Psyc 452 Booth-Ledoux Exam 1, Psyc. 452 Booth-Ledoux Exam 2, Psyc. 452 Booth-Ledoux Exam 3

performance appraisal vs Performance management

1) Performance Appraisal: - Annual event in which the supervisor evaluates the employee and meets to discuss eval. - Used for making distinctions b/w people. Example: Navy Evaluations in July. 2) Performance Management: - Continous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. - Continuous goal setting & feedback process! - Integrated with Training and Development!

Hofstede's Cultural Dimensions

1) Power Distance 2) Individualism/ Collectivism 3) Masculinity/ Femininity 4) Uncertainty Avoidance

Types of Rater Training

1. Administrative training: basic training that includes giving the rater instructions as to how to use the scale. Used for less traditional and less defined scales. 2. Psychometric training: educating raters on errors that can be made. Sometimes has questionable results but if done well may improve accuracy. 3. Frame of reference training: highest level of rater training; The process of providing a common perspective and set of standards to all writers to increase the accuracy of evaluations. Giving the rater a context.

What brought about the rise in industrial/organizational psychology?

1. An idea brought about by psychologist W. L. BRYAN, which was to have psychologist study concrete activities and functions as they appeared in every day life. 2. The advent of the industrial revolution left industrial engineers with the desire to improve efficiency in the workplace.

When combining information for personnel decisions there are two approaches to combining that information

1. Clinical approach (judgement approach): The recruiter or employer makes a decision based on their opinion of who will be the best candidate. Some subjective bias leaves opportunity for error. 2. Statistical/Actuarial approach; using a mathematical formula.

Training Needs Assessment

A systematic process of identifying and specifying training requirements. Consists of organizational, task, and person analyses. Determination of an organizations training needs and whether the organizations needs can be met or addressed by training.

multiple regression (MR)

A technique used to determine the degree to which multiple variables (predictors) predict a specified dependent variable. Think of the stress and performance study again, a multiple regression would allow us to compare all of those predictors to see which one had the largest effect. Very useful for real world situations.

Army General Classification Test (AGCT)

A test developed during World War II by I/O psychologists for the selection and placement of military personnel. This test was the precursor to the more modern arm services vocational aptitude battery or ASVAB.

Item Response Theory (IRT)

A theory that relates the performance of each item to a statistical estimate of the test taker's ability on the construct being measured. Triangulated to the performance of the taker.

The sectors in which an I/O psychologist may work:

Academic sector: psychology, management, organizational behavior, industrial relations, Human Resources. Applied Sector (Internal); In a business ... organizational development ,management development,H.R., employee relations and training... Consulting (External): usually has a specialty such as employee engagement, compensation, leadership development. Brought into an organization to help them with a specific need.

15 instructors and project staff, and 25 health professionals from various regions striving to make a transition to a more community-based health program: the aim was to explore how internet-based communications would influence their evolution into a virtual collaborative work group. What kind of research is this?

Action research

behavior sampling

Actual behavior is measured and recorded, such as a work sample.

Adaptive and Citizenship Behavior: Reflects the importance of employees contributing to the welfare of the organization in ways that transcend their specific jobs.

Adaptive behavior: range of behaviors that enable employees to increase their capacity to cope with organizational change such as versatility flexibility emotional stability and ambition. Citizenship behavior: behavior that transcends job performance, directed to the overall welfare of the organization.

mean formula

Add all the items, then divide by the number of items.

regression analysis

An analytic technique where a series of input variables are examined in relation to their corresponding output results in order to develop a mathematical or statistical relationship. Looking for trends in the data Looking at scores on previous tests as indicators of performance These take time to validate and require more background work but they can make selection decisions more concise and legally defensible.

data mining

An emerging secondary research method in I/O psychology that looks for patterns of association among the measured items in a very large data set.

performance test

An evaluation of the actual performance of the task or learning objective using the conditions under which it will be performed and the absolute standard for acceptable performance.

quasi-experiment

An experiment in which investigators make use of control and experimental groups that already exist in the world at large. Also called a mixed design. Quasi means looks like, so it resembles an experiment, but it is not actually because you can't manipulate the I.V.

Decreasing your selection ratio results in?

An increase in the predictor cut-off, which would give you a smaller pool of true positives.

Five steps of the Addie model

Analysis: the instructional goals, target audience, and resources needed. Design: learning objectives, instructional strategies, and testing strategies. Development: learning resources, validate and revise drafts and conduct a pilot training . Implementing: preparing the learning space and engaging participants. Evaluation: evaluate the training process and how well it accomplishes instructional goals. This is a cyclical process.

Secondary Research

Analyzing information from previously conducted research projects.

Banding

And alternative method of setting cut off scores: a method of interpreting test scores such that scores of different magnitude in a numeric range or band are regarded as being equivalent. In this method some differences in test scores are ignored and applicants who fall within the same band are selected on some basis other than the score such as sex or race. This greatly reduces or illuminates adverse impact.

In general, the selection ratio refers to the number of people who were hired compared to the number who

Applied as a qualified applicant

I/O Psychology is similar to clinical psychology in that it is an?

Applied psychology.

Is violence in the media and in video games damaging children's mental health? What kind of research am I?

Applied.

6 major types of ads:

Apply in person. Call. Send resume. Blind box. Situation wanted. Point of purchase.

Effective employment ads....

Are creative, attractive, and contain information about the job.

negative correlation coefficient

As one decreases the other increases and vice versa in regards to the correlation coefficient

positive correlation coefficient

As one increases, the other increases in regards to correlation coefficient. As one decreases, the other decreases in regards to correlation coefficient.

Work Diaries

Ask workers/supervisors to track activities over a certain period of time Can be problematic by taking up extra time and distracting employees

The Organizational side of I/O psychology:

At the macro level (overarching organizational issues or concerns). This side focuses more on the emotional aspect of the workplace environment. How do workplace dynamics affect employee feelings and motivation? Deals primarily with: Socialization, motivation, occupational health, leadership, teams, organizational development.

The industrial side of I/O psychology:

At the micro level (studies individuals in organizations). This side focuses more on the functionality of the workplace...how to best treat and train employees for peak performance. Deals primarily with: Recruitment, Selection,Classification, Compensation, Performance Appraisal, Training.

Behavior modeling is based on social learning theory and emphasizes

Attention, retention, reproduction, and motivation.

Interactive multi media training

Audio visual information combines text, photos, graphics, videos, animation and sound. Creates a realistic but non-threatening environment that allows for interaction and feedback. Example: dissection of the frog on the computer. Involves some upfront costs, but maybe cost-effective in the long term.

In using a performance evaluation instrument, and evaluate her circles the behavioral statement that best describes the performance of an employee. What type of scale is the evaluator likely to be using?

BARS

When assigning grades in class, if the instructor considers all grades between a 90% and 100% and a comma all grades between 80% and 89% a B, and so on, the instructor is utilizing a

Banding system

Research on cheating behavior: A study examining whether students from divorced families cheat more often than students not from divorced families. What type of research am I?

Basic research

Why is face validity important?

Because a test or measure without face validity may undermine the confidence or trust of the test-taker. While the question may validly relate to the measure being taken, if it doesn't look like it to the respondent, then they may be hesitant to answer honestly, or at all.

Assessing behavior can be difficult because?

Behavior must be assessed apart from overall performance; can be difficult to separate. Usually assessed with supervisor ratings and objective measures at approximately four months.

contextual performance

Behavior supporting organizational, social, and psychological environment in which job tasks are performed. Also known as organizational citizenship behaviors.

Counterproductive workplace behavior(CWB)

Behavior that violates organizational norms, threatens the well-being of the organization or its members. Intentional.

The "law of small numbers" says that any sample will have a distribution that is representative of the population, regardless of sample size.

Beware of this in I/O.

Causes of halo error

Cognitive error: how the supervisor is processing the information is in accurate or flawed. Lack of motivation Differences in value levels of dimensions: rater might see one aspect of performance as key, not weighing all aspects of performance fairly. Believe in the unitary view of performance.....one aspect of their performance is good, so all of their performance must be good.

sales (objective criterion)

Common for wholesale and retail. Volume. These employees are often paid on commission

paired comparison method

Compares each employee to every other employee in the group. Round robin approach. This method is typically used to evaluate employees on a single dimension: overall ability to perform the job.

Conditional reasoning test vs situational judgement tests:

Conditional reasoning tests are a personality assessment tool. They are more about your personality and what you focus on. Situational Judgement tests: determine whether you have the ability to practice good judgement for workplace related issues and are you able to effectively prioritize.

Lab experiment(Primary research method)

Conducted in a highly controlled and contrive setting;Includes random assignment, good for addressing highly specific research questions.

Which of the Big 5 personality dimensions is the best predictor of employee performance?

Conscientiousness.

The degree to which two measures that reflect the same concept are correlated, such as if MCCC creates its own reading placement test and correlates scores from the same students' COMPASS reading placement.

Construct Validity

Three main types of validity evidence:

Construct validity. Content validity. Criterion Validity. In order to establish the validity of some measure or test, you must establish all 3 types.

Work Analysis includes... known as the job description.

Content of the work: tasks performed on the job (what). Context of the work: situation in which the work is performed (where and how). Skills and characteristics: attributes needed to perform the work.

Performance Management

Continuous process of identifying, measuring, and developing the performance of individuals and teams, and aligning performance with the strategic goals of the organization. This is an ongoing process that involves establishing goals, observing and evaluating performance, and providing feedback and coaching to continuously develop individuals.

Random assignment of subjects to experimental and control groups in an experiment is a way to?

Control on identified nuisance variables and make group statistically equivalent at the start of a study.

sub-types of construct validity:

Convergent and Divergent (discriminant)

Predictor variables and criterion variables are used in what type of research?

Correlational

Three major types of rating scales

1. Graphic rating scales. 2. Employee comparison methods. a. Rank order b. Paired comparison c. Forced distribution 3. Behavioral checklists and scales a. Critical incidents b. Behaviorally anchored rating scale

Two methods for validity generalization

1. Larger samples/collect more information: if you have a large enough and diversity of sample you can get higher validity generalization strength. 2. Meta-analysis: that are representative of different organizations and different jobs to see if you have a good predictor

Transfer takes place in three phases or transitions

1. Letting go of old behaviors. 2. Old behaviors are gone but new behaviors are not yet in place. 3. New behaviors makes sense and the individual uses them in a productive manner.

2 Types of leniency error ( happens when a rater overemphasizes either positive or negative behaviors)

1. Negative leniency also known as severity. 2. Positive leniency

What are the three most effective recruitment methods?

1. Networking 2. Internet job postings 3. Employee referrals.

Five parts of scientific rigor

1. Operating by a set of standards, rules, and values. 2. Empiricism; knowledge based on evidence (data). 3. Publicism; published in a scholarly journal, replicable. 4. Skepticism; your findings must be peer reviewed and subject to scrutiny. 5. Tentativeness; knowledge contains with new evidence.

