Term
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Definition
Parts of the personality
are associated with job performance and conscientiousness is the best predictor.
extraversion, emotional stability, agreeablieness, conscientiousness, openness to experience |
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Term
| Hackman and Oldham's job characteristics theory |
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Definition
| based on assumption that peopple can be motivated by the intrinsic nature of job task. The theory states that features of jobs induce psyhcological states that lead to satisfaction, motivation, and job performance. Core characteristics: 1. Skill variety, task identity, and task significance lead to meaningful work. 2. autonomy leads to feelings of responsibility. 3. feedback leads to knowledge of results. |
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Term
| Motivation Potential Score (MPS) |
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Definition
combined scores of hackman's 3 core characteristics.
MPS= (skill variety+ task identity+ task sig) / 3 X autonomy X feedback |
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Term
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Definition
pay workers for each unit of production
ex. commission
Conditions: employees must be able to increase productivity, employees must want the inceentives, there must be no physcial or psychological constraints on performance (lack of material/peer pressure) |
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Term
| Computer supported cooperative work (CSCW) |
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Definition
work involving two or more people that is done throught the use of computers and other similar technologies, often from remote locations.
-the study of how technology can be used to help people work together on tasks |
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Term
| Organizational constraints |
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Definition
are aspects of the work environment that interfere with or prevent good job performance.They reduce job performance. High levels of constraints are reported with dissatisfaction, frustration and intention to quit.
8 areas:
a. job related info
b. tolls and equipment
c. matierals and supplies
d. budgetary support
e. required services and help from others
f. task preparation
g. time availability
h. work environment |
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Term
| organizational citizenship behavior (OCB) |
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Definition
is behavior that goes beyond the formal requirements of the job and benefits the organization.
-supervisor ratings on a OCB scale
- 2 categorites:
*altruism is helping another enployee with a problem
*compliance is doing what needs to be done and following rules, like not wasting time and being on time. |
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Term
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Definition
-job satisfaction
-suportive behavior by supervisors
-organizational commitment
-altruistic behaviors have been shown to be correlated with concern for others and actions that benefit the org. have been shown to be related to perceieved equity. |
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Term
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Definition
| inclde lateness, absense and turnover. All reduce productivity. Generally these behaviors are thought to be related, and may be alternative reactions to job satissfaction. |
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Term
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Definition
best predictors of absence: absence history, and organization's absence policy
illness: disssatisfied and women are ill more frequently
other causes: on the job longer, more absences
absence policy: less restictive, more absence |
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Term
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Definition
The generally accepted social rules about appropriate amount and reasons for absence.
Number of absences is correlated wiht perception of work group's acceptable level of absence; tend to be absent slightly less than the level acceptable
workers whos coworkers were frequently absent were absent more often. |
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Term
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Definition
| is better predicted by attitudes about lateness than by job satisfaction and organizatinoal commitment. |
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Term
| Turnover and turnover rate |
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Definition
refers to employes quitting. Rate: the percentage of the workforce that quits in a given period of time.
The best and worst performers will quit |
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Term
| counterproductive work behavior (CWB) |
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Definition
refers to behaviros intended to harm the organizations and other people at work. It is a problem with great monetary and personal costs for emplyees and orgs.
locus on control
CWB relate to personality to a lesser extent than environmental factors.
-LABOR MANAGEMENT DISPUTES |
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Term
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Definition
| a method for describing jobs and characteristics necesssary of jobs. KSAOs |
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Term
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Definition
| what the person knows abot a job |
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Term
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Definition
| something a person is able to do |
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Term
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Definition
| capability to learn somthing |
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Term
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Definition
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Term
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Definition
is a sstandardized series of problems/questions that assesses an individual characteristic
like KSAOs
use multiple= more reliability |
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Term
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Definition
| a selection tool in which the job applicant provides extensive background information |
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Term
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Definition
| can be administered to more than one person at a time SAT). |
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Term
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Definition
are given to one person at a time; perhaps because of administrator
involvement or necessary equipment. The test administrator controls test item by
item. |
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Term
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Definition
requires the test-taker to choose from a set of possible
responses, for example: a multiple choice test.
i. Advantage is they are easier to score. |
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Term
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Definition
requires the test-taker to generate a response; for example: an
essay exam.
i. Open ended tests are not very easy to score, but may be the only appropriatest for some characteristics, such as writing ability. |
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Term
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Definition
involve the manipulation of apparatus, equipment, materials, or
tools. Example: typing test. |
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Term
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Definition
give the test taker almost unlimited time.
i. The important question is whether s/he can successfully complete the test
task(s). (i.e., the concern is with the quality of performance).
2. Speed tests have a strict time limit.
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Term
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Definition
have a strict time limit.
i. They are often designed so almost no one can finish.
ii. Two possible uses:
(a) To test mastery of material by testing how quickly someone can deal with
it.
(b) To test someone’s speed at a task (typing). |
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Term
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Definition
involve information processing and learning (e.g., intelligence).
a. Cognitive ability tests include general tests of intelligence and tests of specific abilities
(e.g., mathematical). |
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Term
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Definition
coordination, manipulation of objects
hand eye coordination
-peg in hole |
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