Industrial Psychology - p323 Final Exam Review

Inter-rater reliability

-Can calculate various statistical indices to show level of agreement among raters -Values in the range of.70 to .80 represent reasonable reliability -Example: performance reviews

The three components to performance management

-Definition of performance (including organizational objectives and strategies) -Actual measurement process -Communication between supervisor and subordinate about how individual behavior fits with organizational expectations

Cognitive abilities

-Intelligence as "g" -A very general mental capability that involves the ability to reason, plan, and solve problems -Assess reasoning ability, knowledge, acquisition

Varieties of individual differences

-Physical ability - bodily powers such as muscular strength, flexibility, and stamina -Personality - an individual's behaviors and emotional characteristics, generally found to be stable over time and in a variety of circumstances -Interests - preferences or liking -Emotion - an effect or feeling, often experienced and displayed in reaction to an event or thought and accompanied by physiological changes in various systems of the body

Psychomotor abilities

-Physical functions of movement, associated with coordination, dexterity, and reaction time (arm-hand steadiness)

Test-retest reliability

-Questionnaire twice -Calculated by correlating measurements taken at Time 1 with measurements taken at Time 2 -Equivalent forms reliability -Calculated by correlating measurements from a sample of individuals who complete 2 different forms of same test (written and computer form)

The four principles of learning

-Whole learning (when entire task is practiced at once) -Part learning (when subtasks are practiced separately and later combined) -Massed practice (individuals practice task continuously and without rest) -Distributed practice (rest intervals between practice sessions-more efficient learning)

If there are ten applicants for one position, the selection ration would be

.10

3 components of Psychological consequences

1. Emotional exhaustion 2. Depersonalization 3. Low personal accomplishment

Distributive Justice Norms

1. Need norm 2. Award points based on what grade each individual needs in the course in order to maintain or reach an overall GPA of 3.0 or greater. (norm) 3. You award points to each individual equally regardless of individual performance in the course (equality)

Role Stressors (3)

1. Role ambiguity - employees lack clear knowledge of expected behavior 2. Role conflict - demands from different sources are incompatible 3. Role overload - an employee is expected to fill to many roles at once

Rating scores

360 degree systems - evaluated from all working relationships

A problem often associated with personnel measures and objective measures is that

A worker's behavior may be influenced by factors outside of the workers control.

A female employer is conducting interviews with a number of male and female applicants. of the female applicants if they are planning to have children in the near future. The males are not asked this question, this is an example of what type of discrimination?

Adverse treatment

Negative Correlation

As one variable increases, the other decreases (vice-versa)

Positive Correlation

As one variable increases, the other variable increases

Distributive justice

Association with the allocation of rewards

Trait approach (1920's)

Attempted to show that leaders possess certain characteristics that non-leaders do not No consistent relationships between traits and leader effectiveness were found (examples: age, gender, popularity, weight, supportiveness, kindness, liability, empathy)

Leadership effectiveness

Behaviors that led to an outcome valued by the organization

Self-efficacy in modern motivation

Belief in one's capacity to perform a specific task or reach a specific goal (motivation is key) 1. Mastery experiences 2. Modeling 3. Social Persuasion 4. Physiological stress

When a rater avoids choosing an extreme score, _________ error may occur.

Central tendency

Leader emergence

Characteristics of individuals who become leaders (positively correlated with emotional stability, extraversion, openness, and conscientiousness)

Reliability

Consistency or stability of a measure over time

___________ referenced cut-scores are established by considering the desired level of performance for a new hire and finding the test score that corresponds to that level.

Criterion

An admissions office examines the correlation between students' entrance exam scores and their grades after completing one year of college. In this scenario, students' grades would be an example of

Criterion data

During a performance review, a manager is very sarcastic and offensive in providing feedback. This is an example of

Destructive criticism

Increase stress eventually becomes what

Distress

Organizational psychology

Emotional and motivational, attitudes, fairness, stress, leadership, teams (person)

Other word for Good stess

Eustress

Burnout

Extreme state of psychological strain resulting from prolonged response to chronic job stressors that exceed an individual's resources to cope with them (Maslach burnout inventory-MBI)

If an individual was hired into an organization based on his test scores, but did not perform well on the job this would be an example of

False positive

A display of performance scores that run from high to low on the other end is called a

Graphic rating scale

A police officer is required to re-take a driving test. This is an example of ___________ measure.

Hands-on

The textbook offers all the following criticisms of individual assessments except

Individual assessment consistently leads to discrimination against protected groups.

Interaction justice

Information and interpersonal

Performance appraisal

Initiated by human resources, developed by human resources, and occurs once a year

Performance management

Initiated by supervisor/subordinate, developed by managers and employees, occurs more frequently, concerned with understanding of how employees behaviors fits with the organizations strategies and goals

What performance measure is the better predictor of the three?

Judgmental measure

Supervisor ratings are examples of

Judgmental measures

Which of the following errors occurs if a rater is unusually easy?

Leniency

Performance management consists of all the following distinct components except

Low involvement of subordinates in developing the system

To implement 360 degree feedback effectively, all of the following guidelines are useful except:

Make sure to provide names of sources for further feedback

Performance ___________ emphasizes the link between individual behavior strategies and goals by defining performance in the context of those goals.

Management

Quasi-experimental design

Manipulation, non-random assignment of participants

Procedural justice

Method of giving out rewards; the process (promotions)

Satisfaction Questionnaires (MSQ)

Minnesota satisfaction Questionnaire 1. Assess more refined 2. Intrinsic - inside/yourself tasks (how satisfied are you) 3. Extrinsic - outside of the job tasks 4. 100

Non-experimental design

No manipulation, 2 common designs - observational

Sales volume, customer complaints, and output data are examples of

Objective measures

What are the three performance measures?

Objective, judgmental, and personnel

Judgmental measure

Performance evaluations, evaluation of the effectiveness of an individual's work

Personnel measure

Personnel file (absences, accidents); typically kept in a file

Industrial psychology (worker side)

Personnel psychology-selecting person for right job Human factors-fit job to the person (work design, safety)

Stressor

Physical or psychological demands to which an individual responds (picking up heavy boxes)

Objective performance measure

Quantitative count of the results of work (how much you sale)

Experimental design

Random assignment of participants to conditions, conducted in a lab/workplace

Strains

Reaction or response to stressors (injure back)

For selection purposes, I-O psychologists assume that a person's intelligence and personality

Remain relatively stable over time

Performance measurement is commonly used for all of the following except:

Surveillance

A ________ approach begins with a statement of the actual tasks as well as what is accomplished by those tasks, whereas a _________ approach focuses on the attributes of the worker necessary to accomplish the tasks.

Task-oriented; worker-oriented

What is I-O Psychology?

The application of psychological principles, theory, and research to the work setting (cultural differences)

All of the following are disadvantages of hands-on measures except

They don't permit the observation of infrequent but important activities

Which of the following types of performance ratings is least likely to provide useful information when measuring performance?

Trait

What is Correlation? (does not imply causation)

Two things that go together (relationship between two variables)

When an employee is required to describe how to complete a task to an interviewer, it is called:

Walk=through

Vision, hearing, touch, and smell are all types of

sensory abilities

Norm-referenced cut scores are based on

the average of the test-takers scores