3 dimensions to judgement of work experience ( job related experience)

1. Personal attributes. 2. Perceived outcome of experience. 3. Aspects of experience judged relevant and important.

Two major factors to consider with personnel selection

1. Predictor cut off 2. Selection ratio

Three distinguishing features of experts

1. Proceduralization ( automaticity): having the knowledge, knowing when and how to use it. 2. Mental models: understanding how things work together and the relationships between them. 3. Meta-cognition: understanding the demands of the tasks and understanding your own capabilities... You can see how you fit into the organizational dynamic and where you might need to draw on someone else for assistance.

Nine major criteria of job performance

1. Production 2. Sales. 3. Tenure or turnover. 4. Absenteeism. 5. Accidents. 6. Theft. 7. Counterproductive Work Behavior. 8. Emotional labor. 9. Adaptive and citizenship behavior.

Utility centers around 2 factors

1. Productivity, which selection tools or methods will assure us the most productive workforce. 2. Money, which of the selection tools or methods will assure us of the most profitable workforce.

6 purposes of performance management systems

1. Strategic: to maximize the contributions of the employees to the goals of the organization. 2. Administrative: to use for such things as making salary adjustments, decisions about promotion and termination. 3. Communication: tells employees what's expected of them, how well they're doing, and where they can do better. 4. Developmental: employees provided with feedback that highlight strengths and weaknesses. Weaknesses are targeted for development, performance improvement. 5. Organizational maintenance: used for workforce planning efforts and succession planning 6. Documentation: performance management systems help document the validity of predictor measures used for the selection of applicants and also in meeting legal requirements

Performance Management Process

1. define performance: established through work analysis; set performance goals, establish and communicate performance expectations. 2. monitor and evaluate performance: Monitor performance, communicate performance strengths and weaknesses. 3. review performance: give your feedback to employees. 4. provide consequences: provide sufficient and valued consequences. Providing rewards to reinforce employee behaviors helps emphasize what is valued by the organization while also encouraging employees to continue to exert effort on the appropriate tasks.

When is psychology argue to have started and why?

1879 - the first scientific laboratory dedicated to the study of psychology was established in Leipzig Germany by Willhelm Wundt 9he also trained H. Munsterberg and Kate's).

Percentage of licensed I/O practitioners? Why?

21%. Licensing is an ongoing debate. Many feel that since they are working for an organization and not diagnosing or treating disorders, the license would be superfluous. However, under no circumstances can you use the title psychologist if you are not licensed.

How much is spent on training a year in US organizations?

58 billion; roughly 1200 per learner.

base rate

A 3rd, less important factor in personnel selection; the percentage of current employers in a job who are deemed to be performing their jobs satisfactorily. This can be informative in terms of the level of difficulty of the job and also historically your level of success for selection.

Calling, career, job

A calling is the ideal goal or career that you believe you are meant to do. A career is something you've educated and trained specifically to do. A job is something that pays the bills.

Utility

A concept reflecting the economic value of making personnel decisions. The utility of a test is literally its value. Looking at which are the most useful options or methods for personnel decisions.

Organizational learning

A concept that refers to a firm's ability to accept and respond to change appropriately, becoming as effective and efficient as it can be. The organization and its employees must continually learn new skills to adapt to a rapidly changing business world.

emotional intelligence

A controversial construct that reflects a person's capacity to manage emotional responses in social situations.

personnel decisions

A decision that affect the terms, conditions, and privileges of employment. Includes things like hiring, firing, promotions, pensions etc.

protected groups

A designation for members of society who are granted legal status by virtue of a demographic characteristic such as race, sex, national original, color, religion, age or disability

empirical research cycle

A five step procedure with an important feedback feature; that is, the results of the fifth step influence the first step in future research studies. 1. Statement of the problem: what question or problem needs to be answered? 2. Design of the research study: which type of study will best answer that question? 3. Measurement of the variables: how best to measure the variables and collect the necessary data? 4. Analysis of data: how do you make sense out of all the information collected? 5. Drawing conclusions from the research.

role playing

A learning technique in which two or more people act out characterizations of other people or other communication styles. Trainees adopt various roles in a group exercise such as client, cashier, or manager. Situational training. Role-playing is primarily to enhance interpersonal skills.

criteria

A means of judging. A standard, rule, or test by which something can be judged. Sample of performance (including behavior and outcomes), measured directly or indirectly.

Split-half reliability (internal consistency)

A measure of reliability in which a test is split into two parts and an individual's scores on both halves are compared. Shows degree of internal consistency.

Standard Deviation (SD)

A quantity calculated to indicate the extent of deviation for a group as a whole. A low standard of deviation indicates little variability; a high standard of deviation indicates a high degree of variability

research

A scientific process that involves the systematic and careful collection of data.. Formal process by which a knowledge is produced and understood.

structured interview

A selection interview that consists of a predetermined set of questions for the interviewer to ask. may be rated Low, Medium, or high. Allows for comparison across candidates.

Hawthorne Studies

A series of studies during the 1920s and 1930s that provided new insights into individual and group behavior. Focused on worker emotion, not just efficiency. Took place mostly at Western electric. Started by Elton mayo and his idea of reverie obsession. Evidence that workers emotions And attitude affected productivity. Led to the inclusion of organization organizational psychology.

job

A set of similar positions in an organization. For instance secretary, receptionist, data entry.

Linear program instruction

A set plan is given to all trainees to proceed through the same material at their own pace with no backtracking.

intelligent tutoring systems

A sophisticated type of computer-based training that uses artificial intelligence to customize learning to the individual. Based on the trainees responses to questions posed, the system continually modifies the level of instruction. For example, the system may give the trainee little quizzes throughout the training... Then move them forward or bump them back depending on their answers.

Instructional systems design

A step-by-step process to ensure that the right learning materials are provided to the right people at the right time.. Models that maybe used when constructing a training program.

What type of interview combination is the best predictor of performance?

A structured interview that is situation-based.

Frame-of -reference training has been shown to?

Improve the accuracy of ratings as well as reduce errors.

Deficiency and contamination are characteristics of?

Criterion problem: those problems may include situational constraints (external factors can impact one's ability to do a good job), broadness of definition (sometimes the definition of the job you're supposed to do is not specific enough), context dependence (performance outcomes linked to time of shift,workplace environment, and non-specific roles), and different values ( the values of something may vary from location to location).

degree to which a test forecasts or is statically related to a criterion. The extent to which a measure is related to an outcome; often divided into concurrent and predictive validity based on the timing of measurement for the predictor and the outcome.

Criterion-related validity

Branching

Directing respondents to alternative portions of the questionnaire based on their response to a filter question.. Each learner is provided with additional practice for materials that he or she may have difficulty with. An example of this would be the quizzes that move you backward or forward depending on the correctness of your answers.

Society for Industrial and Organizational Psychology (SIOP)

Division 14 of the A.P.A.... a professional organization that promotes the science, practice and teaching of industrial/organizational psychology. advocates the scientist-practitioner model.

Pros and cons of computer training

Excellent supplement to traditional instruction methods but technical issues and age may play a role in motivation. It takes a lot of intrinsic motivation on the part of the learner to stay engaged.

The life satisfaction scale LOOKS like it measures what its supposed to.

Face Validity

Coaching

Facilitating performance and optimizing potential through learning, development in collaboration with another. Collaborative and less structured. Often used for a higher level managerial positions.

To work in the field of I/O psychology, one must earn a doctorate (PhD) in I/O psychology.

False

The selection tool said not to hire these individuals because they would be poor performers, but in reality these individuals would have been good at the job. These are potentially good employees that got away.

False negatives

True or False: Individual's in I/O psychology must have a license to practice I/O psychology in any capacity.

False.

True or false. Internal validity is the extent to which the findings of the study can be applied to other samples and populations outside of the study sample.

False.

True or False: The absence of rating errors indicates accuracy in the ratings.

False. The absence of rating errors does not necessarily indicate accuracy in the ratings. Accuracy involves other issues besides the elimination of these errors.

True or False: a Department analysis as part of a training needs assessment.

False. Organizational analysis, task analysis, and person analysis are the three major components of a training needs assessment.

The Hawthorne studies are a classic set of?

Field experiments.

Another issue with meta-analysis?

File drawer effect. There may be studies with good information that weren't included because they did not meet the statistical minimum. Also, original research studies of the same topic may differ in their level of analysis.

Program evaluation research allows industrial psychologist researchers to?

Find out how effective their intervention programs are.

L.M. Gilbreth

First PHD in industrial psychology from Brown. Ergonomics: study of how systems and products can be made most efficient for human use.

Training is expensive, so it should be?

Focused and purposeful. Targeted, top-notch training gives us a good return on our investment.

Passive interpretation of affirmative action

Follows procedures that strictly pertain to recruitment. In other words, don't participate in adverse impact and make sure that your selection devices are fair

employee comparison methods

Form of evaluation in which there is a direct comparison of the performance of two or more employees. Standard of performance is based on the performance of the other employees.

Journal of Applied Psychology

Founded by G.S. Hall. High impact journal for industrial organizational psychologists.

Ethnography

Gathers observations, interviews, and documentary data to produce detailed and comprehensive accounts of different social phenomenon among various cultures and groups

Albermarle Paper v. Moody

Gave EEOC guidelines deference of law.

Primary Research

Generates new information, new data. brand new studies.

Advantages of Banding

Helps reduce adverse impact, increases workforce diversity, and increases perceptions of fairness. Also allows you to consider secondary criteria relevant to the job. You can do banding and then do a hurdle to further narrow the candidate pool.

multiple regression analysis

Hey statistical analysis that takes into consideration shared variance between multiple predictors on some common outcome of interest (criterion performance)

Reactions to feedback

If an individual attributes negative feedback to something that is within their control, they are likely to exert more effort to remedy the situation. If however, they perceive it as something beyond their control, little effort to change their behavior will be made.

The personnel selection process

Is accomplished typically through multiple hurdles and involves dropping some applicants from consideration at each stage of the process.

Tenure/ turnover, measures employment stability and

Is relevant at a national level

Learning is usually assessed a month or less after training, why?

It can be difficult to keep track of trainees longer than that time and too many other variables may affect the outcome.

3 most frequent answers to any question in an I/O setting:

It depends. Job analysis. Money

The major advantage of employee comparison methods is

It eliminates central tendency and leniency errors because raters are compelled to differentiate among the people being rated. However, halo error is still possible.

I/O psychology makes up about 4% of the overall field. However, it is on the rise. Why?

It increases the efficiency, health, and happiness of workers, which can also be beneficial to other aspects of their lives.

Common Assessment Center exercises

Leaderless group exercise. In-basket or in-box exercise. Situational exercises. Work samples. Interviews.

Learning (2nd level)

Learning criteria refer to what knowledge has been acquired, skills improved, or attitude changed as a result of training. Includes immediate knowledge (usually assessed at the conclusion of training), knowledge retention (assessed at a later time), And behaviors/skill demonstration.

Americans with Disabilities Act (ADA)

Legislation passed in 1990 that prohibits discrimination against people with disabilities. Under this Act, discrimination against a disabled person is illegal in employment, transportation, public accommodations, communications and government activities.

