Term
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Definition
-selection is about prediction: forecasting who is likely to succeed at a given position
-if we knew who would be good at the job we wouldn't need predictors |
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Term
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Definition
-systematic procedure for observing behavior and describing it with the aid of numerical scales
-speed vs power
-individual vs group
-paper and pencil vs performance |
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Term
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Definition
Speed: composed of easier items with a short time limit, complete as many as possible (ex. typing test)
Power: no fixed time limit or a lot of time but items are more difficult (ex ACT) |
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Term
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Definition
Individual: one person at a time, costly in terms of time and money, general cognitive ability tests like WAIS-III
Group: many applicants tested together, general cognitive tests like Wonderlic Personnel Test |
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Term
| Paper + Pencil vs Performance |
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Definition
P+P: most typical kind of test where individuals are asked to respond to a series of questions in a booklet
Performance: require the manipulation of an object or piece of equipment (flight simulations) |
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Term
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Definition
-Predictor must be related to criterion
-indication by correlation between predictor and criterion
-in selection-correlations are validity coefficients |
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Term
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Definition
-Test-Retest: stability of test over time
-Parallel Forms: equivalence of two test forms (two forms of same final)
-Internal Consistency: consistency among all test items |
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Term
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Definition
-Content: test representative of domain
-Criterion Related: -predictive: test scores predict future criterion (divergent/convergent) - concurrent: test scores predict current criterion (divergent/convergent) |
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Term
| Specific Cognitive Ability Tests (CATs) |
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Definition
-predicts whether or not an individual will do well in a job given specific abilities
-Mechanical: comprehension of mechanical relations (Bennett Mech)
-Spatial: spatial relations test
-clerical: relevant for hundreds of jobs including secretary, administrative assistant, clerk etc (Minnesota Clerical) |
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Term
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Definition
-measure sensory abilities-speed and accuracy of motor and sensory coordination (packer, machine operator, pilot etc)
-common tests: Purdue Pegboard test, vision/hearing tests |
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Term
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Definition
-measure individual traits and predispositions
-more recent research on
-uses Big 5 Taxonomy: Neuroticism, Extroversion, openness to Experience, Conscientiousness, and Agreeableness (OCEAN)
-valid predictors
-problem: can be faked
-common tests: 126 PF, NEO, Hogan Personality Test |
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Term
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Definition
-will the EE engage in counter-productive or dishonest behavior (stealing, sabotage,etc)
-types: Overt-measure attitudes towards theft/past with theft;
personality type-personality traits like risk-taking, dishonesty, and emotional instability are measured
-valid |
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Term
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Definition
-most popular selection device
-designed to predict future performance based on a series of questions and their answers
-2 types: Structured- all applicants are asked the same questions in the same order and are rated on the same scale; unstructured- not consistent, not as useful as structured |
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Term
| Letters of Recommendation |
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Definition
-used to be simple
-company was sued by former EE for libel based on things said in the letter
-company sued another company because letter said EE was a good worker but wasn't
-organizations under no duty to give a reference and many are just giving "the facts" |
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Term
| Considerations for the "660 Inc." |
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Definition
-selection Batter for middle level managers
-generate job specifications and job descriptions then generate criteria and predictors
-costs: time and money are important
-redundancy: if predictors relate too closely to each other, they don't add any info (using two tests when one is sufficient) |
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Term
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Definition
-process of encouraging potentially qualified applicants to seek employment
-efficiency of selection system is limited by effectiveness of recruitment
-many sources are utilized |
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Term
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Definition
-extent to which test scores obtained at one time predict criteria obtained at some future time
-steps: gather predictor data, hire applicants based on predictors not part of the selection battery, gather performance data, compare validity coefficient between predictor and validity score |
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Term
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Definition
-how well a test predicts a criterion that is measured at the same time as the test
-steps: collect data on predictors and criteria from incumbent EEs at the same time, compute validity coefficient to assess strength of relationship between predictor and criteria |
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Term
| Difference between predictive validity and concurrent validity studies |
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Definition
-concurrent validation uses incumbents as participants rather than applicants
-in concurrent validation both predictors and criteria are measured at the same time |
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Term
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Definition
-the same selection battery will likely demonstrate lower validity when employed w a different sample-Validity Shrinkage
-therefore we cross validate
-calculate predicted score yielded from regression equations from first validation sample; correlate predicted score w actual criterion score for the second sample; compare the two and hope for a small amount of shrinkage |
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Term
| Validity Generalization (VG) |
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Definition
-challenges assumptions that validities are situation specific
-uses meta-analytic techniques to weight and combine validity coefficients across situations
-great deal of research has supported the notion that validities do generalize |
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Term
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Definition
