Term
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Definition
| Associated with job analysis, training, selection, and performance measurement |
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Term
| Organizational Psychology |
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Definition
| deals w motivation, work attitudes, leadership and organizational developments |
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Term
| SIOP (Society for I/O Psychologists) |
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Definition
| professional association that I/O psychologists affiliate w |
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Term
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Definition
scientists-practitioner model
MA or PhDs |
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Definition
Walter Dill Scott- said psyc not only applies to people's minds
-Theory and Practice of Advertising
Hugo Munsterberg - Pysc and Industrial Efficency |
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Term
| History of I/O (WWI-1920s) |
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Definition
Yerkes-president of APA - developed the Army Alpha (literate) and Army Beta (illiterate) tests - military uses I/O extensively
Bruce Moore- first I/O PhD from Carnegie Tech |
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Term
| History of I/O (1930s-WWII) |
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Definition
Hawthorne studies
-organizational side emerges |
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Term
| History of I/O since the 1980s |
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Definition
-cognitive revolution
-internet application of I/O
-work-family issues
-teams
-legal issues
-justice ("perceived justice")
-360 degree feedback (raters) |
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Term
What makes a good theory (define terms)
Parsimony, Precision, Testability, Usefulness, Generativity |
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Definition
Parsimony:simplicity, directness, to the point
Precision: specific
Testability: have to be able to test it
Usefulness: can it be used in practice
Generativity: should generate additional research |
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Term
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Definition
Induction: gather data and then reason out a theory (specific to general)
Deduction: start with a theory and then gather data (general to specific)
- science uses both (Cyclical Inductive-Deductive Model of Research) |
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Term
| The Cyclical inductive-deductive model of research |
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Definition
-starts with either data or theory
-most research is driven by inductive process- original theory likely came from somewhere |
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Term
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Definition
| allow to test the hypothesis and infer causal inference |
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Term
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Definition
| want to conduct experiments that allow us to infer causality (cause and effect) from studies |
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Term
| Independent vs Dependent Variable |
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Definition
IV: anything manipulated; sometimes called Predictor, Precursor, or Antecedent
DV: variable of interest, sometimes called Criteria, Outcomes, or Consequences |
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Term
| Extraneous Variable and Control |
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Definition
Extraneous variable: (confounds) any other variable that can contaminate the results, prevents being able to claim causation
Control: eliminate all alternative explanations (confounds) for findings |
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Term
| Internal vs External Validity |
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Definition
Internal Validity: control for all extraneous outcomes
External Validity: realistic, extent to which results generalize across other people, settings, etc (field studies) |
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Term
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Definition
| Formulate Hypothesis > Design Study > Collect Data > Analyze Data > Report Findings |
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Term
| Field and Quasi Experiments |
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Definition
Field: take advantage of realism for external validity issues
- use random assignment and manipulation with in the real world settings
Quasi: field study WITHOUT random assignment/manipulation
-very common in I/O psyc (cant always manipulate things to get info) |
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Term
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Definition
-neither random assignment nor manipulation
-also called correlational design or descriptive approach
-able to describe relationships
-great deal gained |
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Term
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Definition
-observation of someone or something in their natural environment
*Participant observation: observer tries to blend in with those being observed
*Unobtrusive Observation: tries to objectively and unobtrusively observe, but not blend in |
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Term
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Definition
-examination of an individual, group, or society
-beneficial in terms of description and providing details about typical/exceptional individuals |
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Term
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Definition
-rely on secondary data sets collected by others for general or specific purposes
-little control over what others study/report |
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Term
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Definition
-assignment of #s to objects of events in such a way as to represent specified attributes (dimensions along which an individual can be measured and along which they vary)
-Measurement Error: things that can make measurements inaccurate |
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Term
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Definition
| the consistency of stability of a measure |
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Term
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Definition
-reflects consistency of a test over time
-stability coefficient
-administer test at time 1 and at time 2 and see if individual scores are similar |
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Term
| Parallel Forms Reliability |
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Definition
-extent to which two individual forms of a test are similar measures of the same construct
-Coefficient of Equivalence: i.e. two forms of same final |
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Term
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Definition
-extent to which multiple raters/judges agree on ratings made
-examine the correlation between ratings
-helps protect against interpersonal bias |
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Term
| Internal Consistency Reliability |
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Definition
-indication of interrelatedness of items (how well the items hang together)
-Split-Half: split test in half by odd or even #s
-Inter-Item: look at relationship between every item for consistency
*rule of thumb for reliability: should be greater than 7.0 |
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Term
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Definition
-Construct validity: extent to which a test measures the underlying construct it was intended to
-Construct: abstract quality that is not observable and is difficult to measure |