When there is _____________ error in the ratings provided by a rater, a restricted range of differences between ratees is likely to occur.

Leniency or severity.

A busy supervisor prepared for doing performance evaluations by observing a subordinate's performance during the week before the performance rating was due. The supervisor is ___________________?

Likely to show recency error in the rating.

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.

List only one activity per statement. Statements should be able to stand alone. Should be written in an easy to understand style. Use precise rather than general words.

Graphic rating scales

Lists the traits each employee should have and rates workers on a numbered scale for each trait. First and most common type of rating scale Numeric in nature (Likert type) Particularly susceptible to errors.

Task

Lowest level of analysis in the study of work; a basic component of work such as typing.

Reactions(level 1, basic)

Lowest of the hierarchy and most basic way to assess for effectiveness. Includes self-reported attitudes concerning satisfaction, utility, and content of the program. Did the trainee like the training program, feel it was effective, or that it covered the appropriate material? These criteria measure impressions and opinions. Treated as a measure of the "face validity" of a program.

The top training areas are in?

Management training and profession or industry specific training such as accounting or engineering.

Judgemental Data

Managers or supervisors use their own observations and judgments in areas such as hands-on assessment and rating scales

Employment Agencies

Matchmaker for a job seeker and an employer. May be a public or private employment agency. The employer or the applicant may pay a fee.

A court ordered hiring quota is

Meant to increase the diversity of an organizations workforce.

skill generalization

Measure of whether the trainee can apply new knowledge or skills to situations not covered in training.

Formal or direct recruiting methods:

Media advertisement. Point of purchase. Direct mail. Employment agency. College recruiters. Computer databases. Special events. Employee referral programs.

interviews

Most common type of assessment (or test) used in the selection process. Can be structured or unstructured. Situation-based or experience-based. Structured has the highest validity.

Better personnel decisions are made on the basis of more than one piece of information. Combining two or more predictors often improves the predictability of the criterion. The combined relationship between two or more predictors and the criterion is referred to as?

Multiple correlation (R)

No single selection tool is perfect. Generally we use more than one predictor to make a decision

Multiple predictors; looking at the predictive strength of each of the predictors and how they work together to add to the big picture

mentoring relationships

Mutually recognized relationship between an older (usually), more knowledgeable/experienced mentor and a protégé. Protégé may use the mentor as a resource, a sounding board, for guidance, and reflections. Can be assigned or informal however, relationships work best if they are informal.

Pros and cons of equivalent forms procedure

Not as time consuming as test-retest....also, no danger of "learning or memory effect. However, it can be very difficult to create "equivalent" forms.

Which side of I/O psychology grew out of earlier research and theory on human relations?

Organizational.

Questionnaires that collect work analytic information (commercially available and structured)

Organizes existing knowledge about work information into a taxonomy. May include O net, position analysis questionnaire (PAQ), and the Fleischmann taxonomy.

two types of integrity tests

Overt: in this type of test, the job applicant clearly understands the intent of the test is to assess this aspect of their personality . Personality-based: personality based measures make no reference to theft, instead it includes items of conventional personality assessments that have been found to be predictive of theft.

Realistic Job Preview (RJP)

Part of the selection process that provides an applicant with honest and complete information about a job and the work environment. Includes task information and work context.

Peer ratings

Peers rate each other on different dimensions of job behavior. Peers are likely to understand the job well, Power difference isn't a problem, and Peers may have ulterior motives

Rater training should be a part of any?

Performance Appraisal: A rater should be well trained in order to maximize the benefits of a performance scale.

Two kinds of citizenship behavior

Personal support: doing little things that help other employees perform their jobs more effectively such as offering suggestions and ideas or being courteous and considerate. Organizational support: exhibiting loyalty to the organization through publicly endorsing its mission and goals; being a good ambassador of the organization by promoting achievements.

Social context for personnel decisions

Personnel decisions are embedded in a Larger Organization and Social Context. - They do not "Stand apart." - Personnel decisions influenced by Organizational values and preferences. - Have a direct impact on whe gets hired and who doesnt'!

Placement vs. Classification

Placement is the process of assigning individuals to jobs based on one test score. Classification is the process of assigning individuals to jobs based on two or more test scores; more complex but results in better placement (the military uses this).

Hugo Munster Berg is considered one of the most important founders of I/O psychology. This is because he?

Popularized the use of psychology in business by lecturing and publishing for the business community.

One of the concerns about using Judgemental data or evaluations is

Rating errors

Judgemental evaluation's are prone to

Rating errors and biases

positive leniency

Ratings are higher than true-level of performance -Apply high scores to all performances. These areas usually occur because raiders apply personal standards derived from their own values or previous experience.

In general, cut off scores should be set to be ____________ and ____________ with the expectations of acceptable job proficiency in the workplace.

Reasonable and consistent.

_______________ error occurs when an employee receives a lower (or higher) performance score than they actually deserve due to being evaluated immediately following an exceptional ( or poor) performance.

Recency

Problems with data mining in I/O....

Records items as yes no. Either an item was purchased or it wasn't, either someone is employed or not....however, most concepts examined in I/O cover a wide range of possible scale values, from high to low, such as performance or verbal ability. The traditional statistical index used in I/O is the correlation coefficient, data mining uses this, but also uses many others. Currently I/O research tests theories. Data mining does not.

A test of ability in which the odd and even numbered items are strongly correlated shows?

Reliability (split-half)

internal consistency reliability (coefficient of interrelatedness among test items)

Reliability assessed with data collected at one point in time with multiple measures of a psychological construct. A measure is reliable when the multiple measures provide similar results. Reveals the homogeneity of the items comprising a test.

Fairness

Represents decisions based solely on the tests or measures.

evaluation research

Research undertaken for the purpose of determining the impact of some social or work intervention, such as a new training program that improves efficiency.

deductive method

Restart sequence that starts with the theory which is then tested by collecting data. First, there is a premise.... Ex: Cacti are plants and all plants perform photosynthesis, therefore, cacti perform photosynthesis.

Blakke v. University of California

Reverse discrimination does not exist, but majority groups can also be discriminated against.

World war one as an impetus for industrial psychology:

Robert Yerkes, the president of the APA saw the war as a way to legitimize industrial psychology by using it to help the war effort. Army alpha and army beta tests were created to aid in the selection and placement of soldiers.

rule v exemplar learning

Rule learning: Learning by applying learn the rules, becomes less important over time. In the beginning you know that these are the rules that you have to follow to get the end result. Exemplar learning: Learning by actual members of the category, becomes more important overtime. We become less focused on specific rules as we now have examples and don't need to rely so much on a checklist.

Categories of banding

Rules of three or five: applicants who fall in the top 3 ( or in the top 5), are equivalent. Traditional banding: based on expert judgement....think college grading system. Pass/fail bands: most flexibility. More prone to selection error.

predictor cutoff

Score chosen that distinguishes between pass/fail.....accepted/rejected. The higher you set your score, the less selection errors you will have because there are less individuals scoring at that level and less chance that you would select a false positive.

Trainee characteristics include

Self efficacy, trainee readiness, pre-training motivation, and the pre-training environment. These are all input factors we need to consider when designing a training program

Theory

Series of statements that propose relationships among phenomena.

Setting a sensible cut off requires a determination of which error would be more harmful, that it would be sensible to?

Set a higher cut off score for airline pilots and a lower cut off score for manual laborers.

Position

Set of tasks performed by single employee. Example: secretaries do typing filing and scheduling.

Point of purchase methods

Signs. Cash register. On-hold phone recordings. Restaurant placemats. Pizza boxes. Table tents. Sides of trucks....etc.

informal or indirect recruitment methods

Situation wanted ads. Direct applications. Employee referral.

Applicants are asked "what if" questions in this type of interview:

Situational Interview.

Media Richness Theory

States that rich media will result in greater learning, particularly good for equivocal or ambiguous tasks. Basically it argues that the training must be engaging for it to be effective.

Basic steps of a work analysis

Step one: identify task performed. Done by observing, interviewing, work journals, looking at O-Net, or doing the job yourself. Step two: write task statements...all of the parts of a job. Step three: rate task statements. Rated on things like frequency, importance, difficulty, and consequence of error. Step four: determine essential KSAOs. Step five: select test to tap KSAOs.

time and motion studies

Studies that broke every action down into its constituent parts, timed those movements with a stopwatch, and developed new and more efficient movements that would reduce fatigue and increase productivity. Done by both Frederick Taylor and Lillian molar Gilbreath.

In 1903, the APA president, W. L. Bryan, Argue that we need to?

Study real skills that are relevant and current to the world as it is.

Data collection sources and techniques:

Survey and interview, observations (primary data). Archival information (secondary data).

Interpersonal counterproductive behavior

Targeted towards other individuals such as gossip, bullying, threats of violence, and theft from coworkers.

Organizational counter productive behavior

Targets the organization as a whole such as working slowly, damaging company property, disclosing confidential information.

Supervisors evaluate

Task performance. Contextual performance (citizenship behavior). Counterproductive workplace behavior.

F.W. Taylor

Taylorism=monotony Used scientific methods to streamline the work process, advocated for assembly hires over apprenticeships.

polygraph test

Test that measures respiration, blood pressure, and perspiration while person is asked a series of questions; outcome is a diagnostic opinion about honesty. Controversial in employment assessments. Outlawed by Reagan for use in general organizations in 1988.

criterion-related validity

Test validity that is estimated by correlating subjects' scores on a test with their scores on an independent criterion (another measure) of the trait assessed by the test.

An important accomplishment of military psychologists in World War 1 was the construction of the Army Alpha and Army Beta, which were?

Tests for classifying soldiers as to the type of work they could do.

Test vs. inventory

Tests have right or wrong answers. Inventories are designed to assess how an individual thinks, reasons, or functions.

Physical abilities testing

Tests of strength and endurance...not appropriate for all jobs. Assessing whether the applicant has the physical abilities necessary for the job or whether they can be trained to have them.

EEOC (Equal Employment Opportunity Commission)

The Government agency that oversees discrimination in the workplace

What was the flaw of the army beta test?

The assumption that someone who could not read was intellectually inferior to someone who could read. It was inherently biased

Measures of central tendency indicate?

The average or typical behavior of the group under study.

aggregation

The averaging or summing of data from a lower level (E.G., individual) to a higher level(E. G., team, department, etc.). Aggregation is done regularly and I/O, helps with generalizability and broader applicability in terms of making your data mirror more populations of interest.

Learning

The process by which change in knowledge or skills is acquired through education or experience; Includes both cognitive and behavioral components.

Production (subjective criterion)

The process of creating goods and services. Most common in manufacturing jobs. Most companies have many types of production jobs so productivity, must be compared fairly.

Onboarding

The process through which new employees learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.

training

The process through which the knowledge and skills of employees are enhanced for an immediate job or a role. Directed towards the facilitation of learning. Process through which the KSA's of employees are enhanced.

