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42 Cards in this Set

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When is a predictor's decision-making accuracy (incremental validity) maximized?
When the base rate is close to 50% and the selection ratio is as low as possible. A selection ratio of 1:20 (5%) means that there are twenty applicants for every one job opening, and, of the selection ratios given, it is the lowest.
Fiedler's contingency theory
Effectiveness is interaction b/w leaders & favorableness of situation
Low LPC leaders (task-oriented) are most effective in very favorable and unfavorable situations
High LPC leaders (relationship oriented) are most effective in moderately favorable situations.
Therefore, if the situation changes in terms of favorableness, an effective leader can actually become ineffective (and vice versa).
What are 4 levels of training program criteria (Kirkpatrick)
Reaction criteria, learning criteria, behavioral criteria, and results criteria
What is the Super Career development theory?

According to his theory job satisfation is most related to:

He views "career maturity" as:
Job matches w/self-concept, Across lifespan, and life space (social roles)

the development of their self-concept through their work roles

A person is considered to have reached "career maturity" when he or she has mastered the tasks of his or her developmental stage and is prepared to enter the next stage.
Roe career development
linking personality to basic needs (based on Maslow)
ERG theory (Alderfer)
3 needs - existence, relatedness, and growth
2 leader characteristics
Consideration (higher are person-oriented)
Initiating structure (higher are task-oriented)
What are the 4 types of group tasks
additive (contributions added together, compensatory (averaged), disjunctive (select solution offered by 1), conjunctive (limited by worst performing group member)
What is the difference b/w rational-economic model & boundary rationality model of decision making
maximize benefits
limited capabilities, time, and recources force less than rational decsions

(boundary rational also refferred to as "administrative model")
According to Holland's theory, what do the following terms refer to: Consistency, differentiation, vocational identity, and congruence?
Consistency refers to the similarity of the individual’s primary interests (highest codes)For example, realistic and enterprising are consistent but realistic and social are not consistent.

Differentiation = difference in the magnitude of scores ex: A highly differentiated person obtains a high score on one personality type and low scores on all other types.

Vocational identity refers to the degree to which the individual has a clear and stable picture of his or her goals, interests, and talents.

Congruence refers to the degree of similarity between the person and the person’s work environment
A recent trend in organizational compensation is to use team and organization-wide incentives. Research evaluating the effects of these incentives suggests that:
Gainsharing and profit-sharing are the most common group and organization-wide incentive plans used in organizations. The studies have found that they are associated with increased productivity, especially gainsharing which more closely links bonuses to individual and group performance.
Do most well-controlled studies of the effect of cultural moderators on the validities of job selection tests indicate differences?
While group differences exist between African-Americans and Caucasians on test performance (that is, while mean scores differ on these various standardized tests), it has not been shown conclusively that the predictive validity coefficients of the tests are differentially moderated by ethnic group membership. In other words, a test is likely to have the same validity coefficient for all subgroups of the same population -- even though those subgroups may score differently, on the average, from each other.
What type of leader is most effective in each of the following situations (selling, telling, participating, delegating):
1. low task and low relationship orientation.
2. low task and high relationship orientation
3. high task and high relationship orientation
4. high task and low relationship orientation
1. delegating
2. participating
3. selling
4. telling
Under the Cleary model, a test is considered unfair if:
the slope and/or the y-intercept of the regression line is different for one subgroup than for another
Emphasis of traditional organization culture vs quality oriented culture
Traditional = rewarding individual achievement
Quality = rewarding group achievement
Although peer evaluations are not used often in organizations, research indicates that they can provide useful information regarding:
predicting training success and subsequent promotions
According to Hersey and Blanchard, job maturity refers to? psychological maturity refers to?

The most effective leader is one who:
job maturity = employee's knowledge and skills
psychological maturity = employee's self-confidence and willingness to assume responsibility

matches his/her style to the employee's job maturity (motivation and ability)
Characteristics that are considered important for leaders include:
visionary, creative, flexible, inspiring, courageous, and independent
According to Fielder, situational control is determined by these 3 things:
leader-member relations, task-structure, and leader position power
The primary purpose of feedback in the context of organizational development is:
to help clients understand the information that the consultant has gathered and diagnosed so the clients can decide what actions to take
Factors that increase employee creativity
supportive supervision, score high on openness to experience, and increase physical distance b/w workers in workplace, knowing work will be evaluated in a non-judgmental way
Mixed standard scale
rater is provided a list of behavioral examples and asked to indicate whether the ratee’s performance is equal to, worse than, or better than the performance described in the example
Research on goal-setting theory suggests that monetary incentives:

Goal setting as a motivational technique is most effective when
have a positive effect regardless if the employees help set the goals or not (if goals are self-set it may even have a somewhat negative effect!

