Comps

in the employment context, disparate treatment may appear in both obvious and nuanced ways. In addition, disparate treatment based on race and gender amy appear very differently than disparate treatment based on age or disability

What is the principle outlined by Landy, Gutman, & Outz 2010 in regards to disparate treatment?

In a selection context, criterion informaiton, particularly in the form of performance ratings, is as important in validation as is predictor information.

What is the principle outlined by Landy, Gutman, and Outz (2010) regarding criterion information?

initiating structure (Vroom & Jago, 2007)

defining working relationships, work scheduels, work methods, and accomplishment

synthetic validity

encompasses several methods that involve the use of structured work analysis questionnaires that can be scored in terms of work dimensions or job compenets, each of which has pre-established realtionships with one or more predictor constructs or measures (Pearlman & Sanchez, 2010)

pure situational leadership theory (Vroom & Judge)

established by Perrow (1970). the real causes of effective and ineffective organizational leadership reside in structural features rather than the characteristics of the people who lead those organizations. The traits of leaders reflect the mechanisms by which they are selected, and their behavior is constrained by the situations that they face. Perrow also argued that leadership should be viewed as a dependent rather than a independent variable.

consideration (Vroom & Jago, 2007)

establishment of mutual trust, two-way communication, rapport, and a concern for the employee as a human being both in and out of the work setting

Interest in O topics as applied social psychology began in 1930s to WWII. Interest in workers as human beings and noneconomic issues such as job satisfaction, autonomy, and working conditions grew after WWII (Katzell & Austin, 1992)

When did the development of the "O" side of I/O psychology take place?

the corelation between traditional leadership and team effectiveness is weaker than that between shread new-genre leadership and team effectiveness

When evaluating forms of shared leadership, which is more highly associated with team effectiveness (Wang, Waldman, & Zhang, 2014)?

action researcher (Katzell & Austin, 1992)

A role for I/O psychologist that grew out of the 1930s to World War II era, affected by the Hawthorne studes and Lewin's research on expectancy theory. This role combines active intervention with scientific research procedures, demonstrating and dependent on an interplay between science and practice.

self-leadership (Zhu et al., 2018)

A process whtough which people influence themselves to achieve the self-direction and self-motivation needed to perform

Methodology-psychometric issues; predictors of performance; work motivation and attitudes; performance measurement-work outcomes; leader influences; human factors-applied experimental psychology

According to Cascio & Aguinis (2008), what are the top 6 broad topical areas published about in JAP and PPsych over the last 45 years?

statistics-research methods; human factors-applied experimental psychology; job satisfaction-attitudes-involvement-commitment; performance appraisal-feedback; psychometrics-testing issues; personnel selection-classification

According to Cascio & Aguinis (2008), what are the top 6 subcategories within the board topical areas published the most in JAP and PPsych over the last 45 years?

there is a lag between the onset of human capital trends and researchers ability to build and publish research relevant to those trends

According to Cascio & Aguinis (2008), what is one trend involving human capital changes and published research that could account for the scientist-practitioner divide?

work-oriented content

According to Pearlman & Sanchez (2010) what do these broad categories fall into for work/job analysis: major duties, major responsibilities.

attribute requirements

According to Pearlman & Sanchez (2010) what do these broad categories fall into for work/job analysis: personality traits, values, and interests; aptitudes and abilities.

worker-oriented content

According to Pearlman & Sanchez (2010) what do these broad categories fall into for work/job analysis: position/job/occupational titles.

worker-oriented content example methods

According to Pearlman & Sanchez (2010), all the following are broad to moderate examples of work/job analysis methods that would fall under which content category? Ex: Dictionary of Occupational Titles classifcation structure; Position analysis questionnaire.

attribtue requirements content example methods

According to Pearlman & Sanchez (2010), all the following are broad to moderate examples of work/job analysis methods that would fall under which content category? Ex: fleishman ability requirements scales; holland interst taxonomy; SCANS; Work keys.

Hybrid content example methods

According to Pearlman & Sanchez (2010), all the following are broad to moderate examples of work/job analysis methods that would fall under which content category? Ex: functional job analysis; MOSAIC; SHL univeral competency framework

work-oriented content example methods

According to Pearlman & Sanchez (2010), all the following are broad to moderate examples of work/job analysis methods that would fall under which content category? Ex: job diagnositic survey; PPRF work styles; PIC Checklist; Minnesota Job description questionnaire.

- for predictor development - for criterion development - for validity evidence development - validity evidence extension

According to Pearlman & Sanchez (2010), what are the four general purposes for conducting a work/job analysis?

