I/O PSYCH
Predictor
any variable used to forecast a criterion. In I/O psychology we seek predictors of job performance criteria as indexed by productivity, absenteeism, turnover, etc.
Task-oriented procedure
A procedure or set of operations in work analysis designed to identify important or frequently performed tasks as a means of understanding the work performed.
Worker-oriented procedure
A procedure or set of operations in work analysis designed to identify important or frequently utilized human attributes as a means of understanding the work performed
competency modeling
A process for determining the human characteristics needed to perform successfully within an organization
regression analysis
A statistical procedure used to predict one variable on the basis of another variable
Multiple regression analysis
A statistical procedure used to predict one variable on the basis of two or more other variables
Conceptual criterion
The theoretical standard that researchers seek to understand
Job
The way it exists in nature is called what? and it leads to a process of job analysis which then results in the performance domain which is the way we see/recognize the job.
Performance domain
The way ourselves and others view the job.
Construct
Theoretical concept we propose to explain aspects of behavior
Validity generalization
A concept that reflects the degree to which a predictive relationship empirically established in one context spreads to other populations or contests
Performance evaluation
A human performing the job and how well they're doing (human focus).
Situational exercise
A method of assessment in which examinees are presented with a problem and asked how they would respond to it
Selection ratio
A numeric index ranging between 0 and 1 that reflects the selectivity of the hiring organization in filling jobs; the number of job openings divided by the number of job applicants
Subject matter expert
A person knowledgeable about a topic who can serve as a qualified information source.
Predictor cutoff
A score on a test that differentiates those who passed the test from those who failed; often equated with the passing score on a test
Validity coefficient
A statistical index (often expressed as a correlation coefficient) that reveals the degree of association between two variables. Often used in the context of prediction.
Criterion cutoff
A standard that separates successful from unsuccessful job performance
Assessment center
A technique for assessing job candidates in a specifc location using a series of structured, group-oriented exercises that are evaluated by raters.
True negatives
A term to describe individuals who were correctly rejected for employment because they would have been unsuccessful employees
True positives
A term to describe individuals who were correctly selected for hire because they became successful employees
False positives
A term to describe individuals who were incorrectly accepted for employment because they were unsuccessful employees
False negatives
A term to describe individuals who were incorrectly rejected for employment because they would have been successful employees
Person perception
A theory that asserts how we evaluate other people in various contexts is related to how we acquire, process, and categorize information
Big 5 personality theory
A theory that define personality in terms of five major factors; OCEAN.
Work samples
A type of personnel selection test in which the candidate demonstrates proficiency on a task representative of the work performed in the job
Adverse impact
A type of unfair discrimination in which the result of using a particular personnel selection method has a negative effect on protected group members compared with majority group members. Often contrasted with disparate treatment.
KASOs
An abbreviation for "knowledge, skills, abilities, and other" characteristics. Often used in the context of work analysis
Nepotism
An approach to personnel staffing whereby family members receive preferential treatment because of birth or marriage
Occupational Information Network (O*NET)
An online computer-based source of information about jobs. National data base of worker attributes and job characteristics. Data base provides the essential foundation for facilitating career counseling, education, employment, and training activities.
Lexical hypthesis
Being able to think about what you can't see... Example of gravity
conceptual criterion
Both contamination and deficiency are undesirable in the actual criterion, and together they distort what?
Job evaluation
Builds on job analysis. Info gathered from the job analysis evaluates the financial worth of the job to the company
Job analysis
Captures and understands job demands, and shows what the situation represents
That don't belong
Criterion contamination distorts actual criterion because certain factors are included that what? (That is they are not present in the conceptual criterion)
The actual criterion
Criterion deficiency distorts the actual criterion because certain important dimensions of the conceptual criterion are not included in what?
BIS
Emotional stability or neuroticism BAS or BIS?
Citizenship behavior
Employee behavior that transcends job performance and is directed to the overall welfare of the organization
Operating the cash register, bagging merchandise, and answering costumer questions
Examples of performance domain for a cashier would be what?
BAS
Extroversion BAS or BIS?
Dysfunctional
For the big 5 being extreme and fixed is very what?
Caviot contour buyer beware
Going into a situation you should know before so you don't get shafted
Construct is structuralist-based. Construct uses content from psychological constructs via a multitude of test. Content is Gestalt-based and asks the applicant to perform on-the-job procedures.
How do you judge whether an assessment procedure has been developed with reference to the construct versus content approach?
What activities an organization does judges what kind of selection system would benefit most when testing a candidate. If you understand the job performance domain then you can determine which selection system to measure a candidate's performance
How does the flow of activities for developing a selection system relate to the Selection Model presented in class?
Law of parsamony
If there are two explanations the simplest one would be the best to pick
Federal EO law
If you fail people (not hire) who can do the job the they will sue you (discrimination) FALSE NEGATIVE. Denied employment without even given a chance
How well a predictor can predict a criterion at the same time, concurrently.
In measuring concurrent criterion-related validity we are concerned with what?
collect predictor information, and use it to forecast future criterion performance.
In measuring predictive criterion-related validity, we collect what? and use it to forecast what?
Criterion
Interacts through Job Analysis to the Performance Domain --> Criterion Measure --> Predictor Sample --> Back to the Performance Domain Strategy usually used on employees already working on the job to measure their performance. Remember: Constructs exist in your head. Predictor Samples and Criterion Measures are made of numbers and hold statistical evidence.
Content
Interacts through Job Analysis to the Performance Domain --> Predictor Sample --> Back to the Performance Domain A Gestalt Philosophy You're making a predictor sample from the performance domain to find if the sample matches the performance domain. It is an alternative strategy on how to observe behavioral regularities. Example: When in an interview to become a mechanic, the employer asks you to go underneath a car and change the muffler to show that you can actually do the job.
