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65 Cards in this Set
- Front
- Back
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Def: criterion measures
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Measures of job performance
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What tests have the highest validity for job selection?
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Cognitive
Job knowledge |
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What influences incremental validity of a personnel selection test? *
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Base rate - % of successful current employees
Selection ratio - % of applicants to be hired Measure's validity coefficient |
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Describe the steps in developing a training program
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1. Needs analysis, including
organization analysis - is training nec task analysis - determine elements person analysis - who needs it 2. Program design 3. Program evaluation |
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What is the advantage of Personnel Comparison Systems (PCS or ranking)
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Reduction in rater bias
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Def: halo effect
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Tendency to extend judgement of all aspects of behavior on the basis of a single attribute or characteristic
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Best way to reduce rater bias
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Training in
recognition of multiple contribution objective evaluation techniques |
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Def: biodata *
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Biographical data inventory including
work history education personal interests skills Can be predictive of job success if correlated w job performance, but is not as good as cognitive tests However often lacks face validity |
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Def: criterion contamination
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Performance on an objective test biases subjective evaluation
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Def: adverse impact
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Selection rates for minorities that are not distributed like their distribution in the population
Selection rate of the minority is less than 80% of the majority rate Exceptions can be made for bona fide job requirements when there are no alternative measures Legal issue |
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Calculation of incremental validity
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Positive hit rate - base rate
Positive hit rate: % of successful hirees Base rate: % of successful current employees OR Taylor-Russell tables |
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Factors considered in the Taylor-Russell tables
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Validity coefficient
Base rate Selection ratio |
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Def: selection ratio *
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Job openings / Applicants
low selection ratio means lots of applicants |
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Using Taylor-Russell tables, what maximizes incremental validity?
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Large validity coefficient
Moderate base rate Low selection ratio |
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Optimal interrelationship among multiple predictors
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High correlation w criterion
Low correlation w one another |
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Desc: Holland's theory of behavior / career choice *
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Success is predicted by a congruence between personality and environmental variables
A highly differentiated person scores high on a single type and predicts best outcome for personality and occupational match but doesn't account for impact of discrimination |
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What are Holland's personality types? *
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Realistic - mechanical
Investigative - analytic Artistic - expressive, original, introspective Social - people oriented Enterprising - manipulative Conventional - clerical organized in order around a hexagon; adjacent types being relatively similar to one another |
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Def: BARS
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Behaviorly Anchored Rating Scale
Assessment based on critical incidents |
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Def 'realistic job preview' and describe its function
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It provides an applicant w info about the job.
Goal is to reduce employee disillusionment and turnover. |
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Describe Theory X leaders
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Assume work is distasteful
Most workers lack direction Workers must be controlled or coerced Workers are motivated by greed Closer to scientific management |
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Describe Theory Y leaders
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Believe:
Work comes naturally Workers are self-directed, responsible and autonomous Closer to human relations approach |
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Under what circumstances (according to Fiedler) is a leader most effective
LPC * |
Leaders describing their least preferred coworker (LPC) in negative terms:
are most effective in situation permitting either little or considerable influence; are task and achievement oriented Leaders describing their LPC in positive terms are most effective when moderate control is possible; are primarily relationship oriented Fiedler believes that leaders' style is fixed and the best you can do is to get a good match between style and the situation |
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What is the fastest growing segment of the workforce
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Women w children under one
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Assumptions of Taylor's scientific management
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Motivation affects performance
Workers motivated by money Average workers need constant supervision |
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Which leadership style leads to the most productivity?
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Autocratic, esp when the work is routine
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What personality traits make for effective leadership?
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It all depends
On: the supervisees the task the work environment |
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Describe Japanese management style
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Employment - longterm
Decision making - consensual Responsibility - collective Promotion - slow Career path - non-specialized Employee's organization knowledge - holistic |
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Describe Hershey & Blanchard's
Situational Leadership Model * |
Optimal style depends on worker job maturity
Maturity is a function of ability and willingness to accept responsibility. Leadership styles vary with task and relationship orientation Styles include in ascending order telling - t high; r low selling - t high; r high participating - t low; r high delegating - t low; r low |
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Role of job evaluation techniques
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Determine job worth for salary determination
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Identify needs in Maslow's hierarchy
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Physiological
Safety Social Esteem Actualization Not supported by research in workplace |
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Describe Herzberg's 2-factor theory
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Satisfaction and dissatisfaction are different constructs
Satisfaction is a result of higher order needs (motivators intrinsic t the job) being met, eg challenge, responsibility; absence does not produce dissatisfaction Dissatisfaction results from the absence of lower order needs (hygiene factors), eg pay, job security; presence does not produce satisfaction Mixed results in the research |
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Describe equity theory
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Equity exists when contribution/reward ratios are perceived to be equal.
