Psy 281 Exam 1 Set 5

Front 1

Criteria

Back 1

=measure of job performance

used for HR functions:
dev't and training
administrative decisions
selection

Front 2

Ultimate criterion

Back 2

job performance as theoretical construct

encompasses all aspects defining job sucess

Front 3

Actual criterion

Back 3

real-world measures of the ultimate citerion

develop to best reflect/overlap with the ultimate criterion

Front 4

criteria for criteria

Back 4

reliability
validity
sensitivity
practicality
fairness

Front 5

reliability

Back 5

extent to which actual criterion measure is stable or consistent

no drastically different results when used for same employees at close time intervals

Front 6

validity

Back 6

extent actual criterion measure is related to ultimate criterion

extent measure seems to capture major elements of ultimate criterion, represents job performance

Front 7

sensitivity

Back 7

extent to which actual criterion measure can discriminate among effective and ineffective employees

identifies differences among employees, not everyone rated the same

bad discrimination= unfair stuff

Front 8

Practicality

Back 8

degree to which actual criterion can and will be used by those whose job it is to make important decisions

measure can be done in reasonable amount of time and doesnt require much excess paperwork

Front 9

Fairness

Back 9

extent actual criterion measure is percieved by employees to be just and reasonable

does not result in bogus results depending on non-performance related factors

Front 10

subjective criteria

Back 10

moderate correlation with objective (.39)

Front 11

performance appraisal ratings

Back 11

provided by supervisors, peers, subordinates

used for administrative decisions, dev't, research, etc

potential issues: sensitivity, fairness, pracitcality

can measure where objective cannot (ex interpersonal aspects of performance)

Front 12

criterion problem

Back 12

history: i/o focused on predictors, not criteria (based on convience/availability)

mulitdimensional, many aspects
dynamic, changes over time
typical vs max job performance

Front 13

mulitdimensional

Back 13

every job has more than 1 aspect of performance

theory of job

use 1 composite score or separate, md scores?.. difficult decision, based on purpose

best to develop multiple measures to be combined if necessary; consistent with scientist-practioner model

average or unequal weighting of dimensions

Front 14

determining unequal weighting

Back 14

depends on TYPE or HR decision

Front 15

Dyanmic criteria

Back 15

performance trajectories over time

barrett: job performance is stable; strong correlations from 1 measure of performance to next time performance is measured

not much change in rank-rater of employees in terms of job performance scores

Front 16

hofmann, jacobs and baratta

Back 16

need to look at trends of groups of employees, not lump all employees together

Front 17

max vs typical performance

Back 17

'can do' vs. 'will do' performance

peak capable of vs. day in/day out basis

usually abilities predict max performance