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98 Cards in this Set
- Front
- Back
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THe Position Analysis Questionnaire (PAQ) is the most..
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frequently used job analysis questionnaire. 194 questions divided into information inpu, mental processes, work output, relationships with other persons, job context, and ..
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performance evlauation aka
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performance approasial or merit rating
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measures used to evaluate employee job performance are called
what is the 360 degree perfromance measure? |
cirterion measures, categorized as objective or subjective
-measures subjective performance using mulitple raters, supervisors, peers, customers etc |
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Name a few subjective rating techniques
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. personnel comparison sys, cirtical incidnets, bheaviorally anchored raing, bheavioral-observation, and forced choice checklists.
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Personnel Comparison Systems (PCS)
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its a rank ordered system from bets to worst.
also under this system there is the paired comparison system- where each employee is compared with every other employee on each job behavior--totally impractical and then there is this forced distribution syst, where people are placed in a distribution of sorts. |
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name an advantage to the personnel comparison system
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an advantage to the PCS is that they reduce the effects of certain rater biases (central tendency, leniency, and strictness).
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critical incidents are what
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descriptions of specific job behaviors that are associated with very good or very poor performance. Now its all done on a likert scale
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BARS behaviorally anchored rating scales (BARS)
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there are dimensions- (motivation, decision-making( and for each one there are a set of "behavioral anchors (critical incidents) with each one having a numerical point on a Likert-type scale
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name advantage and disadvantage to using the BARS-
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adv: prodecused info that is useful for employee feedback, and format may improve rating accuracy
disadv: it is time-consuming to construct and is usually specific to the particular job for which it was developed. |
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Behavioral-Observation Scales (BOS)
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similar to the BARS but this time the rater also indicates how often the employee performs each critical incident-
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Forced-Choice Checklists (FCCL):
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AFCCL presents the rater with a series of statements that have been grouped so that the statements in each group are similar in terms of social desirability and ability to distinguish between successful and unsuccessful job performance. This is to reduce social desirability and rater biases.
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rater biases in IO psych, which are:
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Halo effect, central tendency bias, the leniency bias, the strictness bias, and the contrast effect
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halo effect
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the tendency to judge all aspects of a person's behavior on the basis of a single attribute or characteristic- so if you think they were amazing on cooperation, than you will rate them amazing on everything else too.
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The central tendency bias
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is rating everyone that works for you as "average"
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the leniency bias-- this is me, because I don't want to hurt anyones feelings.
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tendency to give all positive ratings
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contrast effect
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the tendency to "contrast" ratings on the basis of comparisons. (so a good example would be to give the first three employees who are very poor workers bad ratings and then to give the fourth who is actually only average a high rating.)
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the best way to reduce rater bias is to do what:
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to train them, but to focus less on rating erros and more on accuracy-- to teach raters how to recognize multiple contributions to good job performance and to evaluate behaviro in a more objective way.
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Frame of reference training
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was designed specifically to help raters recognize the multidimensional nature of job performance and to ensure that raters have the same conceptualizations of the job and how to rate.
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Personnel Selection (KSAPS)
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if the applicats has:
knowledge, skills, abilities, and personal characteristics req for the job. |
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What is the most valid preceptors of job performance?
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general mental ability (cognitive ability) tests.
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job knowledge tests-
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tests for specific jobs, when the person has previous experience or training
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the validity for jobe knowledge tests increases when
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as job complexity and job-test similarity increases.
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the purpose of a realistic job previous is to what?
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prevent unrealistic expectations about a job in order to reduce turnover. Sometimes work samples are part of this process.
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Biodata can be highly predictive of job success when they are..
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empirically validated with (data that are included because they correlate highly with job performance)
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biographical data is only slightly less valid than which other personnel selection procedure?
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cognitive ability
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name an advantage to using biota as a selection tool
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adv: it helps predict turnover,
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what is the Weighted Application Blank
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a biota form, with itmes given difference numerical values or weights depending on how much they correlate with a measure of job performance.
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The BIOgraphical Information Blank (BIB)
(Bib is for the Bio) |
another biodata form, presents items in a multiple choice format.
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A disadv of using biota forms is that;
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its very specific to the job and organization and although items correlate with job performance,
they may lack face validity |
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Define face validity
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(items on a questionnaire may not look like they have anything to do with job performance)
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The in-basket test
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is an example of a simulation exercise (Work sample). It shows how a participant responds to the kinds of tasks (memos, reports, messages) that he or she would actually encounter on the job.
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Are the reported validity coefficients for assessment centers high or low?
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they are high, esp when performance is correlated with future promotions
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however, validity of assessment centers have been questioned since their evaluation may be affected by (what)
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criterion contamination
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criterion contamination occurs when?
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when a rater's knowledge of a person's performance on a selection instrument (ie performance in the assessment center) affects how the rater evaluates the person's performance once he or she is on the job.