| 3 reasons not totally accepted: many criticism and concerns about the statistical methods used; still limited to jobs which are similar to the jobs on which the test was originally validated; courts have concerns about this approach, but can hold up in court when done properly |
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Term
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Definition
-develop/select assessment center, work sample, and interview
-validate the battery using criterion-related strategy
-do JA to show that our job is the same as other jobs in which this particular batter is used and validated and use VG as our evidence of a valid selection battery |
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Term
| Multiple Cutoff Approach to Selection |
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Definition
-non-compensatory model of selection in which "passing scores" or cutoffs are set on each predictor
-applicant must score higher than cutoff on EACH predictor
-strength: does not allow candidates weak in important areas to be selected because they are good in less important areas |
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Term
| Multiple Hurdle Approach to Selection |
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Definition
-spatial rendition of multiple cutoff
-predictors are administered in a pre-determined order so only those who pass move on to the next
-more cost effective as unqualified applicants efficiently weeded out |
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Term
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Definition
-decision accuracy for hires: percentages of hiring decisions that are correct Q1/(Q1+Q3)
-overall decision accuracy: maximizing number of hits and correct rejections while minimizing misses and false alarms: (Q1+Q2)/(Q1+Q2+Q3+Q4) |
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Term
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Definition
-to the extent that a selection battery is valid, hits and correct rejections are maximized while misses and false alarms are minimized
-w larger validity coefficients predictors do a better job of forecasting subsequent performance |
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Term
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Definition
-percentage of current EEs that are successful on the job
-reflects the quality of previous selection batteries and provides a basis of comparison for new battery
-ex. minimum GPA for grad school admittance |
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Term
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Definition
-number of job openings divided by the number of applicants
-if there are 5 openings and 20 applicants then the SR is 0.25, if there are 20 applicants and 20 openings then the SR is 1.0
-the smaller the SR the greater the potential utility of the selection battery |
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Term
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Definition
need: validity of selection battery, knowledge of organization's base rates, selection ratio
-use tables that allow for estimation of improvement in the workforce from a new selection battery |
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Term
| Legal Issues in Industrial Psychology |
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Definition
-prior to the 60's is was not illegal to discriminate when hiring
-Civil Rights Act (1964)
-EEOC published the uniform guidelines on EE selection procedure
-SIOP's principles for the validation and use of selection procedures |
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Term
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Definition
-employers and EEs have the right to initiate/terminate employment at any time for any reason
-"just cause" policies : firing for acceptable reasons |
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Term
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Definition
| -rule of thumb- a selection procedure has an adverse impact against a group if the selection rate for that group is less then 80% of the selection rate for the group with the highest selection rate (also called the 4/5ths rule) |
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Term
| Steps in a Discrimination Case |
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Definition
-plaintiff demonstrates adverse impact
-defendant can argue against statistics by showing the plaintiff is only looking at partial data, wrong data, or is missing data
-if the adverse impact does exist, defendant has some options to combat the charge of illegal discrimination |
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Term
| Combating a charge of Illegal Discrimination |
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Definition
-if adverse impact, demonstrate that the selection battery is job-related for all groups
-claim that a business necessity exists (need diversity) (Bona Fide Occupational Qualification - BFOQ) |
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Term
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Definition
-increase the number of minorities or protected class members at a certain job
-addresses historical discrimination
-popular for many years and controversial |
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Term
| Important Employment Laws |
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Definition
Equal Pay Act (1963)
Civil Rights Act (1964,1991)
Age discrimination in Employment Act (1967)
Americans with Disabilities Act (1990) |
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Term
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Definition
-illegal to discriminate on the basis of sex for jobs that are equal
-issues with the definition of "equal"
-courts are clear that there must be sizable differences in work to support differences in pay for men and women |
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Term
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Definition
-legislation intended to decrease discrimination
-amended in 1991 to deal more clearly with issues of monetary damages and jury trials as well as clarifying each party's obligations in adverse impact cases
-in general, CRA prohibits employment discrimination based on race, color, religion, sex or national origin |
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Term
| Age Discrimination in Employment Act 1967 |
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Definition
| -protects individuals 40+ from being discriminated against |
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Term
| American with Disabilities Act 1990 |
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Definition
-cannot discriminate against qualified individuals due to a disability
-employers must make reasonable accommodations for such individuals |
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Term
| Family + Medical Leave Act 1993 (FMLA) |
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Definition
-allows eligible employees to take job protected, unpaid leave for up to 12 weeks because of family related issues (death, illness, birth etc)
-created to help EEs balance home and work
-EE has the right to return to the same position or an equal position with the same pay and benefits |
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Term
| training in organizations |
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Definition
-any kind of teaching related to one's job
-1998: typical firm spent 2.1 million on training