- specialized/technical skills - specialized/technical knowledge

According to Pearlman & Sanchez (2010), what specific information gathered during a job/work analysis would fall under attribute requirements?

- tasks or work steps - work outputs -specific materials, equipment, tools, and machines - work-content based performance standards - specific work environment features and working conditions

According to Pearlman & Sanchez (2010), what specific information gathered during a job/work analysis would fall under work-oriented content?

- worker-behavior-based performance standards - behavioral indicators

According to Pearlman & Sanchez (2010), what specific information gathered during a job/work analysis would fall under worker-oriented content?

divided leaders into relationship-motivated and task-motived groups by means of their relatively favorable or un favorable description of the leader's least preferred coworker on a set of bipolar adjectives. He argued that one's leadership motivation is a rather enduring characteristic that is not subject to change or adaptation, but leader effectiveness is contingent on the situation matching their style.

Explain Fiedler (1967) contigency model *note: read about in (Vroom & Jago, 2007)

uses the original leadership sclae and shifts the source of leadership from the dormal leader to team members and aggregates team members' ratings to the team level

Explain how the aggregation approach to measuring shared leadership is conducted (Zhu et al., 2018)

Genetics and natural selection processes lead to traits. These traits lead to getting along, getting ahead, providing meaning, and skills and abilities. That leads to emergence of leadership, resulting in subjective leader effectiveness and objective leader effectiveness. moderators for emergence to subjective include traits and implicit leadership theories. emergence and subjective leader effectiveness include moderators like threats, resources, and culture.

Explain the leader trait emergence effectiveness model (Judge et al., 2009).

assume that dyadic leader-follower relationships jointly form the overall leadership structure within a group. It tests in fact whether the assumed dyadic leading-following connections exist and then merges those dyads into a larger collective network

Explain the social network approach to measuring shared leadership (Zhu et al., 2018)

-work-oriented content at broad, moderate, and specific levels of analysis -worker-oriented content at specific levels of analysis

For criterion development applications, which work descriptor categories and analysis levels are most appropriate for work analysis (Pearlman & Sanchez, 2010)?

-attribute requirements at broad, moderate, and specific levels of analysis

For predictor development applications, which work descriptor categories and analysis levels are most appropriate for work analysis (Pearlman & Sanchez, 2010)?

-work-oriented content at moderate and specific levels of analysis -worker-oriented content at specific levels of analysis -attrbute requirements at moderate and specific levels of analysis

For validity evidence development, which work descriptor categories and analysis levels are most appropriate for work analysis (Pearlman & Sanchez, 2010)?

emergent leadership (Zhu et al., 2018)

Group members exhibit leadership influences over other group members although no formal authority has been vested in them

True (Katzell & Austin, 1992)

True or False: It was not until much later than World War I that American psychologists paid attention to social and organizational factors in the workplace.

- availability and readiness for use -versatility of application to different jobs and work settings, decriptor needs, units of analysis - degree of standardization - acceptability to users and stakeholders - analyst or respondent training requirements - sample size needs - reliability and validity of resulting data - cost -suitability and utility for the specific intended applicaiton

What are 8 things that should be condired when determining if a method or instrument for work/job analysis is appropriate (Pearlman & Sanchez, 2010)?

- formal team leader factors (e.g., empowering leadership, coaching, LMX) -team characteristics (e.g., team environment, team personality, team task cohesion)

What are antecedents to shared leadership (zhu et al., 2018)?

- perfromance - creativity and innovation - attitudinal outcomes

What are distal outcomes of shared leadership (zhu et al. 2018)?

- leaders have very limited power - candidates for a given leadership position will have gone through the same selection screen that will drastically curtail their differences - any remaining differences among people will be overwhelmed by situational demands in the leadership role

What are main arguments for why the attributes of a leader are irrelevant to organizational effectiveness? (Vroom & Jago, 2007)

- task characteristics - team characteristics - content of shared leadership -shared leadership operationalization

What are moderators of the relationship between shared leadership and distal outcomes (Zhu et al, 2018)

- cognitive & Motivational process - affective process - behavioral process

What are proximal outcomes of shared leadership (Zhu et al., 2018)?