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tell me about the big five personality traits and factor analysis findings:
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factor analysis has repeatedly identified them as the core traits that underlie all other personality characteristics
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which PERSONALITY tests are the best predictors of job perfromance. Ones that measure ?specific or global characteristics?
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specific
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personality tests are better predictors for what kind of performance on the job?
And cognitive ability tests are better for predicting what? |
1. contextual performance (enthusiasm, effort,, and other behaviors)
2. task performance |
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Interest tests (Strong-Campbell and Kuder Occupational interest survey) have low validity for predicting occupational success, however are good at predicting what?
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job satisfaction, job persistence, and job choice
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Integrity tests are used to do what?
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to select employees who will exhibit counterproductive behaviors, such as sabotaging equipment.. drinking.. etc.
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adverse impact is what?
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when a selection procedure has an adverse impact or procduces a substantially different rate of selection for different groups that are defined on the basis of gender, race/ethnicity, age, etc.
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how can the adverse impact be mathematically determined?
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using the 80 percent (4/5ths)rule.
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adverse impact can be permitted in which circumstances
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"bona fide occupational qualification (BFOQ)
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Causes of adverse impact include "differential validity" which is what?
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this happens when a selection procedure is a valid predictor of job performance for one group is either less valid or not valid for another group.
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within group norming
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this method involves converting raw scores to standard scores, percentile ranks, or other nor,-referenced scores within each group and then using the same predetermined cutoff for both groups.-- members of different groups can obtain different raw scores on a test but the same norm-referenced score.
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Banding
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involves treating scores within a given score range (band) as equivalent (Band 1 would be 81 to 90.
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The ADA and substance use- what are the three things I need to know:
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1. does not include ind using right now
2.if in treatment program protects them and not using 3. drug testing is not prohibited |
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Incremental Validity
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the usefulness of a selection test in terms of decision-making and accuracy.
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how can incremental validity be determined:
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1. you need data from a criterion related validity study
2. then you subtract the "positive hit rate" by the "base rate" 3. the base rate is the proortion of empolyees hired using current techniques who are successful |
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the taylor-russle tables are connected to incremental validity how?
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it can help determine incremental validity.
1. it estimates the positive hit rate based on the test's validity coefficient, the base rate, and the selection ratio |
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Utility analysis
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is used to assess the cost-effectiveness of a selection procedure (usually defined as the dollar gain in job performance)
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multicollinearity
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used to describe the situation when predictors are highly correlated with the criterion, but not with each other. (multiple regression, multiple cutoff, multiple hurdle)
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multiple regression is (define)
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used to estimate an applicatn's score on a criterion on the basis of his or her scores on two or more predictors (you higher a sales position: test used include a cognitive ability test, a job knowledge test and a weighted application blank)
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a multiple regression is a compensatory technique (this means)
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that an applicant who gets a low score on one predictor can "make up for it" by doing very well on another
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multiple cutoff
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applicants must score above a minimum cutoff point on each predicotr befoer they are hired.
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is multiple cutoff a compensatory technique?
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no, because the person is not hired if they get a low score on any predictor, even if they score higher on others.
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the multiple cutoff is good for when?
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whenever a minimum level of competence in multiple domains is necessary to succeed.
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is the MULTIPLE HURDLE a compensatory technique?
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no. must also meet a minimum level of performance like multiple cutoff.
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with the multiple hurdle discuss how predictors are administered
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they are administered in a predetermined ordered way, so the person must be successful on the previous one before getting the next one.. so then not all predictors will be determined if they don't do well.This techniques is cost and time effective.
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name the three basic steps in training program development;(this is pretty much standard across a lot of program development)
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1. needs analysis
2. program design 3. program evaluation |
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A needs analysis has 4 component
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1. organization analysis- "is training what the organization needs to solve its problems?
2. task analysis (what knowledge, skills, and abilities are required to perform t he job satisfactorily)-- establishes objectives and goals 3. person analysis-- helps determines if employees have deficits in the areas identified by the task analysis and demographic analysis |
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why would you decided to do vestibule training over on the job training?
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(ie: pilot training) when the consequences of errors or slowdowns are too serious for on -the job training, when reported practice ie necessary, and when special coaching is required.
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Programmed instruction is good for teaching: 1. complex skills, 2. content knowledge, 3. rote memorization info?
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2/3
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an advantage of programmed instruction is that it allows trainees to do what?
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progress at their own pace.
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when a program evaluation is being conducted it happens across three dimensions:
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1. formative evaluations- (assesses internal variables) to id necessary changes to the program that cen be made while the program is in progress
2. summative evaluation |
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when conducting a program evaluation, name the three dimensions:
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1. formative evaluations
2. summative evaluations 3. cost-effectiveness |
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the first part to a program evaluation is the formative evaluation- define this.