Behavioral Checklist Method

The rater checks statements on a list that the rater believes are characteristic of the employee's performance or behavior. Critical incidents: behaviors that result in a good or a poor job performance. Each employee's performance can be described in terms of the occurrence of these critical behaviors. Usually grouped by aspects of performance such as job knowledge, decision-making, leadership etc. Con: does not allow for quantification. Doesn't allow for different levels of performance, either the employee exhibited the behavior or they didn't.

Potential causes of leniency error

The rater may be unfamiliar with some aspects of performance. In most organizations if the rater gives a really high or low score they have to justify it..... may be trying to avoid that.

The paired comparison method of performance evaluation requires?

The rater to compare each employee with every other one.

What led to the human relations movement?

The realization that came from the Hawthorne studies that employees productivity was affected by their attitudes and emotions.

The need for humanitarian work psychology is:

The recognition of the long-standing it was affecting the global population. It is consistent with the ethical principles of psychologists code of conduct, to promote good for all mankind.

The width of a band is a function of?

The reliability of the test... Narrow bands are more highly reliable and wider bands are less reliable

A meta-analysis involves a number of sensitive decisions such as what studies to include, in other words what criteria of empirical quality must they meet to be included. Why is this important?

The results of a meta-analysis are only as good as the quality of the studies included.

psychometric qualities

The standards used to measure the quality of psychological assessments or test, such as reliability and validity. The properties of actual measurement devices.

scientific rigor

The strict application of the scientific method to ensure unbiased experimental design, methodology, analysis, interpretation and reporting of results. Involves Operating by a set of standards/rules/values. Thanks scientific methods and ethics.

procedural knowledge

The third and highest stage of learning; involves psycho motor abilities. In this stage we perform behaviors with little or no thought process, the behavior has become a part of our every day functioning. One example would be typist.

Results (4th, and highest level)

The training had a positive impact on the organization as a whole.

mode formula

To find the mode, or modal value, it is best to put the numbers in order. Then count how many of each number. A number that appears most often is the mode. If there are an even number of items, add the middle two items together and divide by 2.

True or False: The Hawthorne studies are a set of experiments that were done in the 1930s(ish), that demonstrated the importance of relationships between people and work.

True

True or false Disparate treatment is a type of unfair discrimination in which protected group members are exposed to differential employment procedures compared to members of other groups

True

This election tour said to not hire these individuals because they would be bad employees, and the test was accurate in that the individuals would not have been able to do the job

True negative

The selection tool said to hire these individuals because they would be good employees, and they were good performers on the job

True positives

True or false: In construct validation, test scores are correlated with measures of job performance and/or scores on other test.

True.

True or false: The alternate (equivalent) forms method of assessing test reliability resolves the problem of memory or practice effects.

True.

mentor

Typically a more senior or experienced person who helps to professionally developed a less experienced person (the protégé).

reasonable accommodation for disability

Under title 1 if the ADA, an employer's duty to reasonably accommodate an individual's disability if doing so does not cause an undue hardship on the employer.

linkage analysis

Unites the two concepts of work analytic info, task oriented and work oriented. Examines the relationship between KSAO's and tasks performed; shows as which KSAO's are linked to the performance of many important or frequently performed tasks. These KSAO's then become the basis for employee selection tests.

Primary employers of I/O psychologists

Universities and consulting firms

World War II as an impetus for industrial/organizational psychology

Unlike the previous world war, and this war of the army came to the industrial/organizational psychologists and asked for help. The I/Os did a better job of contributing to the war effort this go around. Develop new and better test: the army general classification test, and the armed services vocational aptitude battery. They also created the OSS (office of strategic services and standardization of airplanes.

Electronic performance assessment

Use of electronic devices to monitor things like emails, computer/internet use, data input etc. Can be problematic because employees may feel like their privacy is invaded.

Assessments by subordinates are effective when

Used for development. Evaluation of leader ship or lack there of.

Accidents

Used mainly for blue-collar jobs (80% of accidents are a result of human error). Has limitations; difficult to predict, little consistency or stability across individuals and their occurrence. Works as a measure of job performance for a limited group of people.

A solution for rating errors would be

Using anchored behavioral points for your scales

The degree to which a scale /test actually measures what its supposed to.

Validity

rank-order method

We rank employee performance from highest to lowest on a dimension. Cons: gets difficult with larger sample. No set standards for level of performance, just because someone is the best doesn't mean that they're actually performing well.

Functional job analyses are rated along three dimensions; people, data, and things. These ratings are given from high to low

When a task requires involvement with people the worker needs interpersonal resources such as sensitivity or compassion. When a task requires involvement with data worker needs mental resources such as knowledge and reasoning. When a task is primarily in relation to things, the worker needs physical resources such as strength, coordination, or dexterity.

The best task statements include Action and object elements (required). They may also include

Where are the task is done, how it is done, why it is done, when it is done, (optional elements).

Evaluating predictors

Which ones are most valid, most applicable, most fair, have the least amount of bias and are worth the cost( of implementing the device or test).

One of our best tools for understanding, assessing, and articulating what a particular job is?

Work (job) analysis.

Two major catalyst for change in the field of industrial/organizational psychology:

World War I and World War II.

Some of the things that I/O psychologists do:

Write job descriptions (I side). Create performance appraisals( I side). Develop training programs( I side). Develop selection tests (I side). Conduct job satisfaction surveys (O side). Conduct research to understand problems of turnover, employee absenteeism, and motivation (O side). Design methods to improve communication between workers and management(O) Improve work environment (O).

archival analysis

a form of the observational method in which the researcher examines the accumulated documents, or archives, of a culture Pros: cheap and easily accessible. Cons: may not contain exactly what you're looking for. Could be dated material.

Work Analysis

a formal procedure by which the content of work is defined in terms of activities performed and attributes needed to perform the work. Process by which we go through and write this down.

general intelligence (g factor)

a general intelligence factor that, according to Spearman and others, underlies specific mental abilities and is therefore measured by every task on an intelligence test.

A criterion-related validity study that was done using the concurrent technique will draw its validity sample from?

a group of current employees.

A criterion-related validity study that was done using the predictive technique will draw its validation sample from?

a group of job applicants (potential employees).

Job Family

a grouping of similar jobs in an organization. Example: clerical.

job rotation (cross-training)

a job enrichment strategy that involves moving employees from one job to another. Job assignment for a specific role, temporary within the organization, this helps build camaraderie and understanding across teams.

disability

a mental or physical impairment that substantially limits one or more major life activities....Such as seeing hearing walking breathing or working

intelligence test

a method for assessing an individual's mental aptitudes and comparing them with those of others, using numerical scores. Assessment of general intelligence.

test-retest reliability (gives you the coefficient of stability)

a method for determining the reliability of a test by comparing a test taker's scores on the same test taken on separate occasions. Reveals the stability of test scores upon repeated applications of the test.

apprentice training

a method of training in which the trainee learns to perform a job by serving under the supervision of an experienced worker who provides guidance, direction, and support. Can be expensive so it's not suitable for all areas but it is good for a craftsmen, blacksmiths, plant jobs etc.

business games

a method of training that simulates a business environment with specific objectives to achieve and rules for trainees to follow. Can be elaborate and can have emotional contexts. Example: the apprentice.

360 feedback

a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves.

Expatriate Training

a person native to one country who serves a period of employment in another country. The increase in individual serving overseas assignments has led to a need for this.

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. Focuses on the activities involved in performing work. Used in the development of task statements.

Worker oriented procedures

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. Think of KSAO's.

Organizational analysis

a process for determining the appropriateness of training by evaluating the characteristics of the organization. Directed at learning if training is a potential solution for organizational problems and where in the organization the training should be directed.

Person Analysis

a process of determining individuals' needs and readiness for training. Identifying which specific individuals within an organization should receive what training. Example: we would use across the board training for a new clock in/clock out system but we would target only the accounting department for new finance software.

inductive method

a process of making numerous observations until one feels confident in drawing generalizations and predictions from them. Research sequence which starts with data and culminates in a theory. Ex: the ducks have always come to our pond, therefore the ducks will come to our pond this summer.

assessment center

a wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential Uses several methods and raters. Usually reserved for high caliber, high paying jobs because of expense. Applicants assessed in groups. Assessor teams. Single and group exercises over single or multiple days.

In training evaluation, reaction measures

a. Ask trainees to indicate whether they liked the training. b. Have high validity for assessing the usefulness of training. c. Ask supervisors to write the performance of employees after their training. d. Are rarely used. A. Ask trainees to indicate whether they liked the training.

Which of the following statements about halo error is not true?

a. It occurs because rating scale dimensions are defined as distinctly different from one another. b. It occurs when a person is rated high on one trait because the rater believed the person is high on another. c. It can be positive or negative. d. It occurs when a rater has difficulty evaluating ratee characteristics individually. A. It occurs because rating scale dimensions are defined as distinctly different from one another.

________________ is an example of massed practice.

a. Keeping up with the reading in this course. b. Daily after school football practice. c. Cramming for exams. d. Both a and b. C. Cramming for exams

Management training

a. May focus on training the manager to lead. b. Is offered by many companies to their supervisory employees. c. Often includes communication skills training. d. all of the above. D. All of the above

Which of the following situations most clearly indicates that an organization needs to provide training for employees?

a. The company has changed its product and bought new equipment. b. Upper management thinks training would be helpful. c. Employees are often absent from work. d. Employees do not like their job. A. The company has Changed its products and bought new equipment.

Which of the following statements about the forced distribution method is true?

a. The number of comparisons that need to be made is enormous if the group of ratees is large. b. The lower categories of the distribution may contain satisfactory employees. c. It is subject to halo error. d. None of the above are true. B. The lower categories of the distribution may contain satisfactory employees.

equivalent form reliability (gives you the coefficient of equivalence)

ability of two very similar forms of an instrument to produce closely correlated results. reveals the equivalence of test scores between two versions of the same test.

Training and Development

activities that provide learning situations in which an employee acquires additional knowledge or skills to increase job performance. Areas of training may include computer, technical, or management training.

dynamic performance criteria

aspects of job performance that change (increase or decrease) over time. Job performance not always stable this adds to the complexity of making personal decisions.

integrity tests

assess attitudes and experiences related to a person's honesty, dependability, trustworthiness, reliability, and prosocial behavior

The in-basket (or now in-box) exercise requires the job applicant to?

assign priorities for dealing with both urgent and routine matters.

Biodata (biographical information)

background information and personal characteristics that can be used in employee selection. Information pertaining to past activities, interests, and behaviors in an applicant's life. Adds incremental validity. Because some biodata items may not appear to be job related (low face validity), applicants may react to biodata tests as being unfair and evasive. Low fakability.

basic research vs. applied research

basic: quest for knowledge for its own sake. Applied: designed to solve specific problems. Tied to generalizability.

valid halo

blanket statement that is correct. You could accidentally give someone an accurate appraisal but it would be purely by chance. The presence of a halo does not necessarily indicate that the ratings are inaccurate.

