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