1. suitbale work analysis 2. reasonable competence in test construction 3. test content related to job content 4. test content representative of job content 5. scoring systems selecting applicnats who are likley to be better job performers

What are the gold standard five steps for content validity outlined by the 2nd circuit Guardians v. Civil Service (1980)? (Landy, Gutman, & Outz, 2010)

1. leadership is a process, not a property of a perons. 2. the process involves a particular form of influence called motivating. 3. the nature of incentives is not part of the definition 4. the consequence of the influence is collaboration in pursuit of a common goal 5. the great things are in the minds of both leader and followers and are not necessarily viewed as desirable by all

What are the implications of Vroom & Jago's (2007) definition of leadership?

- leadership is a shared social process, and it is embeded in units, teams, and networks, rather than solely on the skills of individual leaders - view leadership as a collective level phenomenon - effectively distributing elements of the leadership role as the situation or problem at hand requires

What are the sources of leadership influence, units of analysis, and distibutions of leadership influence for collective leadership as characterized by Zhu et al. 2018?

- focus on horizontal leadership influence - focus on one or a few team members who emerge as informal leaders - cannot address the distribution and sharing of leadership among all team members

What are the sources of leadership influence, units of analysis, and distibutions of leadership influence for emergent leadership as characterized by Zhu et al. 2018?

- typically the focus is vertical influence from the formal team leader - can be an individual or dyadic level phenomenon - cannot address the distribution and sharing of leadership among all team members

What are the sources of leadership influence, units of analysis, and distibutions of leadership influence for empowering leadership as characterized by Zhu et al. 2018?

- the focus is the formal team leader who asks team members to voice their ideads and consider their ideas before making his or her own decision. A team leader may be a participative leader, but withholds the power of making final decision, and retains most of the authority and leadership influence. - can be an individual or dyadic level phenomenon - cannot address the distribution and sharing of leadership among all team members

What are the sources of leadership influence, units of analysis, and distibutions of leadership influence for participative leadership as characterized by Zhu et al. 2018?

- followers are not peers - can be an individual level phenomenon - cannot address the distribution and sharing of leadership among all team members

What are the sources of leadership influence, units of analysis, and distibutions of leadership influence for self-leadership as characterized by Zhu et al. 2018?

- horizontal leadership displayed by team members versus hierarchical leader-focused views - view leadership as a team-level phenomenon - leadership is distributed across the many

What are the sources of leadership influence, units of analysis, and distibutions of leadership influence for shared leadership as characterized by Zhu et al. 2018?

1. the employer has acted to fill a particular position. 2. the individual has followed the employer's standard procedures for submitting applications 3. the individual has indicated an interest in the particular position

What are the three critical prongs that the EEOC uses to define who is an applicant? (Landy, Gutman, & Outz, 2010)

1. organizational effectiveness is affected by situational factors not under leader control. 2. situations shape how leaders behave. 3. situations influence the conseuences of leader behavior.

What are the three take-aways listed as taxonomy of situational effects in Vroom & Jago's (2007) leadership article?

the best estimate of validity for the predictor-criterion combination presented in the set and the degree to which this estimate can be generalized to other situations

What are we trying to determine when using validity generalization techniques? (Pearlman & Sanchez, 2010)

-cognitive job demands and emotional job demands operate differently in the prediction of work engagement and psychological strain, revealing that the type of job demand is indeed important to consider in assessments of employee's job attitudes and health outcomes -including coping as a thrid variable in the job demands-control support relationship revealed complex relationship sint he way job deamnds impact work and nonwork outcomes.

What did Brough, Drummond, & Briggs (2017) find about the JDC-S model?

- offer sabbaticals for academics in business practice - offer more practitioner sabbaticals as fellows of research - focus on issues that are important now and emerging human capital trends - measure outcomes that are important - share the knowledge effectively; include more practical implications in discussion sections - train students with the framework of the constraints that exist within operative organizations - marry research and practice always

What do Cascio & Aguinis (2008) suggest as methods for closing the scientist-practitioner gap?

- organizational commitment - job satisfaction - well-being

What do Epitropaki & Martin (2005) state that past research suggests LMX is consisently linked with in terms of employee attitudes?

- provides a theory for the existence of certain traits in humans - provides an explanation, if only in part, for the efficacy of certain traits - provides a prediction for trait paradoxes

What do Judge et al. (2009) say evolutionary theory can bring to the leader trait perspective?

Reasons for the scientist-practitioner divide (Cascio & Aguinis, 2008)

What do these statements represent? Vast majority of authors in Ppsych and JAP over the last 45 years are researchers. As a field, we have only modestly and sometimes only indirectly addressed the human capital issues of times such as talent management, work-life programs, diversity, globalization, ethics, and ethical leadership.

shared leadership is more strongly related to attitudinal outcomes and behavioral processes and emergent states compared with subjective and objective outcomes.