Organizational effectiveness

broadest area of professional activity for I/O psychologists. Concerned with maintaining and improving the quality of the workforce and the numerous relationships to be found there. Issues pertaining to leadership, motivation, adaptation to change.

dark triad of personality

cluster of three personality disorders associated with counterproductive work behavior; Machiavellism, narcissism, and psychopathy.

multiple abilities (thurstone and guilford)

collection of separate forms of intelligence - no single form -separate mental abilities- largely independent from one another three components: analytical, creative, practical. Alternative to standard intelligence tests.

benchmarking analysis

compares a company's performance, or a ratio, to that of its competitors, or to an industry average. Alternative to utility analysis

Selection and Placement

concerned with developing assessment methods for the selection, placement, and promotion of employees. To what degree can tests predict performance? Identifying jobs that are most compatible with with an individual's skills or interests.

If the psychology GRE specifically samples from all the various areas of psychology, such as cognitive, learning, social, perception, clinical, etc., it likely has good

content validity.

3 types of validity

content, criterion, construct

validity coefficient

correlation coefficient between a test score (predictor) and a performance measure (criterion). .30-.40 are acceptable.

multiple correlation

correlation of a criterion variable with two or more predictor variables. Coefficient of predictability (strength of relationship) between criterion and two or more predictors.

If a depression scale truly reflects depression, it has a good type of?

criterion validity

mundane realism

degree to which an experiment is superficially similar to everyday situations. It looks real.

transfer climate

degree to which the job environment facilitates the transfer of training to the actual job site. Includes supervisor support and goalsetting activities.

qualitative data

descriptive data, Non-numerical information, descriptive. May describe employees performance, attitudes, or complaints.

Training transfer

effectively using what is learned in training back on the job

executive search firms (head hunters)

employment agencies that specialize in finding applicants for management positions....those who sit high in the corporate world.

central tendency error

error in which raters choose a middle point on the scale to describe performance, even though a more extreme point might better describe the employee. Refers to the rater's unwillingness to assign extreme (high or low) ratings, instead everyone is rated as average and only the middle part of the scale is used. Raters may do this to avoid conflict with employee's or to avoid justifying more extreme scores.

concurrent criterion-related validity is used to?

establish the current status of some criterion.

physical fidelity

extent to which the training task mirrors the physical features of the task performed on the job.

external validity

extent to which we can generalize findings to real-world settings

Hugo Munsterberg was known as ____.

father of industrial psychology

nepotism

favoritism shown to family or friends by those in power, especially in business or hiring practices

predictive criterion-related validity is used to?

forecast the future status of some criterion.

paper and pencil tests

frequently used tests in which individuals respond to questions in a test booklet or mark answers on computer sheets to be scanned

invalid halo

good at some things yet bad at others

Variability

in a set of numbers, how widely dispersed the values are from each other and from the mean. Tells you your range of variability,in other words, how much does it change? Includes range,variance,and standard deviation.

rating errors

inaccuracies in ratings that may be actual errors or intentional or systematic distortions.

task performance

includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces. Behavior formally associated with the job.

peer nomination

individuals nominate coworkers for membership in highest group of performers

Disparate Treatment

intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs

cross-cultural psychology

investigates the similarities and differences in psychological functioning in and across various cultures and ethnic groups. Studies the degree to which psychological concepts and findings generalize to people in other cultures and society. In ice/oh this pertains to the work context.

KSAOs

knowledge, skills, abilities, and other characteristics. KSAO statements are written to serve as a means of understanding the human attributes needed to perform a job... Knowledge of, skills in, ability to...

Range formula

max-min Ex: test scores ranged from a 100 as the highest grade and a 20 as the lowest grade. This gives you an 80 point range.

central tendency

mean, median, mode... The mean is the average. The median is the middle value. The mode is the most frequently occurring value.

Mechanical Aptitude Tests

measure ability to learn mechanical principles and manipulate mechanical objects. Recognition of mechanical principles.

inter-rater reliability(coefficient of consistency)

measure of agreement among observers on how they record and classify a particular event. Reveals the degree of agreement among the assessments provided by two or more raters.

Behaviorally Anchored Rating Scale (BARS)

method of performance measurement that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance. Each point is an anchor that has a different behavioral description. Pros: leads to precision in rating, also in describing a job. Cons: Time consuming, job specific, doesn't always catch performance variability.

compensatory system

model in which a good score on one test can compensate for a lower score on another test

hurdle system

noncompensatory strategy in which an individual has no opportunity to compensate at a later assessment stage for a low score in an earlier stage of the assessment process

descriptive statistics (most basic option)

numerical data used to measure and describe characteristics of groups. Includes measures of central tendency and measures of variation.

observational study

observes individuals and measures variables of interest but does not attempt to influence the responses Pros: High degree of generalizability or external validity, provides rich data. Cons: time consuming and less internal validity

adverse impact

occurs when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class. Evidence that one group for example women, as a whole are less likely to be hired compared to other members of the group such as men

protégé

one whose training or career is helped along by another(The mentor).

To establish the reliability of a measure you must have at least _____ of the types.

one.

Big Five Personality Traits

openness: to experience, curiosity, imagination, changes, conscientiousness: purpose, determination, motivation, extraversion: sociability, assertiveness , agreeableness: level of cooperation, helpfulness, neuroticism: stability/instability.

Rater Motivation

organizationally induced pressures that compel raters to evaluate ratees. Rater motivation refers to the deliberate distortion of ratings, this happens when raters purposefully give ratees higher or lower scores than they actually deserve (usually higher). Some rater motivations may be to maintain or enhance ratee's performance goals/ levels. To maintain or improve interpersonal relations with the ratee. To enhance standing of the rater within the organization. To confirms rater's self-view as having high standards.

Objective Production Data

outputs that can be "counted". Direct but limited measures such as sales figures, production usually incomplete in the overall picture.

paper and pencil vs performance test

paper and pencil is exactly what it implies. performance tests require you to exhibit some kind of skill.

Situational Judgement Tests

paper-and-pencil test or video vignette that provides hypothetical scenarios for candidates to respond to by choosing the best alternative. a scenario is given to the test taker that describes a problem and requires the taker to rate possible solutions in terms of their feasibility or applicability.

Big Five Model

personality trait model that includes extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience

The goals of science are

prediction, explanation, understanding, control.

Title VII of the civil rights act

prohibits discrimination in employment and created the Equal Employment Opportunity Commission. This includes all personal functions such as training, promotion, retention, and performance and selection. Also any methods used such as tests, interviews, assessment centers etc.

Squared multiple correlation R^2

proportion of variability in criterion accounted for by set of predictors.

Pros and Cons of Intelligence Tests

pros; best predictor of performance across a wide range of occupations. Cons; expensive and time consuming. People don't generally like them (applicant reactions) This is why we often use proxy measures such as level of education and GPA.

How and why psychologists are licensed...

psychologists go through a rigorous training and testing process which is included as part of their education and preparation. The process for licensure is regulated by each state and every state has commonalities. Requiring a psychologist to have license in order to practice ensures that the professionals we entrust our behavioral and mental health needs to, have been well trained and are highly qualified.

Close ended questions

questions a person must answer by choosing from a limited, predetermined set of responses

power test

questions are asked in increasing difficulty level, sufficient time is given goal: see what the ceiling difficulty level is compare: speed test

open-ended questions

questions that allow respondents to answer however they want

Negative Leniency(severity)

ratings are lower than true-level of performance -Leads to learned helplessness. Whole team can lose motivation/quit caring/ stop trying/ everybody gets bad ratings all the time/

send resume ads

recruitment ads in which applicants are instructed to send their resume to the company rather than call or apply in person. Employer expects a large response. Type envelope if possible. Include a cover letter. Do not use your employers stationary.

Apply-in-person ads

recruitment ads that instruct applicants to apply in person rather than to call or send resumes. Dress as if it were an interview. Be prepared to interview on the spot. Bring copies of your resume. Bring black pen. Be nice to the receptionist.

theory driven approach

references a specific personality theory; items are created to reflect the theory.

Behavior ( level 3 )

refers to actual changes in the performance of the employee once they are back on the job( transfer). Reflected in the concept of transfer of training... To what extent the desired changes in job behaviors are realized by the training program. Can be output, accidents, or grievances. Can also be sensitivity, or diversity.

face validity (content validity)

refers to simply whether the test looks as though its measuring what its supposed to. This is not included in the unifying theory of validity because it is a subset of content validity.

Consistency across repeated measurement.

reliability

single-case experimental design

research tactic in which an independent variable is manipulated for a single individual, allowing cause-and-effect conclusions but with limited generalizability. Only used when you have a very rare phenomenon.

I/O psychology is an area of?

scientific study and professional practice that addresses psychological concepts and principles in the work world?

concurrent validity

scores on the measure are related to a criterion measured at the same time

forced distribution method

similar to grading on a curve; predetermined percentages of ratees are placed in various performance categories. Rater must distribute employees into levels of performance, each level should receive a predetermined amount of employees.

Structural Equation Modeling (SEM)

statistical techniques that are used to evaluate a proposed set of relationships among variables. This is used to determine the fit of an overall model explaining multiple relationships among variables. Can show patterns of sequences of events. Ex: does stress affect your performance and does that lower performance cause you to want to leave your organization?

Multiple hurdle system

strategy constructed from multiple hurdles so that candidates who do not exceed each of the minimum dimension scores are excluded from further consideration. Example: an applicant must have a PhD and several years of experience to be considered.

The type of information obtained from applicants in selection interviews often varies from one applicant to the next. This is a problem that can be improved by?

structuring the interview.

A personnel manager believes that the best way to select new employees is to look at the applicant's personal history could use:

such devices as application blanks and biographical inventories for selection.

Cultural diversity training

teaching employees to adjust their attitudes and actions so they can work effectively as part of a diverse workforce. Helps individuals to be aware of and understand cultural differences. good for all employees.

projective personality tests

techniques that use various ambiguous stimuli that a subject is encouraged to interpret and from which the subject's personality characteristics can be analyzed

Unproctored test

test taken on computer that is not being directly supervised.

A class takes a biology test and then they take it again two weeks later so that the teacher can assess.

test-retest reliability

4 types of reliability

test-retest, alternate (or equivalent) forms, internal consistency, inter-rater

industrial-organizational psychology

the application of psychological concepts and methods to optimizing human behavior in workplaces.

Hawthorne Effect (Observation Bias)

the behavior of study participants is altered simply because they recognize that they are being studied

criterion relevance

the degree of overlap or similarity between the actual criterion and the conceptual criterion. The greater the match between the conceptual and the actual criteria, the greater the criterion relevance.

construct validity

the degree to which a test is an accurate and faithful measure of the construct it purports to measure. Does it measure what its supposed to?

experimental realism

the degree to which experimental procedures are involving to participants and lead them to behave naturally and spontaneously. It feels real.

internal validity

the degree to which the effects observed in an experiment are due to the independent variable and not confounds

levels of analysis

the differing complementary views for analyzing any given phenomenon.

predictive validity

the extent to which a score on a scale or test predicts scores on some criterion measure.

Validity

the extent to which a test measures or predicts what it is supposed to. standard for evaluating tests that refers to the accuracy of drawing inferences from test scores.

