Psy 319 Exam 2 Ch 4

Task-Oriented Job Analysis

-Begins with statement of actual task is accomplished by those tasks. Be able to list the important and frequently tasks done on job analysis.

Electronic Performance Monitor

-Can be cost effective -Potential for providing detailed & accurate worklog -e.g., "This call may be monitored for quality control purposes."

All of the following may be potential distorting influences in job analysis data collection except:a. The desire to make one's own job look more difficult. b. Objective reporting by the SME. c. The desire of the SME to conform to what others report. d. Mere carelessness.

B. Objective Reporting By the SME

All of the following are aspects of organizational citizenship behavior except:a. Altruism toward individuals in the organization b. Responsibility c. Generalized compliance d. Altruism toward groups within the organization

B. Responsiblity

Job Analysis & Employment Litigation

Competent job analysis does not guarantee validity, but absence of credible job analysis could be very damaging Growing gap between evolution of I-O psychology & Uniform Guidelines on Employee Selection Procedures (1978) SIOP Principles (2003) are more updated and consistent with current research I-O Psychologists often get involved in Employment Litigation as Expert Witnesses for the Plaintiffs or Defense

Sheryl is frustrated with her job and, in recent weeks, has been sabotaging the projects of her coworkers. This is an example of: a. revenge b. performance monitoring c. hostile action d. counterproductive behavior

D. CounterProductive Behavior

Personality-Related Position Requirement (PPRF)

Devoted to identifying personality predictors of job performance Intended to supplement job analysis

o*net Databeses

Experience Requirement- Training, experience, Licensure. Worker Requirements-Basic Skills, cross-functional skills, knowledges, education. Worker Characteristics- Abilities, occupational values and interests, work styles. Occupational Characteristics- Labor Market Information, Occupational outlook, Wages. Occupational Requirments-Generalized work activities, work context, organizational context. Occupation-Specific Requirments: occupational knowledges, occupational skills, tasks, duties, machine, tools, and equipment.

Worker-Oriented Job Analysis

Focuses on attributes (KSAOs) of workers that are necessary to accomplish tasks

Criterion Relevance

Good Characteristic. High As possible

Competency Modeling (Broader)

Identifies characteristics desired across all individuals & jobs within an organization Connects individuals with organizational viability & profitability Natural extension of job analysis logic, rather than a replacement

Occupational Information Network (O*NET)

Introduced by federal government in 1995 to replace the Dictionary of Occupational Titles (D.O.T.) Electronic medium, so it can be updated instantaneously as changes occur

Job Evaluation:

Method for making internal pay decisions by comparing job titles to one another & determining their relative merit Compensable factors Skills, responsibility, effort, & working conditions Equal Pay Act of 1963: requires "equal pay for equal work."

Uses of Job Analysis Information

Performance Assessment, Training, Job Description, Workforce Rreduction, Selection, Recruting, Criterion Development, Promotion, Compensation.

Counterproductive Employee Behaviors

Voluntary Behavior violation significant organizational norms threatening the organization, its members, or both

Criterion Containamtion

When Actual Criterion includes information unrelated to behavior one is trying to measure

KSAO's

-Knowledge - Collection of discrete, related facts & information about a particular domain -Skill - Practiced act, can be developed via training -Ability - Stable capacity to engage in a specific behavior -Other characteristics: personality, interests, training, experience

Types of Performance Measures.

-Objective performance measures Quantitative count of results of work (e.g., sales figures-not only component of measuring, Criterion Defiancy) -Judgmental measures Evaluation of the effectiveness of an individual's work (most common is supervisor rating) -Personnel measures Typically kept in personnel file (e.g., absences, accidents, rate of advancement)

Job Analysis

-Process that determines the important tasks of the job the KSAO's necessary to successfully perform those tasks. To understand the job

Job Analysis Approaches (detailed)

1.Literature Review (includes O*NET) 2.Interviews: Incumbent, Supervisor 3.Critical incidents & work diaries 4.Questionnaires/surveys 5.Observation 6.Performing the job

Cambell Performance Model

8 Basic Performance Components-(Job-Specific Task Proficiency, Maintaining Personal Discipline, Demonstrating Effort, Facilitating Peer and Team Performance, Non-Job-Specific Task Proficiency, Communication Task Proficiency, Supervision/leadership, Management/administration) 3 components are common to all jobs: Job-specific task proficiency - capacity to perform core tasks that are central to job Demonstrated effort - consistency of effort Maintenance of personal discipline - extent to which employee follows rules, and avoids negative behaviors such as absence, lateness, substance abuse

What is cognitive task analysis? a. A method of distilling job performance into measurable units. b. A precursor to the think-aloud protocol. c. A job analysis method that focuses on specific tasks. d. A technique used to quantify job analysis information.

A. Method of distilling Job Performance into Measurable Units

John works at Lunar Company as an administrative assistant. He often volunteers to do additional tasks to help others and consistently puts in extra effort in completing his own tasks. This is an example of: a. organizational citizenship behavior. b. task performance. c. adaptive performance. d. overall performance.

A. Organizational Citizenship

All of the following are circumstances of today's workplace that seem to require adaptive performance except:a. Reliance on the status quo b. Globalization c. Changing technologies d. Corporate restructuring

A. Reliance on the status Quo

According to Campbell, which of the following is a performance component that is essential at some level for every job?. A Demonstrated Effect. B. Motivation. C. Personal Accountability. D General proficency.

A.Demonstrated Effect

All of the following are direct determinants of job performance except: A. Motivation. B. Procedural Knowledge and Skill. C. Personality Factors. D. Declarative Knowledge

C. Personality Factors

All of the following are purposes of a job analysis except:a. To determine the necessary human attributes. b. To determine how tasks are carried out. c. To decide who to hire for a position. d. To understand the important tasks of a job.

C. To decide who to hire for a position

A help-desk operator's performance at Chips and Bytes Computer Company is evaluated by assessing the number of calls he takes on any given day. The other aspects of his job (e.g., customer satisfaction) are not included. The resulting performance measure would be considered a(n). a. Actual criterion b. Ultimate criterion c. Contaminated criterion d. Deficient criterion

D. Deficient Criterion

Task Performance

Doing just what is expected, whats on their job description predicament. -Requirements vary from job to job -Indvidual Differences tied to abilities & knowledge -Activities part of job description

Organizational Citizenship Behavior (OCB)/Contextual Performance.

Going Beyond what is expected -Common to most jobs -Individual Differences tied to personality -Activities not part of job description -Includes Altruistic or Helpful behaviors directed toward individuals or groups in organization.

Criterion Deficiency

When Actual Criterion is missing information that is part of behavior one is trying to measure.