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Term
| Two types of evidence used to demonstrate construct validity |
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Definition
Content Validity: degree to which a test covers a representative sample of the quality being assessed
Criterion-Related Validity: degree to which a test is a good predictor of attitudes, behavior or performance |
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Term
| Approaches to Criterion-Related Validity |
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Definition
-predictive validity - score at one time predicts criteria at a later time
-concurrent validity - test predicts criteria that is measured at the same time as test |
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Term
| Components of Construct Validity |
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Definition
-Convergent Validity: measure is related to other measurements of similar constructs
-divergent validity: measure is not related to measures of dissimilar constructs |
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Term
| Measures of Central Tendency |
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Definition
mode: most common #
median: middle #
mean: average # |
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Term
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Definition
range: spread from highest to lowest #
variance: more useful than range, low = close to average
standard deviation: square root of variance, retains original metric score |
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Term
| correlation coefficient (r) |
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Definition
| index of the strength of relationship between two variables |
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Term
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Definition
| process of defining a job in terms of its components/tasks and knowledge/skills required to do the job |
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Term
| terms: element, task, position, job |
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Definition
element: smallest unit of work activity
task: multiple elements of work performed to achieve an objective
position: defined by the task an individual performs
job: collection of positions similar enough to share a job title |
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Term
| Approaches to Job Analysis |
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Definition
job-oriented: focus on describing various tasks, specific task description
Worker-oriented: examine broad human behaviors involved in work activities, description of general facets of the job |
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Term
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Definition
Task Inventory approach: task statements generated by SMEs (subject matter experts), Put a check by things that describe the job
Functional Job Analysis (FJA): task statements rated on data, ppl, and things, used to develop Dictionary of Occupational Titles (DOT) |
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Term
| Worker- Oriented Approaches |
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Definition
-Job element Method (JEM): identify superior workers of the job and their characteristics
-Position Analysis Questionairre (PAQ): 194 items, employees decide if task pertains to their job and rates it
-Common Metric System: 2077 items measured along 80 dimensions |
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Term
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Definition
-Job description: written statements about what a job holder actually does - task requirements
-Job Specifications: define the KSAOs necessary for the job - people requirements
-Job Evaluation: worth of the job |
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Term
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Definition
| things to consider when paying people |
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Term
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Definition
1963 men and women who do equal work must get equal pay
still a gap of 29% |
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Term
| Doctrine of Comparable Worth |
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Definition
| Jobs of equal worth to the organization should be compensated equally |
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Term
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Definition
-defining and measuring performance criteria is difficult because of its multidimensional nature and various purposes
-criteria: evaluative standards that can be used as yardsticks for measuring employee's successes or failures
-poor choice of criteria is bad for the employer |
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Term
| Ultimate vs Actual Criterion |
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Definition
Ultimate: includes everything that defines job performance, abstract and theatrical, complex - it is a goal and is hard to achieve
Actual: best representation of the ultimate criterion and what is used in reality |
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Term
"criteria" for the criteria
Relevance |
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Definition
-degree to which the actual criterion relates to the ultimate criterion (overlap)
-Criterion Deficiency: stuff in the ultimate criterion that is not included in the actual measure
-Criterion Contamination: stuff measured by the actual criterion that is not part of the ultimate
-this occurs because of measurement bias |
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Term
"criteria" for the criteria
Reliability, sensitivity, practicality, and fairness |
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Definition
reliability: unreliable criteria is not useful
sensitivity: must be able to discriminate between effectful and in ineffectful employees
practicality: extent to which criterion can and will be used by decision makers
fairness: extent to which employees perceive criterion as just and reasonable. |
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Term
| two components of the criterion problem |
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Definition
-multiple criterion vs composite criterion
-multiple: performance is mulch-faceted/ multidimensional
-composite: one thing, either can do the job or not
*todays view is a multiple criteria one (campbells taxonomy) |
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Term
| 8-dimensions of Campbell's Taxonomy |
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Definition
-Job specific task proficiency(core tasks)
-non job specific task proficiency (general tasks)
-written/oral communication skills
-effort (consistency/persistence)
-personal discipline (no substance use)
-Peer/team performance (help/motivate others)
-supervision (managing other employees)
-Management/administration (management that isn't supervision) |
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Term
types of performance criteria
objective vs subjective |
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Definition
Objective: hard, non judgmental, facts, # of observations (# of absences, turnover, productivity, etc)
Subjective: soft, judgmental, social judgements, evaluations from others |
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Term
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Definition
| -work related activities performed by employees to contribute to technical core of the organization |
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Term
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Definition
-not "required" but helpful
-activities performed by the employee that help maintain broader organizational, social, and psychological environment
-also called Organizational Citizenship Behaviors (OCBs), Prosocial Organization Behaviors (POBs), or Extra-Role Behaviors
-examples include enthusiasm, volunteering, altruism, etc) |