Construct
Interacts through Job Analysis to the Performance Domain --> Psychological Constructs --> Predictor Sample --> to see if a candidate fits the Performance Domain A Structuralist Philosophy It breaks people down into fuel cells (Psychological Constructs, KSAOS) It's very flexible and economical: It looks for general KSAOs that seem fit to the job. And since it looks for a broader category of candidates for a job, tests to find suitable candidates with this strategy are easier and more economical to create.
Performance domain to Criterion Measure
On-the-Job Behavior, measuring quality work while they're working and process of designing a behavioral sample
Criterion-related strategy
Operational measure about how well someone is doing their job by measuring on job performance
Predictor sample to criterion measure
Should be highly correlated with criterion measure to find the best candidates for the job
Reliability
Standard for evaluating tests that refers to the consistency, stability, or equivalence of test score. Often contrasted with validity
Training
Strategies for matching people and jobs where the person is adaptable and the job is fixed
Job design
Strategies for matching people and jobs where the person is fixed and the job is adaptable
Selection
Strategies for matching people and jobs where the person is fixed and the job is fixed
Face validity
The appearance that items in a test are appropriate for the intended use of the test by the individuals who take the test.
Criterion-related validity
The degree to which a test forecasts or is statistically related to a criterion
Content validity
The degree to which subject matter experts agree that the items in a test are a representative sample of the domain of knowledge the test purports to measure.
Variability
The dispersion of numerical values evidenced in the measurement of an object or concept
Bias
The first part of the contamination is called what? Which is the extent to which the actual criteria systematically or consistently measure something other than the conceptual criteria.
Content validity
The logic of what is if a test measures knowledge associated with a particular job, the content of that test is related to the content of that job, and therefore the test is a useful predictor of job performance.
Actual criterion
The operational or actual standard that researchers measure or assess. Often contrasted with conceptual criterion.
Criterion deficiency
The part of the conceptual criterion that is not measured by the actual criterion.
Base rate
The percentage of current employees in a job who are judged to be performing their jobs satisfactorily
Placement
The process of assigning individuals to jobs based on one test score
Classification
The process of assigning individuals to jobs based on two or more test scores
Personnel selection
The process of determining those applicants who are selected for hire versus those who are rejected
Performance Management
The process of how an organization manages and aligns all of its resources to achieve high performace
Emotional labor
The requirement in some jobs that employees express emotions to customers or clients that are associated with enhanced performance in the job (example of the flight attended having to stay calm with a rude customer) going against their BIS
Error
The second part of the contamination is called what? It is the extent to which the actual criteria are not related to anything at all.
Job performance
Valued behavior that leads to valued outcomes
Job specification
What KAOs are involved (via worker-oriented procedures)
Concurrent and predictive. Concurrent validity is used to diagnose the existing status of some criterion, whereas predictive validity is used to forecast future status.
What are the two major kinds of criterion-related validity?
Personal factors like KSAOs, situational factors, and maybe even strong standardized norms
What causes Job behavior?
KSAOs
What causes performance (for the performance domain)
Performance = affective traits + ability traits
What does performance equal?
Conscientiousness, Emotional stability (neuroticism), Extroversion, Agreeableness, and Openess
What is the order of importance of the big 5 according to J. Binning?
Judgmental/technical evidence and emperical/statistical evidence (often correlational)
What is validity determined by?
The ability traits
What personality trait is the "Can DP" trait (for maximum performance)?
The affectvce traits
What personality trait is the "Will Do" trait (typical performance)
subject criterion measure
What we are thinking
adaptive behavior
a range of employee behaviors that enable them to increase their capacity to cope with organizational change. Like new technology for example.
validity
a standard for evaluating tests that refers to the accuracy or appropriateness of drawing inferences from test scores. Often contrasted with reliability.
Dynamic performance criteria
aspects of job performance that change (increase or decrease) over time. It is significant because job performance is NOT stable or consistent over time and this dynamic quality of criteria adds to the complexity of making personnel decisions.
Job description
behavioral information describes the essence of the job. (via task-oriented procedures) Result of the job analysis
Counterproductive
behaviors that hinder desired outcome of organization
Employee-comparison method
comparing employees against each other, instead of comparing them against some standard
Objective criterion measure
comparing something to a standard
Criterion
evaluation of the actual performance
Halo errors
evaluations based on the rater's general opinions about an employee
Performance domain to Psychological constructs
how people think and feel and how they respond to stimulations. Ex: extroverts are more likely to be at the bar rather than chilling and smoking a blunt
Psychometric
measurement of properties of the mind. The standard used to measure the quality of psychological assessments
Job analysis
process of investigation and discovery. They capture and understand job demands, what does that situation represent
Leniency errors
some people evaluate others higher than true, others evaluate others lower than true. Ex. "Easy Grader" vs. "Hard Grader"
Construct validity
the degree to which a test is an accurate and faithful measure of the construct it purports to measure
Criterion deficiency
the degree to which the actual criteria fail to overlap the conceptual criteria; that is, how deficient the actual criteria are in representing the conceptual ones. There is always some degree of deficiency in the actual criteria. By careful selection of the actual criteria, we can reduce (but never eliminate) criterion deficiency. Example: someone has high GPA but doesn't intellectually develop well or vise versa.
Criterion contamination
the part of the actual criterion that is unrelated to the conceptual criterion. It is the extent to which the actual criteria measure something other than the conceptual criteria. Contamination consists of two parts.
