industrial/ organizational psych

planning

anticipating needs for human resources -expansion vs. replacements -labor market

talk analysis

breaking down the elements of a task

job satisfaction

degree to which one enjoys their job

predictive of job performance

empirical has limitations

human factors psych

employees use of and interactions with workplace and its tools

workplace violence triggers

perception of unfair, unjust or disrespectful treatment

dimension scores often not valid

rater training improved validity of dimensions

workplace violence

targets may include coworkers, supervisors or property

2 types of job analysis

task-oriented work-oriented

recruitment

the initial point of contact is usually the organizations website, which has advantages and disadvantages -in competitive jobs, many companies fight for same employees so more expensive recruitment methods may be necessary -inside source perform better

worker-oriented

listing characteristics needed by the worker -knowledge -skill -ability

task-oriented

listing necessary tasks, their frequency, relevancy

down sizing

may apply to job loss & gain as a result of merger -involved in many aspects: news delivery, layoff decisions

biographical inventory

more detailed background information

work-content factor

most protective for job satisfaction

sexual harassment

negative element of many cultures historically; as such many companies have a policy statement on this

discriminatory selection process leads to

negative public image and legal action

hawthorne effect

observation that plant workers perform better when noticed by researchers/supervisors (social facilitation)

selecting employees

organizations hope to acquire high-performing employees through selection methods with high validity and utility -more selective an organization can be, greater chance of hiring successful employees -scientific selection

theory X

people dislike work avoid responsibility want to be told what to do goals achieved through rules/punishments

theory Y

people enjoy work more satisfied when given responsibility want to take part in setting their own work goals goals achieved through enticements/rewards

procedural justice

perceived fairness of processes by which outcomes are determined in conflicts

theory X vs. theory Y

strengths-based approach

interviews

structured vs. unstructured groups vs. 1:1

types of employee selection methods

testing -ability test -knowledge and skills test -personality -emotional intelligence -integrity -vocational interest -credit checks -drug testing

employee selection methods

tools used to assess job-relevant characteristics among a group of applicants

bona fide occupational qualifications

◼A characteristic that is necessary to do the job and could constitute discrimination if considered in another context

affirmative action cont.

◼May range from targeted recruitment to preferential treatment ◼Does not include quotas or hiring people who do not meet qualifications ◼Required of all organizations with > 50 employees or government contracts > $50,000 or for companies with a history of discrimination ◼Can be viewed as fair when used properly

CRA and title VII prohibit discrimination against protected classes included

◼Race and Color ◼Religion ◼Sex (sexual orientation, gender identity) ◼National Origin ◼Age ◼Pregnancy ◼Disability & Genetic Information

cutoff scores

IQ performance or skills tests personality

genetic information

In employment decisions, prohibits discrimination against qualified individuals based on genetic information

americans with disabilities

In employment decisions, prohibits discrimination against qualified individuals with disabilities

undue hardship

The amount of costs to the employer resulting from changes that increase equal employment opportunities is more than minimal. To prove undue hardship, the employer will need to demonstrate how much cost or disruption a proposed accommodation would involve.

transformational leadership

charismatic inspirational intellectually stimulating considerate

Management structure

combines scientific management with human resources research

when does relevance of I/O psych grow

during and after WWII and travels to Canada & UK

historical roots of I/O

early 20th century james cattell, Hugo Munsterberg & walyer dill scott (students of william wundt)

diversity training

education on cultures to enhance teamwork -bringing people together with equal standing and common goal (social contact theory)

work-life/family balance

enhances satisfaction support from employers may include flex time, PTO

Transactional Leadership

focus on goals achieved through rewards/punishment status quo maintained

interviews

-structured vs. unstructured -used to gather information about applicant and interpersonal behavior -various characteristics affect interview ratings, aside from job relevant contents -can be conducted remotely

scientific selection

criterion- definition of good employee performance predictor- anything that relates to the criterion determine if predictor relates to criterion by using a validation study

gender combos

male mentors paid more for male mentees rather than female mentor-male mentee

standardized simulation of actual job

scored based on accuracy and time

quid pro quo

"if i do this for you, you do this for me"

How many employment discrimination claims do you think the EEOC receives each year in the U.S.?

