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Definition
| Principle developed by Frederick Winslow Taylor. |
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| Apply the principles of psychology to work, from the organization level to the environment outside of the organization |
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| What I/O Psychologists do |
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| Movement developed from the result of the Hawthorne Studies |
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| Studies performed by Frederick Taylor and Lillian Gilbreth in order to increase efficiency and productivity |
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| I/O Psychologists care about this because systems that train, motivate, and reward employes should be compatible with different cultures |
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| Systematic assessment of behaviors of a job including tasks and KSAOs |
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| Department of Labor's online database of job analyses |
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| Method of conduction job analysis that is not good for understanding why behaviors occur |
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| Used to determine if an organization complies with "Equal work for equal pay" |
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| "Think aloud" protocol is used to perform this type of job analysis |
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| Voluntary behavior that violates significant organizational norms and threatens the well-being of the company |
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| Counterproductive work behavior |
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| Aspects of performance that are measured but have nothing to do with the conceptual criteria |
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| Aside from personality, this is another major predictor of counterproductive work behavior |
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| Type of performance that can be seen short-term, usually while being observed |
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| Conscientious initiative, organizational support, and personal support |
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Definition
| Facets of organizational citizenship behavior |
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| The most widely researched aspect of performance appraisal, yet research shows have no influence on ratings |
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Definition
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| Despite mainstream popularity, this feedback strategy should probably not be used in performance appraisal |
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Definition
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| Rank order is an example of this type of performance method |
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Definition
| Employee comparison method |
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Term
| Measurement of performance, definition of performance, high involvement of subordinates in developing the system, and frequent communication between supervisor and employee regarding behavior |
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Definition
| Components of performance management |
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Term
| Whether or not a job analysis was used, whether multiple raters agree on ratings, and whether the organization allows employees to appeal ratings |
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Definition
| Things courts take into account when reviewing performance appraisal from a legal perspective |
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| Method of recruiting used by over 70% of organizations, and while expensive, is highly effective |
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| When an employer is accused of unknowingly discriminating against a group of employees |
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| The decision making strategy used when only test data is considered to make hiring decisions |
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Definition
| Statistical decision making |
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| Psychopathy, narcissism, and Machiavellianism |
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Definition
| Dark Triad personality traits |
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Term
| Cost per hire, new employee turnover, and new employee job performance |
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Definition
| The metrics on which recruitment systems are evaluated |
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| A change in attitude or belief as a result of training or experience |
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| A permanent change resulting from experience and practice |
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| Attention, retention, and motivation |
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Definition
| The processes learners must engage in according to social learning theory |
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| According to goal setting theory, these goals result in the best training outcomes |
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Definition
| Specific and difficult goals |
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| Training that mirrors the environment the skills will be used in is said to have this |
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| The degree to which less powerful members of an organization accept and expect an unequal distribution of power |
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| Best predictors of job performance |
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Definition
| General mental ability, situational judgment tests, and applicants are given a scenario and asked to choose the most appropriate response |
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| Reccomendations for good interviews |
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Definition
| Explain the process, build rapport, make interviewee comfortable, ask questions and provide feedback information about the organization |
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| Realistic job preview benefits |
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Definition
| Reduces voluntary turnover, prevents hiring of inappropriate candidates, prevents confusion, and increases commitment |
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Definition
| Focus on positives and not negatives, ask for examples of good performance, and how employee can continue performing well |
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Definition
| effective feedback, destructive criticism |
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Definition
| Collect and provide employee with feedback from multiple sources, keep anonymous, development only, have evaluator picked by employee and supervisor together. Customers work with employees directly, customers are source of profit. |
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| Prediction of task and contextual performance |
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Definition
| GMA- task, personality- contextual |
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| SIOP (Society for Industrial Organizational Psychology) |
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Definition
| Individuals with similar scores are grouped together |
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| Unethical Pro-organizational behaviors |
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| Deviant behavior intended to help the organization that causes harm |
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| Men performing OCBs are seen as going above and beyond, women are seen as doing their job |
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| Equal pay for equal work- tasks from a job analysis |
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| Errors in performance ratings |
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Definition
| lack of observation, avoiding paperwork, carelessness |
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| Statistical Decision Making |
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Definition
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Term
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| Observation, interview, work diaries, surveys |
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