifications necessary to do a job

Composite criterion (composite)

a combination of multiple criteria, added or averaged together, used to show the "bottom line" work performance; for example, one could see whether a training program helps an employees behavior overall

Core self-evaluation (CSE)

a combination of self-esteem, locus of control, self-efficacy, and neuroticism

Learning goal orientation

a focus on mastering the training material

Learning schema

a framework for organizing learning content

Job design

a systematic analysis of the organization of work which often includes job analysis to identify the best way to allocate various tasks and responsibilities among different jobs

Work sample test

a test in which the applicant is asked to do a small portion of the job

Overlearning

a training approach in which the trainee practices a behavior so much that it becomes automatic, that is, it requires little attentional capacity from the learner

Machine simulator

a training environment that reflects the job situation as closely as possible, both psychologically and physically

New employee orientation programs (NEO)

a training process that presents basic information to new employees to help get them up and runnings and ready to contribute to the organization as quickly as possible

Strictness

a type of distribution error in which raters give all rates low ratings without distinguishing among them

Leniency error

a type of distribution error in which the rated gives all rates a high rating without distinguishing among them

Central tendency error

a type of distribution error in which the rated gives all rates a medium rating without distinguishing among them

Frame of reference training

a type of rater training teaching raters the meaning of each performance dimension and level showing raters how to rate

Straight ranking

a type of relative appraisal where the rater ranks each employee from strongest to weakest in performance

Behavioral interview

a type of structured interview where applicants are asked job-related questions about a past experience that the applicant has had

Situational interview

a type of structured interview where applicants are asked job-related questions about hypothetical situations

Rater error training

a type of training familiarizing raters with different types of rating errors in the hope that raters will avoid committing these errors

Critical incidents technique

a worker-oriented method of job analysis focuses on documenting examples of critical situations faced by job incumbents such as examples of good and poor ways to handle them and the results

Essay appraisal form

an appraisal form whose primary purpose is to give feedback and is in the form of an essay

Leaderless group discussion

an assessment center exercise in which candidates are presented with a problem as a group, such that they can be evaluated for teamwork and leadership

inbox/in basket exercise

an assessment center exercise that requires the candidate to review a number of memoranda or emails that have been sent to him or her and determine which of these have priority and how they would respond to them

Roleplay

an assessment center exercise where candidates play out a situation that they would encounter on the job, such as a subordinate with a performance problem

Performance appraisals

an evaluation used by supervisors to evaluate employees' performance

Absolute appraisals

appraisal that compares one's performance to pre-established criteria

Outcome appraisals

appraisal which focus on quantitative metrics such as sales figures, number of units produced, or number of mistakes

Administrative reasons

appraisals conducted to make decisions on past performance such as pay or promotions

Developmental reasons

appraisals conducted with the primary purpose of developing future performance

Relative appraisals

appraisals that compare one's performance to other ratees' performance

Behavioral appraisals

appraisals that measure the frequency with which specific observable work behavior s occur

Trait appraisals

appraisals which focus on measuring employee knowledge, skills, and abilities, such as reliability, honesty, punctuality, or friendliness

Developmental assessment centers

assessment centers used to give feedback and provide a developmental plan for managers

External equity

assessment of fair compensation in relation to market conditions for a particular job, this is important for attracting and retaining the best talent for each position

Organizational citizenship behaviors (OCBs)

behaviors focused on helping individual co-workers and helping to support the organization

Comparable worth

commonly discussed in terms of gender differences, points to differences in pay for typically male versus typically female jobs based on job evaluation and market value

Business games and simulations

competition among groups of business teams to improve business decisions

Legal reasons

conducting appraisals for the purpose of legal documentation

Emotional intelligence (EI)

defined by some researchers as more of cognitive social skills, whereas others have focuses on its non-cognitive properties, useful in predicting social skills at work

Diversity training

focused on the better functioning of diverse groups of employees; includes sensitively to different groups

Functional job analysis

focuses on the purpose or functions of the job as opposed to the actual tasks being performed