-training: formal procedure that a company utilizes to facilitate learning so that the resultant behavior contributes to the attainment of the company's goals and objectives |
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Term
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Definition
-determine the organization's short and long term goals and compare to current state of performance
-where organization is not meeting goals, training can be used |
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Term
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Definition
-examination of the specific task/job requirements that are necessary for the successful conduct of each job
-utilizes SMEs (subject matter experts) to gather info
-compare how the job is currently being performed with how it should be performed |
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Term
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Definition
| -identifies which EEs are in need of training |
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Term
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Definition
-consideration of the demographic makeup of the organization
-assess the training needs of various demographic groups such as those covered under civil rights legislation
-older EEs may need more technology training
-disabled EEs may require additional training |
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Term
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Definition
-the extent to which material, skills, and procedures learned are taken to the job
-positive transfer: what is learned in training will improve job performance
-negative transfer: what is learned in training results in performance decline |
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Term
| how to increase the likelihood of positive transfer |
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Definition
-maximize similarities between training situation and job situation
-active practice times
-provide different situations where EES can practice
-trainer, trainee, and manager work together to set up expectations and set up a maintenance program to monitor progress |
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Term
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Definition
-conducted at the workplace
-maximizes transfer because training and job are at the same place
-minimal facility costs
-can be designed so EEs are being productive while being trained
-Disadvantages: heavy reliance on EEs ability to train others |
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Term
| On-Site method: Orientation Training and New Employee Socialization |
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Definition
-socialization of EEs is usually the 1st element
-organizational socialization, process by which an individual acquires the attitudes, behaviors, and knowledge needed
-new EE orientation, social receptions tours and HR workshops
-related to organizational committment |
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Term
| On-Site method: On-The-Job Training (OJT) |
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Definition
-most widely used technique
-success depends on skills and motivation of the trainer
-important to match trainees with trainers effectively |
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Term
| On-Site method: Apprenticeship training |
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Definition
-often used for plumbers, carpenters and other skilled trade professions
-success determined by the trainer |
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Term
| Off-Site Training Methods |
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Definition
advantages: less stress on trainees and fewer potential interruptions
-take advantage of skills of professional trainers
disadvantages: less likelihood to transfer
-considerably more expensive than on-site |
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Term
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Definition
-lecture to teach EEs important information
-not many important learning principles involved
-good for teaching facts but not hands on training |
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Term
| Off-Site method: Audiovisual Technique |
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Definition
-multimedia presentations
-EEs show a greater interest and satisfaction
-consulting firms usually use this technique |
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Term
| Off-Site method: Programmed Instruction (PS) |
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Definition
-use self instructional materials (can be costly)
-uses learning principles
-material is broken down into smaller elements in a logical fashion |
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Term
| Off-Site method: Computer Assisted Instruction (CAI) |
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Definition
-basically PI involving trainee interacting with a computer
-learners can move at their own pace and get as much or little practice as they desire |
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Term
| off-Site method: Simulators |
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Definition
-designed to be realistic
-useful to jobs where it would be costly/dangerous to train on actual equipment
physical fidelity: mimics the real world
psychological fidelity: essential behavior process match |
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Term
| Managerial and Executive Training |
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Definition
-sensitivity training
-Behavioral Modeling
-Case Study
-Management Games |
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Term
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Definition
-increase people's awareness of their own behavior towards others
-focus on interpersonal skills
-controversial because training can get intense |
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Term
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Definition
-mimic the behavior of an exemplary model
-especially effective for interpersonal skills |
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Term
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Definition
-present trainees with a written description of an organizational problem
-trainees generate course of action to solve the problem
-trainer is a facilitator who provides information as needed
-critics argue the process is too unstructured to be useful |
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Term
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Definition
-present trainees with a contrived organizational situation
-trainees must make decisions that affect subsequent situations
-liked by trainees because it can be interesting, realistic and relevant
-have to be careful of the level of competitiveness so that trainees do not loose sight of why they are there |
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Term
| Sexual Harassment Training (consequences) |
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Definition
3 dimensions of consequences:
-widespread implications for work outcomes -relationships and career direction
-psychological/somatic outcomes - reduction of self esteem and increased occurrence of ulcers
-organizational consequences -turnover and absenteeism |
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Term
| Sexual Harassment Training |
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Definition
-training can prevent the occurrence of unwanted behavior
-videos
-research suggests: behavior modeling sensitizes some individuals to sexual harassment behavior
-males and females view things differently ("jokes") |
