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66 Cards in this Set
- Front
- Back
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Job Analysis |
A procedure assessing a job’s tasks, skills, and requirements |
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Job Analysis
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A procedure assessing a job’s tasks, skills, and requirements
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What is one of the most frequently used questionnaires in job analysis? |
Position Analysis Questionnaire (PAQ) |
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Critical Incidents |
Descriptions of specific job behaviors that are associated with very good or very poor performance. |
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Behaviorally Anchored Rating Scales |
Rated on several dimensions of job performance, each with behavioral anchors which are tied to a point on a Likert-type scale. |
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Advantages of Behaviorally Anchored Rating Scales |
-produces information that is useful for employee feedback -May improve rating accuracy. |
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Disadvantages of Behaviorally Anchored Rating Scales |
-time-consuming to construct -specific to a particular job. |
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Behavioral Observation Scales |
Rater indicates how often the employee performs each critical incident. Otherwise similar to the BARS. |
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Forced Choice Checklists |
Series of statements grouped with similar statements with regards to social desirability. Helps reduce social desirability and other biases. |
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Rater Bias: Halo Effect |
a type of cognitive bias in which our overall impression of a person influences how we feel and think about his or her character.
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Rater bias: Central Tendency, Leniency, and Strictness |
Central tendency: assigns average ratings to all leniency: assigns all positive strictness: assigns all negative. |
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Rater bias: Contrast Effect |
Tendency to give ratings on the basis of comparisons to other ratees. |
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Best way to reduce bias: |
to adequately train raters. Most effective when it focuses less on rating errors and more on accuracy. |
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Frame of reference training |
Help raters recognize the multidimensional nature of job performance. |
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Selection Procedure: General Mental Ability Tests |
Most valid predictors of job performance across jobs and settings, validity increases as the complexity of the job increases. |
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Selection Procedure: Job Knowledge Tests |
Job specific, commonly used if have previous experience or training. Considered good predictors of performance, validity increases with job complexity and job-test similarity. |
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Selection Procedure: Work Samples |
Measures a sample of work behavior in standardized, job-like conditions. |
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which personnel selection procedure is less likely to unfairly discriminate against minorities? |
Work Samples |
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Selection Procedure: Interviews |
Most commonly used but only moderately accurate in predicting job performance. Situational interviews more valid than job-related and psychologically based. |
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Selection Procedure: Biographical Information (Biodata) |
Information about work history, education, and personal interests/skills. |
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How predictive of job success is biographical information (biodata)? |
Can be highly predictive of job success if the have been empirically validated. Perhaps only slightly less valid than cognitive ability for predicting job performance. |
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What is particularly useful for predicting turnover? |
Biographical Information (Biodata) |
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Selection Procedure: Biographical Information Blank (BIB) |
Assesses a wide range of biographical and attitudinal issues in a multiple choice format. |
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Selection Procedure: Assessment Centers |
Used for selection, promotion, and training of administrative and managerial level employees. |
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In-basket test |
seeing how a participant responds to the kinds of tasks that they would encounter on the job. |
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what is a drawback to assessment centers? |
has been questioned since evaluations may be affected by criterion contamination. |
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Criterion contamination |
A rater’s knowledge of a person’s performance on a selection instrument affects how the rater evaluates the person’s performance once on the job. |
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Which personality trait is an accurate predictor of job performance and training success? |
Conscientiousness |
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Which personality trait is the strongest predictor for job satisfaction? |
Neuroticism |
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What are interest tests useful for? |
- vocational counseling, - predicting job satisfaction, job persistence, and job choice - Low validity for predicting occupational success. |
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Selection Procedure: Integrity Tests |
- used to select employees with reduced probability of counterproductive job behaviors (e.g. stealing, using drugs, fighting, etc.). - Validity is low for predicting job performance |
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Adverse impact may be permitted when: |
- the selection criterion is a “bona fide occupational qualification.” - If it is job related and a business necessity |
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Causes of adverse impact: |
1. Differential validity: A selection procedure is a valid predictor of job performance for one group but not another. 2. Unfairness: One group consistently scores lower than another group on a selection test, but both groups perform equally well on the job. |
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Within Group Norming |
Converting raw scores to norm-referenced scores within each group and then using the same predetermined cutoff for both groups. |
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Banding |
Treating scores within a given score range as equivalent. |
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Americans with Disabilities Act |
(1990): Prohibits employers from discriminating against qualified individuals with a disability who can perform the essential functions of the job with or without reasonable accommodation. Excludes individuals currently using illegal drugs but does protect past substance abused. Drug testing is not prohibited by the ADA. |
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Positive Hit Rate
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proportion of employees hired who are successful using new measure.