Criticality

how important a task is to job performance, typically in terms of importance to the job or relative time spent on the job

Adaptive behavior

includes factors such as adjusting to new social and tasks environments; includes adapting to work stress, solving problems creatively, handling emergencies, and cultural and interpersonal adaptability

General cognitive ability

includes reasoning, symbolic representation, and problem-solving

Organizational analysis

includes the identification of abroad set of organizational issues that can help or hinder the effectiveness of a training program

Unstructured interview

interview that is like a casual conversation between the interviewer and the job applicant; different applicants can be asked very different questions and the questions are often not job-related

Task-KSA analysis

involves generating a list of critical job tasks, and the KSAOs needed to do them, through observations and SME interviews

Creative performance

involves problem finding flexibility, originality, and evaluation of ideas

Biodata

items include questions concerning an applicant's education and past work and life experiences that can help decide how well the applicant can be for the job; often scored through a detailed scoring process established through research

Performance appraisal

measurement of employee performance based on pre-established criteria, and communication of this information to the employee

Worker-oriented job analysis approach

methods of job analysis that focus on the characteristics of the employee

Observations

one of the most basic ways to learn about a job, observations are done by watching incumbents and SMEs doing their job

Criteria

outcome variables such as measures of job performance that can be used to demonstrate the performance or effectiveness of an employee or group of employees; criteria are used to show whether employee outcomes such as work behavior have improved as a result of a personnel selection measure, a training system, or some other workforce intervention

Subjective measures

performance measures based on the judgment of another person such as supervisor performance ratings

Objective measures

performance measures not based on the judgment of others, such as number of sales (for a sales job) or number of units produced (for jobs that can be quantified)

Individually administered selection procedures

procedures administered to one applicant at a time

Feedback

providing learners with information about how they are doing leading to their knowledge of results

Dictionary of occupational titles (DOT)

published by the US government in paper form, this contains short job descriptions of nearly every job, the last edition was published in 1991

On the job training (OJT)

putting the learner into the job to learn how to do it

Group administered procedures

selection procedures given to large groups of applicants at one time

Action plan

setting goals for the near future regarding what the employee and the manager will do to improve the employee's effectiveness

Electronic performance monitoring

systems that utilize technology such as video cameras, recording of employee-customer interactions, or recording keyboard strokes to observe, review, and act on employee performance in a continuous fashion

Job analyst

the person conducting a job analysis, this person is usually an I/O psychologist or HR specialist

Debriefing

talking with trainees about what happened in the training program, what could have been done better, and what was learned as a result

Situational judgment tests (SJTs)

technically known as low-fidelity simulations; questions put the job applicant into a work-related situation and ask what he or she believes is the right action

Physical ability tests

tests developed to assess dimensions like endurance or explosive strength for physically demanding jobs

Integrity tests

tests developed to predict the number of negative and counterproductive employee behaviors such as theft, malingering, drug use, and aggression

Cognitive tests

tests measuring an applicant's general cognitive ability or a specific cognitive ability

Non-cognitive tests

tests such as personality which tap individual differences that are not related to cognitive skills

Paper and pencil test

tests that are administered to job applicants in paper format

Specific cognitive ability tests

tests that do not assess g but instead assess specific dimensions such as mechanical ability and or clerical speed and accuracy

Psychomotor tests

tests which assess dexterity and or coordination and which may require agility and dexterous movements of the finger, hands or body

Power tests

tests which let respondents go at their own pace with no consideration for how quickly an applicant can answer the questions

Speed tests

tests which require the test taker to work as quickly as possible within a short period of time

Metacognitive skills

the ability of learners to step back and assess their own learning and mastery of the material

Feedback context

the conditions under which feedback is delivered; includes factors such as the relationship quality between employees and managers, team cohesiveness, organizational culture

Task performance (or core task performance)

the core tasks that make up a particular job, typically shown in a job description

Criterion deficiency

the degree to which the actual criterion fails to overlap with the conceptual criterion

