Eppp I/o Psych

Front 1

Peer Evaluations predict what two things?

Back 1

1.Training success
2.Who is most likely to be promoted

Front 2

Types of Criterion Measures

Back 2

1.Objective (direct)
-production data, personnel data
2.Subjective (most are this)
-includes:
RELATIVE (paired comparison, forced-distribution)
-help with rater bias but difficult to use
ABSOLUTE (Critical Incident Techniques, BARS)

Front 3

3 Types of Rater Bias

Back 3

1.Leniency (rate everyone high)/Strictness Bias (rate everyone low)
2.Central Tendency Bias (middle of scale)
3.Halo Effect (based globally on only 1 issue of performance, can be positive or negative)

Front 4

Critical Incidents

Back 4

-Behavioral anchors
-Particular good/bad behavior that results in good or bad performance

Front 5

Alleviating Rater Bias

Back 5

-use something other than Likert scale
-Incorporate critical incidents into scale
-Train the raters (most significant thing to do)

Front 6

Establishing Criterion-Related Validity

Back 6

1.Job analysis
2.Select/develop predictor and criterion
3.Obtain and correlate scores on predictor and criterion
4.Check for adverse impact (80% rule)
5.Evaluate incremental validity
6.Cross-validite with a new sample

Front 7

Frame-of-Reference Training

Back 7

Everyone does training the same way
-very structured

Front 8

Two Reasons Minorities Have Adverse Impact

Back 8

1.Differential Validity (different success rates for people in different groups)
-very rare
2.Unfairness (look only at predictor score and make a decision)

Front 9

Most valid predictor of job performance across different jobs and job setttings

Back 9

Cognitive Ability Test

Front 10

Why is a needs assessment conducted?

Back 10

To determine training needs and includes person, job and organizational analysis

Front 11

Career Development - Super

Back 11

The job that fits the person's self-concept leads to satisfaction and success.
-Distinguishes between 5 life stages in career development

Front 12

Career Development - Holland

Back 12

A good personality-job environment match leads to satisfaction, persisitence and productivity.
-Six personality types (RIASEC)
-Best when we are highly differentiated and clearly fit into one category

Front 13

Career Development - Tiedeman and O'Hara

Back 13

Career development is part of ego identity development.

Front 14

Career Development - Krumboltz

Back 14

The way we learn socially and our interations with others applies to the job area.

Front 15

Maslow's Need Hierarchy

Back 15

low correlation with work environment

Front 16

Alderfer's ERG Theory

Back 16

Reduced Maslow's needs to three (existence, relatedness and growth)
-need fulfilled is what's motivation

Front 17

Herzberg's 2-Factor Theory

Back 17

1.Hygiene (job context)
-cause dissatisfaction when absent
2.Motivator (job content)
-foster satisfaction and motivation when present