What is important to know about shared leadership's association with outcomes of interest according to Wang, Waldman, & Zhang (2014)?

it generally positions shared leadership as deriving from an undifferentiated set of members and assumes convergence of attitudes among team members, taking the characteristic of decentralized distribution of leadership influence as granted

What is the biggest limitation to the use of aggregation for the measurement of shared leadership (Zhu et al., 2018)?

do not address levels of analyses

What is the limitation to the social network approach for measuring shared leadership?

to enhance human well-being and performance in organizational and work settings by promoting the science, practice, and teaching I-O psychology (SIOP, 2007)

What is the mission statement of SIOP?

.34

What is the overall meta-analytic mean correlation between shared leadership a nd team effectiveness? (Wang, Waldman, & Zhang, 2014)

Companies using internet recruitment should understand the definition of "Appicant" and be prepared to defnend qualifications listed in the job description as well as procedures used to screen applicants

What is the principle given by Landy, Gutman, & Outz, 2010 that refers to online recruitment?

Adverse impact may appear at any or all stages of a multistage selection or promotion decision process. It should be examined at every point at it may appear. If there is no adverse impact at a particular step, there is no requirement that a selection procdure represent in that be job related. MQs represent a "stage" in a selection process and should be considered as vulnerable to challenge as a traditional predictor would be.

What is the principle given by Landy, Gutman, and Outz (2010) regarding adverse impact?

work analysis should precede any selection process. The shelf life of a work analysis will normally run 5 to 8 years, in the absence of any informaiton that the job has changed substantially

What is the principle outline by Landy, Gutman, & Outz in regards to job analysis?

many of the same practices that define responsible selection define responsible downsizing efforts

What is the principle outline by Landy, Gutman, & Outz, 2010 in reference to downsizing?

Employers should take proactive measures to prevent, detect, and correct EEO violations involving procedural unfairness to workers or violations inferred from analysis of workforce data.

What is the principle outlined by Landy, Gutman, & Outz (2010) about proactive measures and procedural unfairness?

using statistics to demonstrate age discrimination is more challenging than using similar statistics to argue for racial or gender discrimination because many variable that would not be expected to be correlated with race or gender are commonly correlated with age.

What is the principle outlined by Landy, Gutman, & Outz (2010) about statistics and discrimination?

all disability-related decisions should be made on a case by case basis, including determining if an applicant or employee is disabled, needs accomodations for performing essentail job functions, and/or assessments of KSAOs deemed neccessary to perform essential job functions.

What is the principle outlined by Landy, Gutman, & Outz (2010) in reagrds to disabilities and selection?

validation evidence can come in many forms and is not limited to one particular approach. In general, the greater number of converging sources of validation evidence, the better.

What is the principle outlined by Landy, Gutman, & Outz (2010) in regards to job analysis?

an optimal balance between job-relatedness and reduction of adverse impact should be struck when possible

What is the principle outlined by Landy, Gutman, & Outz (2010) in regards to job-relatedness and adverse impact?

cut scores should be based on a rational foundation that may or may not include empirical analyses

What is the principle outlined by Landy, Gutman, & Outz (2010) regarding cut scores?

The relevant standard for the "significance" of a criterion-related validity coefficient is p = .05 and/or a confidence interval that does not include p = .00 within its boundaries.

What is the principle outlined by Landy, Gutman, & Outz (2010) regarding the significance of criterion-related validity coefficients?

The search for alternatives to procedures that might result in or have resulted in lesser adverse impact is split between defendants and plaintiffs. At the outset of a selection project, defendants should consider alternatives that will meet business needs, be job-related and will minimize adverse impact. After a demonsration of job-relatedness, the plaintiffs ahve the burden of demonstrating that there is an alternative procedure that might retain the same levels or similar levels of job-relatedness but shows lesser adverse impact.

What is the prinicipal outlined by Landy, Gutman, & Outz, 2010 in regards to alternatives and adverse impact?

- the closer employees perceived their actual manager's profile to be to the ILTs they endoresed, the better the quality of LMX -Epitropaki & Martin (2005)

What is the relationship between implicit leadership theories and LMX found in a longitional study? Who were the authors?

for inferring a selection procedure's validity for a given job or work setting without actually conducting a validation study in the new setting (Pearlman & Sanchez)

What is work/job analysis used for when trying to establish validity evidence extentsion?

