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92 Cards in this Set
- Front
- Back
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Job analysis refers to the process of:
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Determining the specific skills and behaviors that are required for doing a given job effectively
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Describe Herzberg's 2-factor theory of job satisfaction:
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His theory divides factors influencing job satisfaction into two types: hygeine (pay, safety) and motivators (meaningful work). Hygeine is more related to dissatisfaction when not present, and motivators more related to satisfaction when present.
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McClelland & Atkinson note that people who are high in need for achievement (nAch) prefer tasks that are:
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Of moderate difficulty with performance feedback
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The quality and quantity of work produced by a group tends to be lowest with which style of leadership?
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Laissez-faire
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Interest inventories are least useful for predicting:
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Job performance (better with job choice, satisfaction and persistence)
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Research on the applicability of Maslow's hiearchy theory to the workplace suggests:
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the theory doesn't apply very well to the workplace
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Behavioral Anchored Rating Scales include_______ as items
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Critical incidents (a specific work behavior that has been shown to lead to good, adequate, or poor job performance)
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An advantage of biodata as a selection tool is that it is particulalry useful for:
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Job turnover (biodata is information concerning personal background and life experiences)
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Vestibule training involves:
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Providing training in a physical replication or simulation of the actual work environment (mock assembly line)
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Fiedler's Contigency Theory or LPC proposes:
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that a leader's effectiveness is determined by his style and the characteristics of the situation
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Name Holland's personality types:
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Realistic, investigative, artistic, social, enterprising, conventional (RIASEC)
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Super's theory of career development is based on the assumption that:
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Career development can be described in terms of a predictable sequence of stages
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Adverse impact uses what percentage:
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80%
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Chin and Benne divide planned change in orginizations into which three types:
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Empirical-rational (people act rationally), normative-reeducative (social norms underlie patterns of behavior), power-coercive (rewards, punishments)
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Orginizational surveys are most often used to:
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Evaluate employee attitudes and opinions about job satisfaction, conditions and problems at work.
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Research on the effects of a comprssed workweek show:
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Increased satisfaction and decreased absenteeism, but little effect on productivity.
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What are the advantages and drawbacks of the Biographical Information Blanks used in screening job applicants?
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Highly predictive of job success, but lacks face validity, since some questions do not appear to the applicant to be linked to job performance.
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According to Super's theory, job satisfaction ismost related to:
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The development of one's self-concept through his work role
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The Life Career Rainbow refers to:
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the nine major roles that individuals adopt throughout their career development (e.g. student, spouse, parent, worker)
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According to Goal-Setting Theory, goals are best attained when the goals are:
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Specific and moderatly difficult (e.g. learning 10 vocabulary words a day)
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Research has generally found that job enrichment:
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Job enrichment (redesigning a job to enable workers to have more challenge, responsibility, advancement) leads to increased job satisfaction, less absenteeism & turnover, and at times increased job performance - particularly among younger, well educated employees who have a high need for achievement
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Name the Big 5 personality traits:
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Agreeableness, conscientiouness, emotional stability, extraversion, openenss
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If the predictor of a test is raised:
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It will increase the probability of true positives
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Name the forms of job commitment:
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Affective - the employee's psych attitudes toward the company
Normative - perceived obligation to stay withthe company Continuance - refers to the cost of leaving the company |
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Research on team and orginizatio-wide incentives (such as gainsharing) has shown that:
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they have positive effects on productivity, especially when linked to performance
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In regards to it's psychometric properties, peer evaluation have been found to be:
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As reliable and valid as supervisor evaluations (but disliked by employees)
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Statistically, selection bias is determined by comparing:
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the regression lines slopes of different groups
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A transactional leader emphasizes:
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conforming to rules and regulations
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Locke & Lathan's goal-setting theory focuses primarily on:
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Intentions and effort - the theory proposes that when people accept goals, they intend to achieve them and therefore are willing to put forth the effort to achieve them
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Research on "person-orginization fit" has shown:
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positive effects on individal satisfaction, comitment, & productivity, but little long-term benefis at the orginizational level
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Name the 4 steps in Blooms program evaluation:
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1) specifying the goals & objectives
2) defining the parameters 3) specifying the techniques & procedures 4) collecting the relevant data |
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In determining the incremental validity (the increase in predictive accuracy by using the test as compare to not) of a selection test, the minimum amount of information one has to know is:
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base rate (% of correct hiring decisions made when test is not used), selection ratio (ratio of job openings to applicants), & validity of the test
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Forced-Choice Checklists:
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presents rater with series of statements what are similar in terms of social desirability, and ability to distinguish between suddessful and unsucessful job performance (reduces some rater biases)
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Contrast Effect:
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tendecy to give ratings on the basis of comparison to other ratees
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Personnel Selection:
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Cognitive Ability: most valid
Job Knowledge: validity increases w/job complexity Work Samples: good for motor skills Interview: mixed validity BioData: high validity Assesment Centers: high validity, but concerns of criterion contamination |
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Which of the Big Five is a good predicter of job performance and training success?