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assess variables internal to the program, (ie. trainee's assessments of program effectiveness, sastifaction, etc)., purpose is to id necessary changes to the progrmat that can be made while its still in progress
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the 2nd part to a program evaluation is the summative evaluation, what is this?
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used to assess the effectiveness of the program, this occurs after the program eval is complete
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the 3rd part of a program evaluation is what?
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cost-effectiveness.
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name a popular approach to the evaluation of a training program
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Kirkpatricks' four levels of criteria
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Kirkpatrick's four levels of criterisa for a training program are:
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1. reaction criteria
2. learning 3. behavioral 4. results |
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The first level of the Kirkpatrick four levels of critiera is: Reaction Criteria- define
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focuses on the participants' response to the training or intervention, often assessing trainees' affective response to the quality or relevance of training
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the 2nd level of the kirkpatrick four levels of criteria is the Learning critera
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in this phase- we quantifiably measure what has been learned during the course of the training, ofter using pre/post-tests or end-of-course tests
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the 3rd levels of the kirtkpatrick four levels of criteria is the behavior criteria
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address the impact of the invention on the individuals' behavior or performance in the workplace.
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the 4th level of kirkpatricks four levels of critera is the results
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here you measure the impact of training on the broader organizational goals and objectives. (financial measures)
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Phillips's (ROI) RETURN ON INVESTMENT- is a level 5 evaluation. It is connected to who's model of program evaluation?
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pretty much an expansion to Kirkpatricks model
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Aptitude tests:
Special aptitude tests (have high degree of specificity, why?) Multiple aptitude tests (two examples are the Differential Aptitude test (DAT) and the GATB (general aptitude test battery) |
1. bc measure of one aptitude and is not likely to be a good predictor of another.
2. |
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Holland's Personality and Environment Typology (RIASEC) six personality types
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Realistic
Investigative Artistic Social Enterprising Conventional |
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Holland's personality type: Realistic
(I don't know how the definition of this type really goes hand in hand, however think of realistic just being someone who is concrete) |
Prefers activities involving the manipulation of machinery or tools
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HOlland's personality type: Investigative
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Analytical, curious, methodical, and precise
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Holland's personality type:
Artistic |
Expressive, nonconforming, original, and introspective
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Holland's personality type:
Social |
Enjoys working iwht others and avoids ordered, systematic activities which involve tools or machinery.
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Hollands Personality Types:
Enterprising |
Leans toward activities which entail manipulating others in order to attain organization goals or economic gain.
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Hollands Personality Types:
Conventional |
enjoys the systematic manipulation of data, filing records, or reproducing materials.
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Why is Holland's Personality Type depicted in a hexagon
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because those adjacent to each other are most similar (ie realistic and investigative, and those opposite each other are most dissimilar.
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Holland's personality types can be measured using which 3 inventories:
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1. vocational preference
2. self-directed search 3. strong-campbell interest |
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Roe's fields and levels theory takes on what approach
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theory of vocational choice links children's experiences with their parents to heir later occupational choice. .. so she thought that parenting orientation affects children's needs and personality traitsjthat influce occupational outcomes.
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Super's career and life development theory
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life span, career is developed based on the assumptions that careers can be described in predictable sequences, which each stage must be mastered for the person to get to the next.
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SUper's five development stages to career development across the life span:
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1. growth (birth-15 years)
2. exploration (15-24 years) 3. establishment (25-44) 4. maintenance (45-64) 5. decline (65 plus years) |
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these two measure what???
Super's career development inventory Crites's career maturity inventory |
career maturity
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Did Super or Tiedeman/O'hare base their concept on Erikson's psychosocial theory of ego identity?
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Tiedeman/o Hare
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Name the career-related correlates to each of Erickson's eight psychosocial crisis resolutions
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trust
autonomy initiate industry identity intimacy generatively integrity |
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Tiderman and Tiedeman expanded their model with a decision making model- defining two kinds of reality, which are?
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they defined two kinds of reality: personal and common
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Tiedeman's Personal Authoritattive reality
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is defined as a thought, act, direction, or behavior that the individual feels is right for them
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Tiedeman's common reality
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is what "they" sasy you should do, for example, "if you don't get a good education, you can't get a good job."
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Gottfredson's theory of circumscription and compromise
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addresses how gender and prestige influence and limit career choice.
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Name gottfredson's theory of circumscription four stages of cognitive development including:
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orientation to size and power (starts around 3 yrs old)
orientation to sex roles influence of social class introspection and perceptiveness (occurs around adolescence) |
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Krumboltz's social learning theory of career decision making (SLTCDM)
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career transitions result from learning experiences from planned and unplanned events with people, institutions, and events. we make decision based on four types of influxes..
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name Kumboltz's four types of influences:
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1. genetic characteristics and special ability (physical appearance and charac)
2 environmental conditions and events (social, culture, economic, and political influences 3. learning experience primarily intrusmental learning (reward, punishments) and associative learning (classical conditioning) 4. task approach skills (personal standards performance) |
