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15 Cards in this Set

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steps to establishing criterion related validity
1. conduct job analysis 2. select/develop predictor and criterion3. obtain and correlate scores on predictor and criterion 4. 80% adverse impact rule 5. evaluated incremental validity 6. cross validate with new sample
selection techniques in order of efficacy
1cognitive ability 2. biodata 3. interviews 4. work samples. 5. assmt centers 6. personality tests
Super's career development theory
job should fit self concept
five life stages in career development (growth, exploration, establishment, maintenance, disengagement career rainbow
Holland
fit personality to job Six types RIASEC
Realistic
investigative
artistics
social
enterprising
conventional
Maslow's five needs
phyisological
safety
social
esteem
self actualization
must meet one beffore the other
Alderfer's ERG
existence
relatedness
growth

can be motivated by more than one need at a time. as each need is met they become more, not less important
McClelland Need for Achievement (nACH)
n ACh is primary underlying need
Herzberg two factor theory
hygeine (job context)- disatisfied if we don't get it
motivators (job content)- satisfied when we get it
goal setting theory
performance is optimal when goals are specific and moderately difficult and when workers accept and are committed to gaols and are given regular feedback
equity theory
motivation is affected by outcome of comparisons between our own input outcome ratio and input outcome ratio of comparable others
expectancy theory
motivation is a function of fthree beliefs
expectancy (effort leads to performance
instrumentality (perrformance leads to outcomes)
valence (value of outcomes)
hersey and blanchards situational leadership
four different styles]\
telling leader
telling leaderr- provides specific instructions and close supervision best for employees low in ability and motivation
hersey and blanchards

selling leader
directive but explains decisions and is best for employees low in ability bubt high in motivation
participating leader
employees participate in decision-making best for employees high in ability but low in motivation
delegating leader
maximizes employee responsibility and is best for employees high in ability and motivation