Reliability

the extent to which a test yields consistent results, as assessed by the consistency of scores on two halves of the test, on alternate forms of the test, or on retesting

validity generalization (VG)

the extent to which inferences from test scores from one organization can be applied to another organization. Reflects the degree to which a predictive relationship empirically established in one context spreads to other populations or contexts. Ability to generalize validity of a test to other companies and jobs.

criterion contamination

the extent to which performance appraisals contain elements that detract from the accurate assessment of job effectiveness. the extent to which the actual criteria measure something other than the conceptual criteria.

Diversity-Validity Dilemma

the paradox of organizations being unable to simultaneously hire the most qualified applicants and members of the full range of demographic groups that populate society.

criterion deficiency

the part of the conceptual criterion that is not measured by the actual criterion. The degree to which the actual criteria fail to overlap the conceptual criteria. There is always going to be some degree of efficiency.

quid pro quo harassment type

the person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired for a job or obtaining job benefits or opportunities unless he or she implicitly or explicitly acquiesces.

Humanitarian work psychology

the practice of I/O psychology directed to the societal goal of improving employment for all mankind. Directing the resources of I/O psychology to relieving global poverty, promoting social justice and organizations, and protecting the rights of workers.

Personnel Selection

the process of determining those applicants who are selected for hire versus those who are rejected

rater training

the process of educating raters to make more accurate assessments of performance, typically achieved by reducing the frequency of halo, leniency, and central-tendency errors.

Performance Management

the process of enhancing the contributions of the workforce to facilitate attaining the overall goals of the organization.

task analysis

the process of identifying and analyzing tasks to be trained for.

Internal recruitment

the process of seeking employees who are currently within the firm to fill open positions

External recruitment

the process of seeking new employees from outside the firm

computer adaptive testing

the process through which computer technology is used to identify easier and harder questions for applicants that eventually estimate their true ability level. Starts you at a mid-level question and moves you forward or backward depending on your answer.

recruitment

the process through which the organization seeks applicants for potential employment

Dependent Variable (DV)

the research variable that is influenced by the independent variable, and the impact can be measured.

Organizational neuroscience

the scientific study of neural activity as evidenced in organizational attitudes and behavior Recent addition to I/O. It's greatest value may be in eliminating candidates for employment who, if hired, would produce grave harm to people or the organization.

Conceptual Criterion

the theoretical standard that researchers seek to understand. An ideal set of factors that constitute a successful person (or object, or collectivity) as conceived in the psychologist mind.

Criterion Variable (dependent variable)

the variable in a multiple-regression analysis that the researchers are most interested in understanding or predicting.

Independent Variable (IV)

the variable that a researcher actively manipulates, and if the hypothesis is correct, will cause a change in the dependent variable

opportunity to perform

trainee is provided with or actively seeks experience using newly learned knowledge, skills, or behavior.

Massed training

training sessions are long in duration and take place over a relatively short period of time. Akin to cramming for an exam. Results in less retention.

True or false: Evidence of convergent and divergent(discriminant) validity are necessary for construct validity.

true. when both are present, that shows excellence construct validity.

divergent validity (discriminant validity)

uses measurement approaches that differentiate one construct from others that may be similar. Tests whether measures or tests that should NOT be related are in fact, not related.

Reliability and validity go hand in hand. However, a test can be reliable but not?

valid.

counterproductive work behaviors

voluntary behaviors that have the potential to directly or indirectly harm the organization

MANOVA (multivariate analysis of variance)

when you are investigating more than one DV

Predictive validity can be time consuming because?

you have to give the test or measure and then wait to see the outcome....so give the assessment, then wait to see how they do once they are hired.

Systems for selection process

1. Compensatory system 2. Hurdle system 3. Multiple hurdle system

To technical approaches to establishing cut off scores

1. Criterion referenced: tied to expected level of performance...find the test score that corresponds to the desired level of performance using regression analysis or judgement of subject matter experts. 2. Norm-referenced: based on the average score of test takers'.....percentiles, z-scores etc.

Three stages of learning

1. Declarative knowledge. 2. Knowledge compilation. 3. Procedural knowledge.

Creating a BARS system

1. Develop performance dimensions: what aspect of performance is being evaluated? 2. Generate critical incidents: what tasks are critical for this performance? 3. Reallocate incidents 4. Scale the incidents: put in a numerical order. 5. Develop the final instrument: create your bars scale.

Three personal skills that are critical management skills linked to successful performance on the job

1. Developing self awareness. 2. Managing stress. 3.Solving problems creatively.

Three potential reasons for systematic changes in job performance over time

1. Employees might change the way they perform tasks as a result of repeatedly conducting them. 2. The knowledge and ability requirements needed to perform the task might change because of changing work technologies. 3. The knowledge and skill of employees might change due to additional training.

If there is evidence of adverse impact then there are two legal alternatives

1. Establish that the test is valid 2. Choose a test with no adverse impact

Establishing cut off scores

1. Identify relative levels of proficiency. Begin with a work analysis that identifies relative levels of proficiency on critical knowledge, skills, and abilities. 2. Seek predictor criterion data. When possible, data on the actual relationship of test scores to criterion measures of job performance should be considered. 3. Identify scores that are set high enough to ensure that minimum standards of job performance are met.

Four phases of the mentoring relationship

1. Initiation: mentor and protégé connect, known as the make or break phase. 2. Cultivation: mentor and protégé collaborate. Protégés work is recognized as a byproduct of the mentors help and guidance. 3. Separation: protégé goes off on his or her own. Work is no longer a byproduct of the mentors guidance. 4. Redefinition: no longer mentor and protégé, but likely to still have a relationship such as lasting friendship and/or colleagues.

Four Goals of Affirmative Action

1. correct present inequities 2. compensate past inequities 3. provide role models 4. promote diversity

Purpose of performance appraisal (4 broad purposes)

1. To make decisions between individuals, such as who gets promoted, who gets fired, who gets pay raises etc. 2. To make decisions within individuals such as determining strengths and weaknesses of a single person. 3. To make system maintenance decisions, such as determining organizational training needs or evaluating personnel systems. 4. For documentation purposes, to keep track of actions and meet legal requirements.

The principles of scientific management are

1. Use science over the rule of thumb. 2. Apply the scientific method for selection and training of workers. 3. Cooperation over individualism; the need to increase cooperation between management and workers. 4. Equal division of labor best suited to management and employees; let the workers have positions in which they do what they do best and only that.

Drug Testing

A method of assessment typically based on an analysis of urine that is used to detect illicit drug use by the candidate.. 2 types: screeningID, looking for the presence of chemicals,and Confirmation ID, looking for a particular chemical.

multitrait-multimethod matrix (MMTM)

A method of evaluating construct validity by simultaneously examining both convergent & divergent evidence by means of a table of correlations between traits & methods.

Affirmative action is

A method of increasing the numbers of minority applicants

Computer-based training

A method of training that utilizes computer technology to enhance the acquisition of knowledge and skills Includes intelligent tutoring systems, interactive multi media training, and virtual reality training.

action research

A model of research that targets theory, application, and evaluation. This is usually a holistic effort that involves community, government, and other researchers such as I/O.

scientist-practitioner model

A model that uses scientific tools and research in the practice of I-O psychology. Approach that emphasizes both research and application to real-world issues and problems. Research done in an academic setting with the intent to apply it to the workplace.

Transfer of training is shown when

A newly trained skill is used on the job.

selection ratio

A numeric index from 0-1.00, that reflects the selectivity of the hiring organization in filling jobs. Number of positions available divided by the number of applicants. Your predictor cutoff will be higher with a lower SR and lower with a higher SR.

recency error

A performance rating error in which the appraisal is based largely on the employee's most recent behavior rather than on behavior throughout the appraisal period. Can be at either end of the spectrum. Good reason to keep accurate records of employee performance throughout the year to refer back to during appraisal.

expert

A person who has mastered a specific subject, usually through long-term study. Experts have more fluidity in what they are doing, a broader scope of understanding, and know their own abilities and limitations.

Why are employee referral program so effective?

A potential employee has the opportunity to get a realistic preview of the job. Often employees and their friends are similar in personality and ability. The employee can help socialize the friend when hired.

Monte Carlo Analysis

A what-if scenario to determine how scenarios may work out given any number of variables. The process doesn't actually create out a specific answer, but a range of possible answers. When Monte Carlo is applied to a schedule, it can present, for example, the optimistic completion date, the pessimistic completion date, and the most likely completion date for each activity in the project.. Forecasting.

Principles of Scientific Management (F.W. Taylor)

A work published to describe that the application of the scientific method to the management of workers could improve productivity.

Which of the following is not a topic studied in Industrial psychology?

A. Employee motivation B. Performance appraisal C. Training in organizations D. Employee selection A...employee motivation is organizational.

absenteeism

Absence from work is also an indicator of employee stability. Self reports about the reasons for absenteeism highly unreliable.

Modern I/O psychologists work in?

Academic institutions. Private Industry. Government agencies. Consulting.

Hugo Munsterberg (1863-1916)

Advocated applying psychological concepts to employee selection and motivation. Wrote the book " psychology and industrial efficiency". Founder of industrial psychology.

Preferential selection interpretation of affirmative action

All else being equal, select minority applicants. Organizations will select my Nordie group members from the applicant pool if they have the same qualifications as the non-minorities.

Multinational staffing: procedures for staffing and organization in more than one country

Always be careful of the cultural expectations and standards of the country that you're in. Remember Hofstede's 4 dimensions of cross cultural differences

A selection tool that is _____________, Is one that the employer can depend on to provide consistently accurate information.

Both reliable and valid

Griggs v. Duke Power Company

Burden of proof that employment practices are job related lies on employer Intent or lack thereof is irrelevant Created "business necessity" defense

These election tour said to hire these Individuals because they would be good on the job, but once hired, these individuals did not perform well

Call positive

Research has shown that some test abilities generalize and

Can be transported from one organization to another.....but not all

When selecting dimensions for a rating scale, the scale developer should?

Choose only dimensions that are relevant to the job being performed.

If a selection device has an adverse impact on the selection of one or more ethnic or sex groups, the

Device should be evaluated in a validation study to determine if business necessity, or a job relatedness can be shown

Transfer Validity

Did the trainees match the criteria for success when they were back on the job? Are the KSAs which were learned in training being used back on the job?

Factor analysis is used for?

Data reduction (to remove items that are ambiguous or poor performing), theory building, and theory testing....test construction!

Personnel Data

Deals with human resources. Often better at indicating poor performance rather than good performance looks at things like absenteeism and accidents

true positive

Decision in which an applicant was accepted and performed successfully; decision is true because of the correct prediction that the applicant would be a good performer and positive because the applicant was hired

true negative

Decision in which an applicant was rejected and would have performed poorly if he or she were hired; decision is true because of the correct prediction that the applicant would not be a good performer and negative because the applicant was not hired.

WD Scott and W Bingham

Designed army officer and army beta tests.

On the job behavior change

Determination of what specific activities have changed or are performed more frequently as a result of training.