Connecticut v. Teal (1982) Furnco v. Waters (1978)

What two court cases provide exemplary evidence that adverse impact can occur and should be considered at all stage of the selection process? (Landy, Gutman, & Outz, 2010)

-the use of specific meausres of job demands -the influence of thrid variables (i.e., coping)

What two issue did regarding the JDC-S model did Brough, Drummond, & Briggs (2017) attempt to address in their study?

a group of 10 academic psychologists called the committee on classification of personnel which did work for the army during World War I, helping to bring I/O psychology actually into the practitioner realm

What was the Scott-Bingham group (Katzell & Austin, 1992)?

individual differences

What were the earliest conceptions of leadership focused on (Judge et al., 2009)?

- the general flowering of science - the influence of Darwinism leading to functionalism - the prevailing faith in capitalism which placed a premium on efficiency depending on hardworking and dedicated employees - the growth of industrializaiton

What were the four forces cited by Katzell & Austin (1992) which led to the emergence of I/O psycholgy in the turn of the century until World War I?

prototype difference negatively related to LMX; LMX positively related to organizational commitment, job satisfaction, and well-being

What were the results in regards to LMX for Epitropaki & Martin (2005)?

work-family enrichment leads to greater positivity resulting in higher martial satisfaction. However, for husbands, work family enrichment was also directly related to marital satisfaction.

What were the results of Van Steenbergen et al., 2014 study in regards to work-family enrichment?

- shared leadership is about lateral influence among peers - shared leadership is an emergent team phenomenon -leadership roles and influence are dispersed across team members

Whate are the three commonalities across defintions of shared leadership noted by Zhu et al. 2018?

content validity (Pearlman & Sanchez, 2010)

When using work/job analysis for validity evidence development, what type of validity are we most likely seeking?

- eliminating test battery components that are most liley to produce adverse impact - using other factors in the selection process that are more likely to benefit minorities

Which two methods of reducing adverse impact have found favor among the courts? (Landy, Gutman, & Outz, 2010)

mostly academics trained in experimental psychology (Katzell & Austin, 1992)

Who were I/O psychologists in the turn of the century to until World War I?

to determine what worker attributes or KSAOs are need to effectively perform the job tasks and development/determination of appropriate measures of these KSAOs

Why do a work/job analysis for predictor development? (Pearlman & Sanchez, 2010)

collective leadership (Zhu et al., 2018)

a dynamic leadership process in which a defined leader or set of leaders selectively utilize skills and expertise within a network, effectively distributing elements of the leadership role as the situation or problem at hand requires

validity generalization

a form of meta-analysis applied specifically to the personnel selcetion context which involves a series of statistical analyses perfomred on a set of criterion-related validity coefficients accumulated from archival sources (Pearlman & Sanchez, 2010)

leadership (Vroom & Jago, 2007)

a process of motivating people to work together collaboratively to accomplish great things.

nominal cut score

a value often establish as an arbitrary pass-fail score in a multiple hurdle system (Landy, Gutman, & Outz, 2010)

critical cut score

a value that has been chosen to represent the score below which an applicant is thought to fall below a minimal standard for effective job performance (Landy, Gutman, & Outz, 2010)

implicit leadership theory

cognitive structures or prototypes specifying the traits and abilities that characterize an ideal business leader, usually developed through socialization and past experience with leaders (Epitropaki & Martin, 2005)

participative leadership (Zhu et al., 2018

joint decision-making or at least shared influence in decision-making by a superior and his or her employees

low-LMX relationships

managers and subordinates are limited ot the exchanges that take place according to the employment contract (Epitropaki & Martin, 2005)

`high-LMX relationships

managers show influence and support beyond what is specified in formal descriptions and the subordainate is given more autonomy and responsbility (Epitropaki & Martin, 2005)

work/job analysis for criterion development (Pearlman & Sanchez, 2010)

provides information needed to underand the content and context of work performance, and in so doing provides the basis for develping work performance measures or standards.

validity transportability

refers tot he use of a specific selection procedure in a new situation based on results of a validation study conducted elsewhere (Pearlman & Sanchez, 2010)

Empowering leadership (Zhu et al., 2018)

the extent to which leaders enhance, autonomy, control, self-management, and confidence in their team

path-goal theory (Vroom & Jago, 2007)

the leader's role is to create and manage subordinate paths toward individual and group goals, to clarify expectations, and to supplement the environment when sufficient rewards from the environment are lacking. the effectiveness of consideration and initiating structure are thought to depend on contingency factor found in subordinate characteristics and environmental characteristics.

effective cut score

the score below which no one is hired or appointed (Landy, Gutman, & Outz, 2010)