Criterion relevance

the degree to which the actual criterion overlaps with the conceptual criterion

Trainee motivation

the degree to which the learner is motivated to gain the KSAs provided in training or to succeed in training

Transfer climate

the degree to which the social climate among employees back in the work situation supports training

Identical elements

the degree to which the training context is similar to the transfer environment

Psychological fidelity

the degree to which the training elicits the KSAs needed to do the job

Meaningfulness

the degree to which the training is seen as relevant to the workshops or to the learner

Physical fidelity

the degree to which the training resembles the physical aspects of the job

Adverse impact

the degree to which there are meaningful differences in the performance of different subgroups on a selection procedure

Transfer of training

the degree to which training leads to improvements in on the job behavior

Massed learning

the delivery of training in a condensed session or sessions

Spaced learning

the delivery of training in small sessions over a long period of time

Criterion problem

the difficulty of capturing the conceptual criterion with the actual criterion measures; this is because the job analysis does not completely define the conceptual criterion plus the actual criterion measures are unreliable and contain some measurement error

Utility

the dollar value of using a selection procedure which is largely determined by the procedure's validity, the cost of using it, and the benefit it provides to the organization in terms of improved performance of workers

Typical performance

the job performance that an employee usually exhibits

Linear programmed instruction

the learner either continues to the next module or repeats the previous one if they do not pass the quiz

Lecture

the oral presentation of information to trainees, either with or without feedback and discussion

Actual criterion

the performance measure of measures you will actually use to try to capture the conceptual criterion; all actual criteria have some degree of unreliability and measurement error

Maximum performance

the performance that an employee is capable of carrying out

Training needs assessment

the process by which an organization identifies the key factors in the organization that will support the training program, what needs to be trained, and who needs to the training

Person analysis

the process of identifying what current employees can actually do and what KSAs they currently possess

Demographic analysis

the process of identifying who the trainees are, for example, education, age, and familiarity with technology

Qualifications

the skills and experience required to do a job

Job analysis

the systematic process which helps you identify the job tasks and responsibilities, KSAOs, and critical incidents on the job

Adaptability

the tendency to adjust to new situations and which includes learning adaptability, interpersonal adaptability, and cultural adaptability

Proactive personality

the tendency to recognize and act on opportunities in the environment

Work analysis

the term acknowledging that jobs are quickly changing and more fluid in today's market

Goal orientation

the type of goal a person has when learning

Performance appraisal system training

this training program educates readers about the features of the appraisal system, as well as teaches raters how to give feedback and communicate more effectively during the appraisal process

Supervisors

those overseeing job incumbents; for job analysis purposes supervisors as SMEs may have a better idea of how a given job fits into the overall organization

Criterion measures

tools used to evaluate job performance

Coaching

training and development of a person to achieve professional goals

Reactions

training criteria focused on how trainees perceive the training

Results

training criteria focused on whether the training led to a change in organizational performance such as profitability

Learning

training criteria that are indicators of whether the trainees indicated signed of learning the material in the training sessions

Behavior

training criteria which are indicators of whether the training actually led to changes in on the job behavior

Cross-cultural training

training developed to help increase managers' success in overseas assignments

Transfer through principles

training employees to understand why they should perform their job in a certain way and the underlying principles behind what they do on the job

Programmed instruction

training that involves the presentation of training material in modules; after each module employees must take and pass a quiz before being allowed to continue onto the next module

Multiple criteria

treating each criterion measure separately in analysis; example one could see whether a training program helps customer service behavior safety behavior and other behavior of employees

Knowledge, Skills, and Abilities (KSAs)

used to describe the characteristics an employee needs to do the job; knowledge is generally something that can be learned; a skill is something that you can learn how to do; an ability is something that the person brings with them to the job

Job analysis interview

when a job analyst asks SMEs about questions about job responsibilities, tasks performed, critical incidents faced, and what KSAOs, experience, and qualifications are needed to effectively perform the job

Focus groups

when a job analyst gathers groups of SMEs and asks structured sets of questions regarding their jobs

Criterion contamination

when an actual criterion measure includes something that it should not lead to error


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