Army Alpha and Beta

Developed by Robert Yerkes to screen cognitive ability of military recruits; group intelligence test. Soldiers who were foreign speaking or illiterate would take the army beta, the nonverbal equivalent of the exam.

Self assessments are of higher quality when used for

Developmental purposes.

Measurements of personality

Empirically driven. Theory driven. projective tests. conditional reasoning tests.

Walk-through approach

Employee must describe how to complete tasks that are central to their profession, can be very detailed. May involve walking through work facility while answering questions from the rater. Can be time consuming.

hands-on approach

Employee must engage in work related tasks that are critical to their professions under observation. These are usually simulations. For example a medical professional performing CPR for his or her supervisor. Can be time consuming.

on-the-job training

Employee training at the place of work, May involve shadowing. Relatively inexpensive but less structured. Con: can be difficult to make sure the trainees are getting all of the pertinent information....may be trained in the wrong behaviors.

Three common methods of internet recruiting:

Employer based websites such as company blogs. Internet recruiters such as www.hotjobs.com. Social networking sites such as Facebook, LinkedIn.

Random influences incorporated into measurements, including bad lighting, poor question wording, and bias from observers.

Error

To facilitate training transfer there are things you can do to make training map onto the job

Establish training job Fidelity (realism). Psychological and physical fidelity. Massed v spaced training. Transfer climate. Opportunity to perform. Follow up training; retraining

Did the new training program lead to a decrease in on the job accidents? What kind of research am I?

Evaluation research

Independent variables and dependent variables are used in what type of research?

Experimental

Behavior and results are what kind of criteria?

External.

Trading validity is internal and transfer validity is?

External.

Mentors are internal to the organization and coaches are _________________ to the organization.

External. Unlike mentors it is not vital for coaches to have expertise in the industry in which the coachee works. Coaches tend to focus more on developing broader skill sets related to communication and leader ship.

Effective recruitment methods should...

Get the attention of the public. Screen unqualified applicants. Motivate qualified people to apply. Be cost effective and timely.

Conditions for rater accuracy:

Good and poor performance clearly defined. Help your raters understand by clearly explaining what each number on the scale represents. Distinguishing among workers. High degree of trust, most supervisors care about their employees. The knowledge that low ratings are not automatically tied to loss of rewards. We want to have a culture of identification, recognition, and development. Rewards are linked to accuracy in performance appraisal. (for raters).

Pros and cons of test-retest procedure

Good test for IQ because it is static over time. But, may not be appropriate for every situation due to the dynamic nature of job performance. Can be time consuming. Learning may occur.

After the world wars events that helped solidify the presence of industrial/organizational psychology:

Government intervention (people who survive these words decided not to except poor working conditions), led to the civil rights act title seven in 1964. Statistical advances, more intricate analysis possible. Clear separating between topics of industrial and organizational psychology. The information age.

One of the first psychologist to measure ability as an indicator of performance:

H. Munsterberg.

___________________ Is considered to be the most serious and pervasive of all rating errors

Halo error

The apprenticeship of job training

Has been used for centuries. Combines off-site education with on the job experience. Has been used to train professionals, such as plumbers and electricians.

Although cognitive ability assessment (intelligence testing) is the single best predictor, it also has a

Large amount of bias.

Another area (or 3rd component) to be concerned with in I/O psychology is?

Human factors

A work analysis is used for?

Identifying the criteria of affective work performance.

The passage of the 1964 Civil Rights Act resulted in?

Increased selection test validation studies by psychologists working in industry.

Suppose we decide to design an experiment to test the hypothesis that alcohol consumption impairs driving. In this study alcohol consumption would be there?

Independent variable.

Individual vs. Group Tests

Individual Tests: One person takes it at a time. - Driving simulator - Tests that require constant supervision Group Tests- Multiple people take it all at once. - Only one person monitoring

peer assessment

Individuals assess the behavior of their peers or coworkers. Includes peer nomination, peer ratings, and peer ranking. Can be highly predictive of performance.

Rights of Participants in Research

Informed consent: includes risks benefits possible outcomes etc. Privacy : it is imperative to keep the participants information private. Confidentiality Protection from deception if at all possible. Debriefing: informing the participant what we did why we did it and allowing them to ask any questions they have, making sure they have our contact info.

ADDIE model

Instructional systems design framework consisting of five steps that guide the design and development of learning programs. Used often in industrial/organizational psychology.

Single best predictor of future performance on a job?

Intelligence

The degree to which responses to items are correlated. For instance, if a vocabulary test has high ________________ _____________, people tend to perform consistently across the questions. One way to assess this is by using Cronbach's Alpha.

Inter-item consistency / Internal reliability

The degree to which two or more observers agree about an event, such as whether Shakira, Blake, Usher, and Adam turn their charts for a participant.

Inter-rater Reliability

Kuder-Richardson

Internal consistency is measured by using the _______ _______ formula in when items are scored dichotomously which is an alternative to the split half test method.

Reactions and learning are what kind of criteria?

Internal criteria.

internet vs intranet testing

Internet testing is taken over a public or global website. Intranet testing is taken on a private domain usually belonging to some company or assessment center.

Behavior modeling and role-play are useful for training?

Interpersonal skills.

Watson v. Fort Worth Bank and Trust

It is fair to consider the cost of alternative selection methods when making a decision about which tool to use.

criterion problem

It is impossible to point to any one performance criterion and argue that it is a perfect measure of performance *** Difficulty involved in the process of conceptualizing and measuring performance constructs that are multi dimensional and appropriate for different purposes.

Hiring and promoting the more educated applicant

It's not unlawful if the job requires the education and the requirement applies to all applicants; may be unlawful if applicants without the education can do the job as well.

Consultants in I/O:

Jack of all trades...communication,business development, project management, research, teaching. May work in-house or out.

Job descriptions sections

Job title. Brief summary. Work activities. Tools and equipment used. Work context. Work performance. Compensation information. Job competencies.

Quantitative Data

Numerical information such as statistics salaries on hours worked scales etc.

Sources of work information

Observation. Interviews. Questionnaires/surveys. Critical incidents. Work diaries.

Naturalistic/Field Observation

Observations made in everyday environments. Researcher does nothing to change the situation

hostile environment harassment

Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee's psychological well-being.

360° feedback

Occurs when superiors, subordinates, peers, and even inside and outside customers are involved in the appraisal of a jobholder's performance. Designed to be developmental, not about being punitive. All about identifying strengths and weaknesses.

direct measurement

Occurs when the behavior that is measured is the same as the behavior that is the focus of the investigation (the construct).

Problems with forced distribution

Often used by companies who practice rank and yank (meaning the bottom 10% gets fired). The bottom 10% May very well still be good employees(Again, no set standard for a performance). May create a toxic work culture and lead to high burnout.

call ads

Often used to quickly screen applicants. Articulation is important. Practice your first few sentences (info should be quick and concise). Be prepared for a short phone interview. Have your resume ready to answer questions. Have paper and pencil close by.

The degree to which a test predicts another variable it should predict, such as the Graduate Record Exam (GRE) score predicting success in a higher education doctoral program.

Predictive Validity

Why do we use multiple regression in I/O?

Predictors are often related and thus overlap.

Employee Referral Programs

Private sectors: 50% have formal programs, 66% use in some way Public Sectors: 1% have formal programs

Competency Modeling

Process that identifies the characteristics desired across all individuals and jobs within an organization; these characteristics should predict behavior across a wide variety of tasks and settings, and provide the organization with a set of core characteristics that distinguish it from other organizations

Age Discrimination in Employment Act of 1967

Prohibits discrimination against workers over the age of 40 and restricts mandatory retirement

Two issues that may be problematic in mentoring

Racial and gender issues can be concerns. Often there is a desire to map onto someone more like yourself, but this can cause problems if there's not enough diversity.

Pros and Cons of Questionnaires

Pros: a way to gather a large amount of information relatively quickly, can be constructed to match the reading ability of targeted populations, good way to maintain anonymity of the participants, Cons: not everyone completes them, this may affect how representative the sample is which can affect generalizability. Truthfulness is an issue research indicates that questions that are perceived as sensitive or threatening or more likely to produce distorted responses

Pros and cons of quasi-experimental design

Pros: conducted in natural settings, so higher external validity ... more generalizability. Cons: less control over variable so low internal validity

Pros and cons of lab experiments

Pros: take control extraneous variables gives you a high degree of internal consistency, easier to replicate and often more cost effective and less time consuming. Cons: the artificial environment leads to a decrease in external validity you also have to watch out for demand characteristics, or in I/O's case the Hawthorne effect.

Work samples and simulations

Prospective employees are asked to perform tasks or job-related activities that simulate or represent a sampling of the work for which the person is being considered. Example: programming test for computers or blueprint reading test.

Frame of reference training improves accuracy and reduces error. It combines all the best aspects of rater training. The training procedure includes

Providing information on multi dimensional nature of performance. Ensuring that writers understand scale anchors. Allowing for practice rating exercises. Providing feedback on practice.

Title VII of the civil rights act of 1964 made it unlawful for an employer to refuse to hire or to fire someone because of that person's

Race, color, religion, sex, or national origin.

Affirmative Action

Social policy that advocates members of protected groups Will be actively recruited and considered for selection in employment. Six to increase minority hires.

behavioral modification AKA behavior modeling

Someone who is an expert acts out (models) the appropriate behaviors and responses for a particular situations (irate customer). The trainee observes the expert and then models the behavior. Mirroring the experts behavior allows for practice and builds interpersonal skills. Behavior modeling typically has a narrow focus with the intent of developing specific behavior skills.

There are 2 options for internal-consistency reliability:

Split-half Administer 1 form of the test to a group of individuals and assess the interrelatedness between items. Kuder-Richardson(Cronbach's Alpha).

The ____________________ Indicates the dispersion of scores in a distribution, or how different or similar the scores are.

Standard deviation

4/5 rule (80%)

Standard set for adverse impact. There is evidence for adverse impact if the selection ratio is less than 80% of the selection ratio for another group. Followed by the EEOC.

Applicability refers to

The degree of span across job-types. Can the selection method be applied across a full range of jobs?

Training Validity

The degree or amount of learning that takes place during training. If a training program does not elicit a change in behavior on the job it has no validity and is not useful.

person-organization fit

The degree to which a person's values, personality, goals, and other characteristics match those of the organization.

content validity

The degree to which the content of a test is representative of the domain it's supposed to cover. Example: a study on work-to family content would be content valid if its assessment included items from all three components : conflicts between work and family on 1) time, 2) behavioral issues, and 3) strain.

Around what year did the shift in focus of psychology to the workplace occur?

The early 1900s, possibly 1913

A correlation coefficient indicates?

The extent to which one variable is related to another.

The reason for a cross-cultural interest in industrial/organizational psychology:

The globalization of business compelled I/O psychology to examine how it's theories and practices apply and cultures other than North America and Western Europe. Cross-cultural I/O stems from greater cultural diversity in the workforce , US companies doing business overseas, and partnerships and joint ventures between companies from different countries. The development of new electronica measures of communication that render geographic boundaries between nations meaningless.