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Term
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Definition
3 objectives:
-increase awareness of diversity issues
-reduce bias and stereotyping
-changing behaviors to more effectively manage a diverse workplace |
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Term
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Definition
-criteria should be relevant, reliable, sensitive, practical and fair
-Kirkpatrick's Taxonomy:
-reactions
-learning
-behavioral
-results |
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Term
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Definition
-most focus on internal criteria (reactions and learning)
-organization should take interest in external criteria (behavioral and results) |
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Term
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Definition
-quasi-experiments are most viable alternatives for evaluating training
types of designs:
-prepost: measure criteria before and after training
-prepost with control group: able to compare scores on criteria between groups (internal validity)
-solomon 4 group: best for internal validity because it includes 2 experimental groups |
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Term
| Maslow's Hierarchy of Needs |
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Definition
-we are aroused by certain needs that are biological and instinctive in nature
Higher order needs (esteem, self-actualization
Lower order needs (physiological, safety and love)
-motivated first by lower order needs and when those are satisfied turn to higher order needs |
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Term
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Definition
-focused on subjective states of need satisfaction and desire
-existence needs
-relatedness needs (love)
-growth needs
-all 3 operate simultaneously |
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Term
| Herzberg's 2-factor theory |
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Definition
-determinants of job satisfaction are different from those of job dissatisfaction
-motivators: factors that lead to satisfaction (recognition, interesting work, responsibility(, deeper needs
Hygienes: to do with job context, lead to dissatisfaction (supervisory problems), basic needs |
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Term
| Job Characteristics Theory |
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Definition
-emphasizes the fit between the individual and jobs
-motivation determined by effects of both the individual personality and characteristics of the job (nature-nurture)
-5 core job dimensions influential 3 psychological states which affect personal and work outcomes |
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Term
| Implications of Job Characteristics Model |
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Definition
-jobs should be designed w core dimensions in mind
-individual differences in personality will affect employee-job fit
-growth needs strength: extent to which an individual values fulfilling higher order needs
-an important moderator of relationships among variables in the model |
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Term
| Cognitive Choice Theories |
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Definition
-people not driven by "inner needs" but rather are rational decision makers
-Equity Theory (Adams)
-Expectancy Theory (Vroom, Lawler) |
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Term
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Definition
-EEs perceptions about the fairness of their treatment at work affects motivation, attitudes and behavior
-we compare ratios of what we bring to a situation and what we get out (input/outcomes)
-people strive for equity and are met with tension when there is not, also reduces motivation |
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Term
| Ways people reduce perceptions of inequity |
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Definition
-change inputs
-change outcomes (ask for a raise)
-alter perceptions
-change comparisons
-persistent inequity leads to job burnout |
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Term
| Expectancy Theory (Vroom, Lawler) |
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Definition
3 components:
-valance: level of satisfaction to be derived
-instrumentality: perceived relationship between behavior and outcome
-expectancy: individuals belief about the likelihood of achievement
-all 3 create motivational force
-applies to w/in person choices |
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Term
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Definition
-volition or will
-come into play after goal has been set
-goal setting theory
-social cognitive theories
-control theory |
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Term
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Definition
-goals affect behavior in 4 ways:
-direct attention to a particular task
-mobilize on-task effort
-enable us to persist
-facilitate strategies that can be used at higher cognitive levels
-motivation is enhanced when EEs are committed to specific, difficult goals and when feedback is provided |
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Term
| Social Cognitive Theories |
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Definition
-cognitive, behavioral, individual and environmental factors all affect motivation
-Bandura's (self observation, self evaluation, and self reactions) |
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Term
| Bandura's Social Cognitive Theory |
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Definition
-final element is self efficacy expectations which reflect an individual's beliefs in capabilities
-not enough to be have the skills, must believe in the self |
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Term
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Definition
-motivational theories center around the existence of negative feedback
-when discrepancy exists, we aim to reduce it
-self focus: discrepancy more important for those higher in focus
-disengagement-sometimes its good to disengage to self-regulate |
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Term
| OBM: Applied Behavior Analysis |
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Definition
ABC Model
A- antecedents of behavior
B- behavior itself
C- consequences of behavior |
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Term
| 5 Steps to the Behavioral Management of Human Resources |
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Definition
-target specific behaviors
-measure behavior to establish a baseline
-examine contingencies
-intervention implemented
-evaluate the success |
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Term
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Definition
-managers and subordinates meet to set goals for a specific time period
-subordinate develops plan
-performance review conducted
-process comes to conclusion and goals are set for next time period
-continuous evaluation and recalibration |
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Term
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Definition
-strengthen the motivating potential of jobs by strengthening key motivational variables from the job characteristics theory
-the key characteristics are applied to:
-flx time, telecommuting, technology upgrades, change in information flow, new or different responsibilities |
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