+100,000 cases/year

realstic job preview

-give applicants accurate information about job and organization -reduce number of acceptances -increases job performance and job satisfaction

selection is of little value of employees do not accept and keep job offers

-positive recruitment benefits -comparable salary benefits -cafeteria benefits

mentor model in training

-research finds benefits for job performance, satisfaction, future promotion -enhanced benefits for women

hiring employees

-selection is of little value of employees do not accept and keep job offers -realistic job preview

biographical information

-simply asks people what you wish to know -biographical inventory -empirical vs. rational -predictive of job performance

assessment center

-simulation of management and other white collar jobs -tasks of assessment centers -overall scores valid predictors of performance -dimension scores often not valid

work samples

-standardized simulation of actual job tasks -good predictors of future job performance -acceptability by applicants because of obvious job relevance -not always practical

reasonable accommodation

1) Does not change the essential functions of the job 2) Allows more applicants to enjoy equal employment opportunities

utility is maximized by

1. base rate for success-should be 50% 2. selection ratio (hired/applicants)-should be low 3. validity of selection device-should be high

affirmative action

A set of procedures designed to eliminate unlawful discrimination among applicants, remedy the results of such prior discrimination, and prevent such discrimination in the future.

pregnancy discrimination act

Discrimination based on pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination

equal employment opportunity commision

Enforces federal laws prohibiting discrimination against a job applicant or an employee during a variety of work situations

civil rights act & title VII

Prohibited discrimination and established the Equal Employment Opportunity Commission for enforcement

age discrimination in employment act

Protects individuals over 40 years of age from discrimination in employment

emotional intelligence

ability to control and recognize emotions

job analysis

accurately defining and describing job

I/O Psych

branch of broader psych interested in examining how humans and their workplace interact

cognitive task analysis

breaking down the elements of a cognitive task

industrial psych

concerned with describing job, hiring for job, evaluating work quality & legality

organizational psych

concerned with social relations among employees & these effects on business

validity

conduct a job analysis specify job performance criteria choose predictors validate the predictors cross-validate

generational differences

differences in tech competence and attitudes most prominent

greater diversity leads to

greater innovation and problem solving capabilities

cognitive engineering

human software interactions i complex automated systems, especially the decision-making processes of workers as they are supported by the software system

work teams rather than individual-based approach to accomplish goals

idea is to bring together diverse skills, experience and expertise not found to necessarily be more productive

tasks of assessment centers

in-basket exercise leaderless group exercise problem-solving stimulation role-play exercise

attention

includes vigilance and monitoring, recognizing signals in noise, mental resources and divided attention

how do you determine BFOQ

job analysis ◼Employer must demonstrate that it is necessary, and there are no alternatives with less adverse impact

job analysis involves

knowing what traits to look for in applicants training new hires evaluation of workers performance throughout

integrity

predict whether person will engage in dishonest behavior

structured vs unstructured

unstructured allows bias structured is much more valid in predicting performance

employee selection

using cutoff scores interviews

utility

value of selection system to the organization valid predictors increase true positives and reduce false positives must determine if benefits to organization outweigh costs of the selection devices

organizational culture

values, visions, hierarchies, norms and interactions between its employees

US involvement in WWI

work by military psychologists

examples of above minimal costs

■diminishes efficiency in other jobs ■infringes on other employees' job rights or benefits ■impairs workplace safety

adverse impact

▪A disproportionate number of individuals in a protected group versus the majority group are selected for a job

80% rule of thumb

▪if passing or selection rate for a minority group is less than 80% of the selection rate for the majority group, then this constitutes adverse impact