Exam 1

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What are the major fields (areas) of I/O Psychology?

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Research and Science

Practice- HR Management

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I/O Psychology

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The application of psychological principles and theories to the workplace.

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scientist/ practitioner model

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An approach used to train I/O psychologists maintain- ing that because I/O psychologists are both generators and consumers of knowledge, training must be focused on both theory and application.

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competencies

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The skills, behaviors, and capabilities that allow employees to per- form specific functions.

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science

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A process or method for generating a body of knowledge.

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theory

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A set of interrelated constructs (concepts), defini- tions, and propositions that present a systematic view of a phenomenon by specifying relations among variables, with the purpose of explaining and predicting the phenomenon.

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induction

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An approach to science that consists of working from data to theory.

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deduction

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An approach to science in which we start with theory and propositions and then collect data to test those propositions, working from theory to data.

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informed consent

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Participants signifying (usually in writing) their willingness and desire to participate in a particular research study after being provided with important and relevant information about the risks, procedures, and benefits of such participation.

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casual inference

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A conclusion, drawn from research data, about the likelihood of a causal relationship between two variables.

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independent variable

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A variable that is systematically manipulated by the experimenter or, at the least, measured by the experimenter as an antecedent to other variables.

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dependent variable

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The variable of interest, or what we design experiments to assess.

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extraneous variable

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Anything other than the independent variable that can contaminate our results or be thought of as an alternative to our causal explanation; also called a confounding variable.

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internal validity

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The extent to which we can draw causal inferences about our variables.

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external validity

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The extent to which the results obtained in an experiment generalize to other people, settings, and times.

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hypothesis

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A tentative statement about the relationship between two or more variables.

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experimental methods

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Research procedures that are distinguished by random assignment of participants to conditions and the manipulation of independent variables.

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random assignment

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The procedure by which research participants, once selected, are assigned to conditions such that each one has an equally likely chance of being assigned to each condition.

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manipulation

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The systematic control, variation, or application of independent variables to different groups of participants.

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quasi-experiment

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A research design that resembles an experimental design but does not include random assignment.

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unobtrusive naturalistic observation

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An observational technique whereby the researcher unobtrusively and objectively observes individuals but does not try to blend in with them.

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case studies

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Examinations of a single individual, group, company, or society.

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archival research

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Research relying on secondary data sets that were collected either for general or specific purposes identified by an individual or organization.

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survey

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A data collection technique that involves selecting a sample of respondents and administering some type of questionnaire.

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experience sampling methodology (ESM)

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A technique that allows researchers to obtain repeated real-time reports
of phenomena such as moods and emotions through the use of technology such as personal digital assistants (PDAs).

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measurement

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The assignment of numbers to objects or events using rules in such a way as to represent specified attributes of the objects.

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attribute

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A dimension along which individuals can be measured and along which they vary.

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reliability

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The consistency or stability of a measure.

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test–retest reliability

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The stability of a test over time; often called a coefficient of stability.

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parallel forms reliability

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The extent to which two independent forms of a test are equivalent measures of the same construct; sometimes called equivalent forms reliability or a coefficient of equivalence.

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interrator reliability

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The extent to which multiple raters or judges agree on ratings made about a particular person, thing, or behavior.

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internal consistency

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An indication of the extent to which individual test items seem to be measuring the same thing.

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construct validity

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The extent to which a test measures the underlying construct that it was intended to measure.

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construct

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An abstract quality, such as intelligence or motivation, that is not observable and is difficult to measure.

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content validity

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The degree to which a test or predictor covers a representative sample of the quality being assessed.

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predictive validity

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The extent to which test scores obtained at one point in time predict criteria obtained in the future.

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concurrent validity

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The extent to which a test predicts a criterion that is measured at the same time that the test is conducted.

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convergent validity

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The degree to which a measure of the construct in which we are interested is related to measures of other, similar constructs.

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divergent validity

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The degree to which a measure of the construct in which we are interested is not related to measures of other, dissimilar constructs.

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statistic

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An efficient device for summarizing in a single number the values, characteristics, or scores describing a series of cases.

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mode

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The most frequent single score in a distribution.

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median

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The score in the middle of the distribution.

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mean

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The arithmetic average of a group of scores, typically the most useful measure of central tendency.

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range

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The simplest measure of dispersion, reflecting the spread of scores from the lowest to the highest.

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variance

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A useful measure of dispersion reflecting the sum of the squared differences between each score and the mean of the group divided by the number of total scores.

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standard deviation

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A measure of dispersion that is calculated as the square root of the variance.

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normal distribution

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A mathematically based distribution depicted as a bell-shaped curve, in which most of the observations cluster around the mean and there are few extreme observations.

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correlation coefficient (r)

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A statistic that measures the strength and direction of the relationship between two variables.

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coefficient of determination

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The percentage of variance in a criterion that is accounted for by a predictor.

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meta-analysis

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A methodology that is used to conduct quantitative literature reviews.

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job-oriented

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Referring to approaches to job analysis that focus on describing the various tasks that are performed
on the job.

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worker-oriented

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Referring to approaches to job analysis that examine broad human behaviors involved in work activities.

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task inventory approach

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A job-oriented approach to job analysis in which task statements are generated by experts who are familiar with the job in question.

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subject matter experts (SMEs)

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Individuals who participate in job analyses as a result of their job-related expertise.

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incumbents

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In job analysis, employees who are currently occupying the job of interest.