the technique is most effective when goals are AT LEAST moderately difficult and specific feedback regarding progress toward the goal is provided

(also found workgroups had higher productivity than individual)
What is the administrative decision making model?
"satisficing" the way that people usually end up making decisions because they don't have the time or resources to consider all possible alternatives
What are 4 steps in conducting a program evaluation?
1. specify objectives and goals
2. define relevant parameters
3. specifying the techniques and procedures used to achieve programs goals
4. collecting relevant data
Organizational surveys are most often used to:
evaluate employee attitudes and opinions about job satisfaction, job conditions, and problems at work - also used to ask for opinions @ interventions
Selection bias is occuring when _________ statistically this is determined by comparing ________
a test has different levels of predictive validity for different groups
the regression lines for the two groups to see if there is a difference in their slopes or Y intercept
Research has found that flexible work schedules have the greatest impact on:
employee absenteeism (effect size .93)
productivity (.45)
satisfaction (.32)
Criterion contamination would have the effect of:
a. increasing the validity coefficient of a job selection test
b. lowering the validity coefficient of a job selection test
c. increasing the reliability coefficient, but not necessarily the validity coeeficient, of a job selection test
d. lowering the reliability coefficient, and therefore the validity coefficient, of a job selection test
A: If the rater knows the ratees scores on the predictor, the rating process can be contaminated
What sort of technique works best when you want to maximally differentiate among the people in the organization
The paired comparison technique results in highly precise and differentiated evaluations of each person in the group evaluated
Definitions for Holland's
Realistic type
Conventional type
Enterprising type
Realistic type prefers activities involving the manipulation of machinery or tools
Conventional type prefers manipulating data
Enterprising type seeks economic or professional achievement through manipulating others
Define these types of rater biases: 1. contrast effect
2. severity error
3. central tendency bias
1. contrast effect occurs when a rater's ratings are impacted by the ratings given to another

2. severity error (or strictness bias) refers to the tendency to use the low end of a rating scale to rate all ratees
3. central tendency bias is the tendency to use the middle of a scale in rating
What is Ouchi's Theory Z?
organizational management philosophy that incorporates aspects from traditional American and Japanese philosophies. Represents a middle ground.
According to Edgar Schein, the concept of career anchor refers to:
self-concept consisting of self-perceived talents and abilities, basic values, motives, and the needs as they pertain to the career.
What is the most valid predictor of job turnover
biodata has been found to have validity coefficients of .77 and .79 for predicting the turnover of whites and African-Americans respectively (cognitive tests are best predictors for job performance)
The difference between the multiple hurdle and the multiple cut-off selection technique is that, in multiple hurdle,
Both multiple hurdle and multiple cut-off involve administering a series of predictor measures to prospective applicants. And in both cases, the examinee must succeed on all predictors in order to be selected. The difference is that, in multiple hurdle, predictors are administered in a successive order. If the applicant fails on any predictor, he or she no longer completes subsequent ones. By contrast, when multiple cut-off is used, examinees usually take all the predictors and the predictors are not necessarily administered in any particular order
Criterion deficiency refers to
what is missed or deficient in the criterion used. For example, if typing speed is used as the sole criterion for determining successful job performance by a secretary, it would be a deficient criterion, since typing speed is only one of several skills needed to be a successful secretary.
In organizations,‭ ‬person-organization‭ (‬P-O‭) ‬fit is achieved primarily through:
The experts identify selection and socialization as the primary opportunities for ensuring a good person-organization fit (e.g., Bowen, et al., 1991; Chatman, 1991): Selection helps identify individuals whose characteristics match the characteristics of the organization, while socialization (e.g., behavioral modeling by and feedback from the supervisor, participation in work-related social events) helps employees acquire the skills, knowledge, and attitudes that are compatible with the organization’s culture.
Guttman scale
items are arranged in an order so that an individual who agrees with a particular item also agrees with items of lower rank-order. An example is the social distance scale developed by Bogardus, which is used to assess a person's attitudes toward particular subgroups. On this scale, agreement with an item such as "I would marry a New Yorker," implies agreement with lower-level items, such as "I would not mind having a New Yorker as a neighbor."
Self-directed work teams are self-directed; i.e., they determine their own goals, plan their own work processes, and may even hire their own replacements. A distinguishing characteristic of self-directed work teams is that:

A possible limitation of self-directed work teams is that:
members are generalists (versus specialists), and each member has (or learns) a broad range of skills. (job rotation is mandatory)

A possible downside of self-directed work teams is that they are associated with higher absenteeism than more traditional work groups
Group cohesiveness has been associated with less
absenteeism and turnover and, in some situations, greater productivity (although "groupthink" may lead to poorer quality decisions)
BARS - behavioral anchors are:
behavioral anchors are critical incidents