Kirkpatrick's Heirarchy of training criteria

The go to standard of determining whether or not the training program was effective.

Unifying theory of validity

The idea that, to establish the validity of some measure or test, you must establish all three types of validity.

Using letters of reference in making selection decisions is problematic because?

The information is often incomplete or inaccurate.

IPO model

The input-process-outcomes model. All instructional systems follow this framework. Input factors: trainee characteristics assessed by person analysis; seeks to identity the characteristics of learners that can shape the design and delivery of training.——> The Process: training methods ( on and off site)....design, develop, and implement. Outcomes: Was the training effective? Did training transfer occur?

The scientific-practitioner model supports a symbiotic relationship how?

The issues that we observe in the workplace fuel what we study in research... then the research goes back out into the workplace to help aid and improve the work system.

How is management and development distinct from typical training programs?

The learning objectives of management and development are knowledge, skills, and competencies for future positions within the organization. Management and development is valuable as a strategy to improve organizational performance. Training is the enhancement of knowledge and skills for immediate use.

Why recruitment sources should differ:

The more diverse your recruitment sources, the larger and more diverse your candidate Paul will be. Different sources reach different types of people. Informal sources provide realistic job previews.

development

The more long-term process through which the knowledge and skills of employees are enriched and developed for some future use. Development is considered a longer-term venture and focus on broader enrichment of individuals.

Construct validity describes the extent to which a test measures a?

Theoretical construct.

Issues with drug testing

There are problems with reliability and validity; false positives, certain meds may trigger a positive. Issues with uniform testing. Outside of scope of I/O. But can save companies money in the long run.

Formal mentoring works best when?

There is a greater perceived input from the protégé, frequent interaction, similar rank.

actual criterion

These are the operational or actual standards that researchers measure or assess, often contrasted with conceptual criteria.

Frame of reference training calibrates raters so that?

They agree on what constitutes varying levels of performance effectiveness for each performance dimension.

Conditional reasoning tests

They are also a measure of personality. Less vulnerable to faking. But they are very difficult to develop.

quota interpretation of affirmative action

This interpretation is not typical but sometimes legally impose on organizations as a severe corrected measure for a prolonged inequities in the composition of the workforce. It's set aside a specific number of job openings or promotions for members of specific protected groups.

Functional Job Analysis (FJA)

This is an example of a task-oriented method of work analysis that describes the content of jobs in terms of people, data, and things. Focuses on what the worker does and how a task is performed.

simulation

This is an offsite training method that puts trainees into a physical/emotional setting where they can practice and gain skills to transfer to the job. It includes role-playing, business games, and behavioral modification. This type of training is often aimed at enhancing interpersonal skills.

Wonderlic Cognitive Ability Test

This is the name of the IQ test you are most likely to take when you apply for a job. It is also (most famously) widely used to measure cognitive ability of NFL players

Knowledge Compilation

This is the second stage of learning; involves the ability to integrate new concepts into what you already know. One example would be our discussion posts. We take the knowledge we gain from the lectures and apply it to real world circumstances.

Situation-Wanted Ads

This recruitment strategy entails applicants placing the ads rather than organizations. Internet has perhaps made these obsolete. Effectiveness at 21.5%

Criticisms of utility

Too theoretical, complicated, skepticism.

Some input factors to consider

Trainee characteristics: influences what gets put into your training program. Trainee readiness: do the trainees think that this program will help them? Pre-training motivation: are the trainees capable of learning and are they interested and invested in the training. The pre-training environment: should facilitate learning

A paper and pencil test of material covered in a training session is a way to evaluate the extent to which the training resulted in?

Trainees becoming better able to perform their jobs.

programmed instruction

Trainees given instructional materials that positively reinforce them as they move through the material at their own pace. Can be computer-based or written and may be linear or branching.

The trouble with on the job training is that?

Trainees may be coached in the wrong behaviors.

Psychological fidelity

Training environment elicits emotions that would be similar to what the training would experience on the job.

Spaced training

Training in which sessions are spread out over time. It is the opposite of massed training. Smaller chunks of info. Results in longer retention.

Sexual-harassment training

Training programs that are designed to educate employees about sexual harassment and the organization's policies and procedures regarding sexual harassment. Includes quid pro quo and hostile environment harassment.

Action research involves a group effort of a variety of individuals including public officials, researchers, subject matter expert's, and community members. True or false

True

Declarative Knowledge (DK)

Understanding what is required to perform a task; knowing information about a job or task. Involves memorizing and reasoning. This is the beginning phase, you know what you're supposed to do but not necessarily how to go about doing it.

Legal context for personnel decisions

United States sees civil rights movements in the late 50s and early 60s. This impacts employment selection practices. Civil rights act of 1964, title seven... Minorities grossly under represented in public and private employment, especially at higher level jobs, so federal court begins to intervene in employment decisions; monitors the procedure to ensure fairness in selection and reduce discrimination

predictor variable

any variable used to forecast a criterion. Can be intelligence, experience, personality, strength etc...

Creating a bars scale can be a tedious process because?

You have to do each of the five steps for each dimension of performance. For instance, you would make a scale for critical thinking and another scale for knowledge attainment and another scale for attendance if you were to create a scale for student performance.

meta-analysis

a "study of studies" that combines the findings of multiple studies to arrive at a conclusion Secondary research method. A statistical procedure designed to combine the results of many individual, independently conducted empirical studies into a single result.

Office of Strategic Services (OSS)

a United States intelligence agency formed during World War II. It was the wartime intelligence agency, and it was the predecessor of the Central Intelligence Agency (CIA). I/Os helped to find people capable of filling the roles required to do this job.

horn error

a bias that occurs when a negative characteristic of a person affects the evaluation of the person's other attributes.... Flipside of the halo error. Lack of distinguishing between dimensions.

human factors

a branch of psychology that explores how people and machines interact and how machines and physical environments can be made safe and easy to use. How does the actual physical environment allow someone to be more comfortable, efficient, or safe?

Cronbach's alpha coefficient

a correlation-based statistic that measures a scale's internal reliability

qualitative coding

a data reduction technique used to reduce the information into ideas and themes... the idea is to take sentences,ideas, thoughts....and break them down into themes. You can number the themes and count the number of responses that correlates with each theme.

letters of recommendation

a document in which the writer assesses the qualities, characteristics, and capabilities of the person being recommended in terms of that individual's ability to perform a particular task or function. Very common but they are the least accurate forecaster of job performance (least valid). Restriction of range because most people are hesitant to impart negative information.

personality inventories

a questionnaire (often with true-false or agree-disagree items) on which people respond to items designed to gauge a wide range of feelings and behaviors; used to assess selected personality traits.

correlational studies

a research method that examines how variables are naturally related in the real world, without any attempt by the researcher to alter them or assign causation between them Includes the use of surveys or observation or questionnaires to garner data without manipulating variables.

False negative error

a selection error that occurs when an applicant is rejected who would have been a good performer. Decision is false because the prediction was in accurate and negative because the applicant was not hired

emotional labor

a situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work

file drawer effect

a situation in which findings of no difference fail to be published (the studies are placed in one's files); if there are a large number of such findings, the few studies that do find a difference and get published produce a distorted impression of actual differences

criterion cutoff

a standard that separates successful from unsuccessful job performance

correlation coefficient

a statistical measure of the extent to which two factors vary together, and thus of how well either factor predicts the other. A statistical relationship between 2 variables. Correlations range from -1 to 1. The closer to positive or negative one, the stronger the relationship.

factor analysis

a statistical procedure that identifies clusters of related items (called factors) on a test; used to identify different dimensions of performance that underlie a person's total score. If you have multiple items designed to assess someone satisfaction you can see if all of those items are doing what they're supposed to do.

multiple regression

a statistical technique that computes the relationship between a predictor variable and a criterion variable, controlling for other predictor variables.

t-test

a statistical test used to evaluate the size and significance of the difference between two means. Tells us if those means are significantly or statistically different.

Behavioral Observation Scale (BOS)

a subjective measure on which the frequency with which an employee performs a behavior is indicated. Assesses the frequency of different behaviors within a dimension. Quantifiable

Questionnaire Design

a systematic process in which the researcher contemplates various question formats, considers a number of factors characterizing the survey at hand, ultimately words the various questions carefully, and organizes the questionnaire's layout

Peer ranking

a technique of appraising the performance of coworkers by ranking them on a dimension of their job behavior

empirically derived test

a test (such as the MMPI) developed by testing a pool of items and then selecting those that discriminate between groups

speed test

a test containing relatively easy items with a short time limit in which individuals must complete as many items as they can. how quickly you can think as opposed to how much you know.

Proctored test

a test taken under direct supervision; usually computer based. Can be monitored in person or remotely.

Virtual reality training

a type of computer-based training that uses three-dimensional computer-generated imagery. For simulations to be affective and increase the likelihood of transfer trainees are provided with immediate feedback and the simulation is realistic. This is the least used type of training because it has a narrow range of purpose and it's cost prohibitive.

predictor variable (independent variable)

a variable in multiple-regression analysis that is used to explain variance in the criterion variable. Predictors are used to predict/forecast forecast the criterion variable.

Critical incidents

a way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively. Identification of behaviors that lead to great success or great failure on the job of interest. Not always the best for Work analytics because it's not consistent across all jobs.

To establish the validity of a measure you must establish?

all possible types of validity.

halo error

allowing the assessment of the employee on one dimension to spread to that employee's ratings on other dimensions. Could be because the individual is being rated uniformly for all aspects of performance, based on only one aspect of performance...or it could simply be that the individual being rated is liked/dislike by the rater. All around positive (or negative) ratings across dimensions, despite have credible knowledge of only a limited number of performance dimensions. Lack of distinguishing between dimensions.

Civil rights act of 1991

amended the original civil rights act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits. Unfair discrimination may be charged under two legal theories, 1. Adverse impact, 2. Disparate treatment.

blind box ad

an advertisement that does not identify the advertising organization, used when employer doesn't want incumbent to know. Doesn't want the name in the public. Company may be well known and cautious of over application are afraid that people won't apply if they recognize the name. Send resume immediately

leaderless group discussion

an assessment center exercise in which a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period. The "leaders" emerge through their degree of participation in the exercise.

convergent validity

an empirical test of the extent to which a measure is associated with other measures of a theoretically similar construct. Shows good construct validity.

false positive error

an error that occurs when a positive hiring decision has been made, but the new employee is not a satisfactory performer. Decision is false because the prediction was in accurate but positive because the applicant was hired

self-assessment

an evaluation of your strengths and weaknesses.... assessing your own behavior. Typically we tend to overestimate our performance (positive leniency). Fundamental attribution error: we attribute our performance to things that are external.

Bona Fide Occupational Qualification (BFOQ)

an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." BFOQs are strictly monitored by the Equal Employment Opportunity Commission

ANOVA (analysis of variance)

an inferential statistical test for comparing the means of three or more groups

learning organization

an organization that has developed the capacity to continuously learn, adapt, and change. Emphasizes learning at all levels, and it for the long-haul.