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Term
| Difference between Task and Contextual Performance |
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Definition
-Task activities vary across jobs, contextual activities are similar across jobs
-Task more likely to be "required" |
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Term
| Performance Appraisal (PA) |
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Definition
-systematic review and evaluation of employees job performance
-uses: personnel decisions, developmental purposes, documentation (legal issues) |
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Term
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Definition
-process of individual performance improvement includes:
goal setting
coaching/feedback
performance appraisal
developmental planning |
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Term
rating formats for PA:
Graphic Rating Scales |
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Definition
| -scales consisting of a # of traits/behaviors that the rater must judge based on how much the employee possess or based on where the employee falls on this dimension regarding expectations |
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Term
Rating formats for PA:
Behaviorally Anchored Rating Scales (BARS) |
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Definition
5 steps in development:
-identification of important performance dimensions (job specific)
-generation of behavioral examples at all levels of effectiveness
-re translation of critical incidents (CIs)back into dimensions
-rating of each CI based on effectiveness
-choose items with behavioral anchors
*elaborate so a lot of time and money involved. |
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Term
Rating formats for PA:
Checklists |
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Definition
-list of behaviors, employee has or doesn't have
-weighted checklist: items rated by importance
-forced choice checklist: choose 2 of 4 items to describe employee |
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Term
Rating formats for PA:
Employee Comparison Procedures |
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Definition
-how well does the employee measure up to peers/colleagues
-rank ordering: employees are ranked from best to worst
-paired comparison: compare each employee to every other employee
-forced distribution: raters distribute employees into 5 to 7 categories |
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Term
| Advantages/Disadvantages of Graphic Rating Scales |
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Definition
Advantages: easy to develop and use
disadvantages: lack precision in dimensions and in anchors |
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Term
| Advantages/Disadvantages of BARS |
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Definition
Advantages: precise/ well defined scales, good for coaching
-well received by employees and raters
Disadvantages: time and money intensive, no evidence that is it more accurate than other formats |
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Term
| Advantages/Disadvantages of Checklists |
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Definition
Advantages: easy to develop and to use
Disadvantages: rater errors common including: halo, leniency, severity etc |
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Term
| Advantages/Disadvantages of Employee Comparison Methods |
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Definition
Advantages: precise rankings are possible, useful for making administrative rewards on a limited basis
Disadvantages: time intensive, not well received by employees or raters |
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Term
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Definition
Halo: employee rated high across all levels
Leniency: supervisor says all my employees are great
Central Tendency: all employees are rated average
Severity: all employees are rated negatively |
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Term
| cognitive process model of PA |
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Definition
5 steps:
-observe behavior
-encode information about behavior
-store info
-retrieve info
-integrate info
Problems w each step
-miss important behaviors
-label incorrectly
-store wrong info
-retrieve irrelevant info
-let personal liking affect integration |
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Term
Other errors:
Recency Effect, First Impression error, Similar-to-Me |
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Definition
Recency Effect:rely heavily on most recent interactions/observations
First Impression: pay most attention to the initial experience with the employee
Similar-to-me: more favorable to employees that the raters see as similar to themselves |
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Term
| Rater Error Training (RET) |
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Definition
-aim to reduce errors through awareness of them
-assumption that reducing errors increases accuracy is faulty, it actually can reduce accuracy (some ppl are great across all levels - halo effect) |
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Term
| Frame of Reference (FOR) (rater training) |
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Definition
-enhance observational/categorizational skills
-provides a common FOR to increase consistency of ratings
-improves accuracy |
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Term
| the Social-Psychological Context |
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Definition
| -factors such as social, legal and organizational cultures affect performance appraisal |
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Term
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Definition
-rater and employee reactions to appraisal process are important
-appraisal characteristics and organizational factors important |
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Term
| Supervisor - Subordinate Relationship |
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Definition
-Leader-Member Exchange (LMX): supervisors have different types of relationships with different subordinates
-these relationships can affect PA
-employees that are more favorable tend to have higher ratings |
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Term
| Multiple-Source Feedback (360) |
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Definition
-involves ratings from subordinates, peers, supervisors, clients and self
-consistent w todays organizations
-prevalent for development
*3 assumptions: using multiple sources overcomes idiosyncrasies
involvement in process makes participants happy
multiple view points are valuable |
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Term
| Perceived System Knowledge (PSK) |
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Definition
-extent to which employees understand the appraisal system
-important effect on appraisal process, such as supervisor-subordinate agreement
-positively relates to job attitudes and appraisal reactions |
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Term
| 8 legal recommendations for PA |
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Definition
-start where?
-communicate performance standards in writing
-recognize separate rather than overall dimensions
-be objective when possible, with subjective judgments when necessary
-provide an appeal mechanism
-use multiple raters when possible
-document everything related to the decision (for legal purposes)
-train raters with written instruction |
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Term
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Definition
-Emphasis on: Adequate notice (provide info on what they will be rated on and when)
fair hearing: including the appeal mechanism, judgements are based on evidence, may include a self-assessment |
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