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26 Cards in this Set

  • Front
  • Back
Standards used to help make evaluative judgments.
Criteria
The theoretical standard that researchers seek to understand.
Conceptual criterion
The operational or actual standard that researchers measure or assess.
Actual criterion
The part of the conceptual criterion that is not measured by the actual criterion.
Criterion deficiency
The degree of overlap or similarity between the actual criterion and the conceptual criterion.
Criterion relevance
The part of the actual criterion that is unrelated to the conceptual criterion.
Criterion contamination
A formal procedure by which the content of a job is defined in terms of tasks performed and human qualifications needed to perform the job.
Job analysis
A person knowledgeable a j about a topic who can . serve as a qualified information source.
Subject matter expert (SME)
The lowest level of analysis in the study of work; a basic component of work (such as typing ( for a secretary).
Task
A set of tasks performed by a single employee. For example, the position of a secretary is often represented by the tasks of typing, filing, and scheduling.
Position
A set of similar positions s in an organization.
Job
A grouping of similar jobs in an organization.
Job family
A procedure or set of operations in job analysis 1 designed to identify important or frequently performed tasks as a means of understanding the work performed.
Task-oriented procedure
A method of job analysis that describes the content of jobs in terms of People, Data, and Things.
Functional job analysis (FJA) .
A procedure or set of operations in job analysis designed to identify important or frequently utilized human attributes as a means of understanding the work performed.
Worker-oriented procedure
An abbreviation for "knowledge, skills, abilities, and other" characteristics.
KSAOs
A technique in job analysis that establishes the connection between the tasks performed and the human attributes , needed to perform them.
Linkage analysis
A classification of objects designed to enhance understanding of the objects being classified.
Taxonomy
A method of job analysis that assesses the content of jobs on the basis of approximately 200 items in the questionnaire.
Position Analysis Questionnaire (PAQ)
An online computerbased source of information about jobs.
Occupational Information Network ; (O*NET)
A process for determining the human characteristics (Le., competencies) needed to perform successfully within an organization.
Competency modeling
A set of factors used to assess job performance that are (relatively) factual in character.
Objective performance criteria
A set of factors used to assess job performance tht are the product of someone's (e.g. supervisor, peer, customer) judgment of these factors.
Subjective performance criteria
The requirement in some jobs that employees express emotions to customers or clients that are associated with enhanced job performance
Emotional labor
A criterion for employment with an organization that reflects the belief the candidate exhibits attributes and values consistent with those held by the organization
Person-organization fit
Aspect of job performance that change (increase or decrease) over time.
Dynamic performance criteria