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Functional Job Analysis (FJA)

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A highly structured job-oriented approach developed by Sidney Fine in which data are obtained about what tasks a worker does and how those tasks are performed.

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Dictionary of Occupational Titles (DOT)

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A tool developed by the Department of Labor in the 1930s that has been used to classify occupations and jobs, consisting of narrative descriptions of tasks, duties, and working conditions of about 12,000 jobs.

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Job Element Method (JEM)

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A worker-oriented approach to job analysis that was designed to identify the characteristics of superior workers in a particular job.

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Position Analysis Questionnaire (PAQ)

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A widely used job analysis instrument that focuses on general work behaviors.

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Common-Metric Questionnaire (CMQ)

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A newly developed worker-oriented job-analysis instrument that attempts to improve the generalizability of worker-oriented approaches through the use of items focused on slightly less general work behaviors.

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job description

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As an outcome of job analysis, a written statement of what jobholders actually do, how they do it, and why they do it.

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job specifications

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An outcome of job analysis delineating the KSAOs deemed necessary to perform a job; often called job specs.

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job evaluation

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As an outcome of job analysis, a technique that attempts to determine the value or worth of particular jobs to organizations so that salaries can be set accordingly.

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the point system

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The most common approach to job evaluation, which involves estimating the value of jobs based on points assigned to various predetermined dimensions.

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compensable factors

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Dimensions or factors that are used to rate jobs, indicating that employees are compensated based on these factors. Examples include effort, skill, responsibility, and working conditions.

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comparable worth

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A doctrine maintaining that jobs of equal (or comparable) worth to the organization should be compensated equally.

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criteria

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Evaluative standards that can be used as yardsticks for measuring an employee’s success or failure.

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performance

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Actual on-the-job behaviors that are relevant to the organization’s goals.

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ultimate criterion

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A theoretical construct encompassing all performance aspects that define success on the job.

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actual criterion

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Our best real-world representative of the ultimate criterion, which we develop to reflect or overlap with the ultimate criterion as much as possible.

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criterion deficiency

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A condition in which dimensions in the ultimate measure are not part of or are not captured by the actual measure.

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criterion contamination

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A condition in which things measured by the actual criterion are not part of the ultimate criterion.

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composite criterion

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A weighted combination of multiple criteria that results in a single index of performance.

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dynamic criteria

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Measures reflecting performance levels that change over time.

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objective criteria

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Performance measures that are based on counting rather than on subjective judgments or evaluations; sometimes called hard or nonjudgmental criteria.

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subjective criteria

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Performance measures that
are based on the judgments or evaluations of others; sometimes called soft or judgmental criteria.

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task performance

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The work-related activities performed by employees that contribute to the technical core of the organization.

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contextual performance

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Activities performed by employees that help to maintain the broader organizational, social, and psychological environment in which the technical core operates.

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expatriate

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An employee who is temporarily working and residing in a foreign country.

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counterproductive behaviors

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A group of intentional behaviors that harm or intend to harm the organization or its members.

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performance appraisal

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Systematic review and evaluation of job performance.

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performance management

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A system of individual performance improvement that typically includes (1) objective goal setting, (2) continuous coaching and feedback, (3) performance appraisal, and (4) development planning.

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coaching

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One-on-one collaborative relationship in which an individual provides performance-related guidance to an employee.

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context

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The social-psychological climate in which performance appraisal takes place.

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critival incidents

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Examples of job performance used in behaviorally anchored rating scales or job-analytic approaches.

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halo

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The rating error that results from either (1) a rater’s tendency to use his or her global evalua- tion of a ratee in making dimension-specific ratings for that ratee or (2) a rater’s unwillingness to discriminate between independent dimensions of a ratee’s performance.

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true halo

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Halo that results from accurate intercorrelations among performance dimensions rather than from rating error.

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distributional errors

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Rating errors, such as severity, central tendency, and leniency, that result from a mismatch between actual rating distributions and expected rating distributions.

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leniency

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The rating error that results when (1) the mean of one’s ratings across ratees is higher than the mean of all ratees across all raters or (2) the mean of one’s ratings is higher than the midpoint of the scale.

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central tendency

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The tendency to use only the midpoint of the scale in rating one’s employees.

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severity

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The tendency to use only the low end of the scale or to give consistently lower ratings to one’s employees than other raters do.

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Rater Error Training (RET)

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A type of training originally developed to reduce rater errors by focusing on describing errors like halo to raters and showing them how to avoid mak- ing such errors.

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Frame of Reference Training (FOR)

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A type of training designed to enhance raters’ observational and categorization skills so that all raters share a common frame of reference and improve rater accuracy.

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360-degree feedback

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A method of per- formance appraisal in which multiple raters at various levels of the organization evaluate a target employee and the employee is provided with feedback from these multiple sources.

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upward appraisal ratings

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Ratings provided by individuals whose status, in an organizational- hierarchy sense, is below that of the ratees.

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KSAOs

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knowledge, skills, abilities, and other characteristics that are required for successful job performance

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Hugo Munsterburg

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"Psychology and Industrial Efficiency"

First psychology textbook

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Walter Dill Scott

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First professor of applied psychology

"Theory of Advertising" in 1903

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Frederick W. Taylor

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Scientific Management

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The Gilbreths

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Lillian got PhD in psychology in 1917

Mother of Scientific Management

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Army Alpha and Army Beta

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Mental ability tests developed by I/O psychologists dur- ing World War I that were used to select and classify army personnel.

Robert Yerkes