When inequity is perceived, equity is restored by: mondifying contributions attempting to alter rewards altering assessment of ratio |
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Def: vestibule training
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Physical replication of actual work conditions
Lets trainees learn w/o having to worry about safety or slowdowns |
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Def: critical incidents *
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Job behaviors characteristic of very good or very poor performance
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Source of organizational inefficiency
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Interpersonal dysfunction
(hence interventions target communications) |
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Def: empirical-rational change strategy for organizations
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Assumes people are rational and that given relevant information will act in their self-interest
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Def: normative-reeducative change strategy for organizations
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Assumes social norms underlie patterns of behavior in organizations
To facilitate change, focus on changing attitudes, values and relationships |
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Desc: paired comparison technique rating system
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Compares each person to every other person
Expensive and time consuming Results in maximal differentiation among employees |
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What is the optimal level of anxiety of simple vs complex tasks?
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Simple tasks best performed at high levels of anxiety; complex tasks at lower levels
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What is the relationship between age and accidents in work settings
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They are inversely correlated
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Technique to avoid observer drift (decreasing accuracy of ratings over time)
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Change or alternate raters
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Characteristics of effective leaders (as opposed to managers)
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Visionary
Creative Flexible Inspiring Courageous Independent |
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Characteristics of self-directed work teams
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Determine own goals
May hire own replacements Generalists with broad range of skills |
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Purpose of trainability tests
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To determine success in training (not job performance)
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Cross cultural validity of job selection tests
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While performance on the test may vary by group, tests are generally equally valid
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Def: idiosyncratic credits
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Akin to brownie points. The concessions to majority opinion on the part of a minority member in order to become a comopetent outsider, and thence be in a position to assume leadership or challenge majority opinion.
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Protection for drug users under the ADA (Americans with Disabilities Act)
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Protects past addicts as long as they have completed or are enrolled in a drug rehab program and are not currently using
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Factors considered in utility analysis
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tenure of incumbents
number of openings difference in validity coefficients SD of the dollar value of job performance selection ratio procedure cost |
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Describe expectancy theory
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Belief that effort (performance) will result in a positive (positve valence) specific outcome (instrumentality)
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Def: theme interference
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I/O analog to transference
worker displaces past or personal problems onto task / work situation |
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House's path-goal theory
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Optimal leader style varies with the situation but always involves helping workers achieve their goals
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Super's theory of vocational development *
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Individuals choose occupations based on their self-concept
Self concept predicts job and life satisfaction Self concept develops in predicable stages |
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Meaning of feedback in I/O or systems psychology *
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disruption of the status quo designed to correct or change a pattern
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strongest determinent of employee satisfaction with their leader
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task orientation
consideration |
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Compare transformational vs transactional leadership
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Transformational:
empower employees raise their consciousness guide them thru organizational change Transactional: conform to rules and regulations maintain the status quo |
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Factors affecting work - family conflict
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Extent of involvement in work and family roles
Degree of impermeabily of boundaries between home and work |
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Consequences of personal organizational fit to the person and organization
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Good for the person
Too good a fit for the organization may result in loss of creativity, adaptability to change |
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Difference between multiple hurtle and multiple cutoff predictors
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In both cases all tests must be passed to succeed.
In multiple hurtle tests are administered in order, and failing one puts you out of the running In multiple cutoff, tests may be administered in any order, but all need to be passed to succeed |
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Risk factors for burnout
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Being an insecure, unfulfilled compulsive workaholic
Being in a dead-end job with little hope of promotion |
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Desc: Life Career Rainbow
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Nine major roles adopted throughout career development, eg student, parent, spouse, worker
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Forms of job commitment
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Affective - attitude toward organization
Normative - sense of obligation to stay in the company Continuance - cost of leaving the company |
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Selection bias
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Occurs when a test has different levels of predictability for different groups.
Determined by comparing the regression lines and y intercept. Different lines would result in different predictions |
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Method of choice to reduce leniency bias
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Forced choice questions
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What are the Big Five personality traits?
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conscientiousness
extroversion agreeableness openness emotional stability/neuroticism |
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What is the origin of the Big Five personality traits?
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They are derived by a factor analysis of all personality terms found in the dictionary
Galton |