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The Taylor-Russell Tables
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an estimate of the incremental validity of a test
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Incremental validity is maximized when:
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the validity coefficient is large, base rate is moderate, and selection ratio is low.
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Selection ratio
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the ratio of the number of job openings to the total number of applicants. (1:100 is low ratio; 1:3 is high ratio)
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Utility analysis
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Used to assess the cost-effectiveness of a selection procedure.
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Multiple cutoff
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Applicants must score above a minimum cutoff point on each predictor in order to be hired. (Noncompensatory technique, which is useful when a minimum level of competence is needed to succeed)
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Multiple Hurdle
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Must meet a minimum level of performance on multiple predictors in order to be selected. Predictors are administered one at a time, in a predetermined order. Can save time and money.(noncompensatory technique)
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Multiple Regression
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Estimate based on two or more predictors.(compensatory technique)
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Group polarization
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thetendency for people in groups to become more extreme in their views.
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Fiedler's LPC theory
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high LPCs do best in moderately favorable situations, while low LPCs do best at the extremes (either highly favorable or highly unfavorable situations).
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"LPC" leaders
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An "LPC" or "least preferred coworker" means the worker with whom the leader works least well. If the leader rates these coworkers highly, the leader is considered to be a "high LPC" leader and to be relationship-oriented.
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Job enlargement: def and effect on satisfaction/performance
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increasing the variety of tasks in a job increases satisfaction but does not improve performance.
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Job enrichment: def and effect on satisfaction/performance
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increasing responsibility increases both satisfaction and performance.
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Griggs vs the Duke Power Company
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ruled that testing was required to measure the specific skills required by a particular job.
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Larry P. vs. Riles
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ruled that intelligence testing unfairly discriminated against minority students.
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Herzberg's Two-Factor Theory
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increasing employees' responsibility will result in increased satisfaction and performance.
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Vroom's Expectancy Theory
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people behave in ways that are based on their perceived expectancy that certain rewards will follow.
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Equity Theory
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individuals are motivated by fairness, and if they identify inequities in the input or output ratios of themselves and their referent group, they will seek to adjust their input to reach their perceived equity.
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theme-interference problems
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In providing consultation, theme-interference problems are problems that the supervisee (or consultee) is experiencing, that can affect patients' progress.
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Adverse impact
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when the percentage of minorities hired is less than 4/5ths of the percentage of non-minorities hired.
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Adverse impact formula
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multiply the hiring rate for non-minorities by .8.
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a test has unfairness when:
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predictor scores (tests) are different, but criterion scores (performance outcome) are similar.
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differential validity
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different criterion-related validity coefficients for different ethnic groups.
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Of all ethics charges filed against psychologists, which is the most frequent one?
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sexual misconduct
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disjunctive task |
the final product is theperformance of the best member of the group |
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conjunctive task |
the group's accomplishmentis limited by the least effective member's performance |
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Kuder-Richardson |
measure of internalconsistency derived by analyzing all possible split-halves |
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Spearman-Brown |
used to estimatereliability if the number of items is decreased or increased |
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redintegration |
a type of remembering thatoccurs when something (e.g., a smell) unlocks a rapid chain of memories |
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split plot ANOVA |
a mixed-design analysis of variance model (also known as a split-plot ANOVA) is used to test for differences between two or more independent groups whilst subjecting participants to repeated measures |