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Conscientiousness
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Differential validity:
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occurs when a selection procedure is a valid predictor of job performance for one group, but not for another
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Score adjustment methods:
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Seperate cut-offs
Within group norming: converting to standard scores Banding: treating scores within a range as equivalent |
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Unity analysis:
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Used to assess the cost-effectiveness of a selection procedure (usually dollar gain in job performance)
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Multiple predictors:
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Multiple regression: compensatory technique
Multiple Cutoff:score above cutoff on each measure Multiple Hurdle: predictors are in sequence |
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Holland's Personality typology:
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Realistic: manipulate machinery, tools
Investigative: Analytical, curious, precise Artistic: Expressive, non-conforming, introspective Social: Enterprising: manipulating others Conventional: manipulating data, filing, |
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Super's developmental stages:
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Growth 0-15
Exploration 15-24 Establishment 25-44 Maintenance 44-64 Decline 65+ |
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A selection procedure's incremental validity is greatest when:
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The base rate is moderate (around .50), the selection rate is low, & the validity coefficient is large
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Super's Archway of Career Determinants:
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depicts the personal and environemntal factors that combine to determine a person's career path (intrests, sel-concept, peer groups)
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Weber's research on orginizational structure:
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Bureaucratic structure, with formal rules & regulations maximizes effectiveness (refuted by later research)
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Human relations approach:
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assumes workers performance is affected primarily by social factors (e.g. attitudes towards supervisors)
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Hawthorne effect:
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increase in performance resulting from increased attention (in factoreis and in research)
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Ouci's Theory Z:
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Incorporate elements of American & Japanese models of management: consensual decision-making, slow promotion, holistic knowledge of company, individual responsibility
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Total Quality Management:
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Components include: cooperation, teamwork, cross-training of worker, task variety, feedback from the work process
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Lewin's Leadership Styles:
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Autocratic - make decisions alone (high productivity)
Democratic - involve others (satisfied workers) Laissez-Faire - allow others to make decision ( |
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Consideration vs. Intiating Structure:
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Basic, independent, dimensions of leaders:
Consideration - person-oriented, focus on human relation Intiating - task-oriented, focus on goal-setting |
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Theory X vs. Theory Y Leaders:
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Proposed by McGregor - Theoryx: scientific management, motivation is determined by lower-level needs
Theory Y: human relations, focus that workers need freedom and autonomy (acc. to McGregor, Theory Y leads to a more effective orginization) |
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Fiedler's Contigency Theory:
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High LPC leaders: do better in moderately favorable situations
Low LPC leaders: do better in low or high favorable situations |
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House's Path-Goal Theory of Leadership:
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productivity is maximized when leaders are perceived as helping workers achieve goals
Instrumental: clear rules, procedures Supportive: establish relationships Participative: inclde all in decision-makin Achievement-oriented: set challenging goals |
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Transformational vs. transactional Leadership:
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Transformational: change focused, motivate workers by appealing to higher-level needs
Transactional: stability-focused, emphasize rules, rewards and punishments |
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Normative Model of Leadership (Vroom & Yetton)
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AI: all decisions on own
AII:obtain info from other & then make decisions CI: discuss problems with ind. workers, and then decide on own CII:Discuss problems with group, then decide GII:discuss problems with group & reach group decision |
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Process consultion:
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helping team membersunderstand and alter process that are undermining their interactions (communication, conflict resolution)
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Comunication Networks:
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Centralized: passes thru one person (wheel, chain - works for simple, mundane tasks)
Decentralized: info flows freely between individuals (circle- best for complex task requiring cooperation - also linked to increased satisfaction) |
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Individual Decision-Making
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Rational-Economic model: search all possible solutions until find the optimal one, requires lot of info, time & ability to process it all
Administrative model: evaluates solutions as they become available, & choosing the 1st one that is minimally acceptable |
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Alderfer's ERG Theory
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E = Existence
R = Relatedness G = Growth |
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McClelland's Need for Achievement
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nACh:desire autonomy, moderatley challenging tasks, and sek recognition
nPOW:(power) motivated by control over others, prestige (good manageers) nAFF: (affiliation) motivated by good interpersonal relationships, avoid conflict |
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Job enrichment
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Designed to increase motivation (from Herzberg's model) gives workers more challenge, responsibility, and opportunities for advancement
Research notes it is most effective for younger, well-educated, & nACh |
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Job Characteristics model
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Factors that influence internal work motivation & satisfaction:
1)Skill Variety:more skills 2)Task Identity: jobs that encompass whole picture 3)Task Significance:jobs that have importance to others 4)Autonomy:independence, decision-making 5)Feedback: feedback provides more meaning Research: increases motivation, satisfaction, & lowers turnover but no effect work quality |
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Equity Theory
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Workers compare their input to their output, if the ratio is less than they perceive others to be, they are motivated to create equity (put forth more or less effort)
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Alderfer's ERG Theory
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E = Existence
R = Relatedness G = Growth |
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McClelland's Need for Achievement
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nACh:desire autonomy, moderatley challenging tasks, and sek recognition
nPOW:(power) motivated by control over others, prestige (good manageers) nAFF: (affiliation) motivated by good interpersonal relationships, avoid conflict |
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Job enrichment
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Designed to increase motivation (from Herzberg's model) gives workers more challenge, responsibility, and opportunities for advancement
Research notes it is most effective for younger, well-educated, & nACh |
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Job Characteristics model
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Factors that influence internal work motivation & satisfaction:
1)Skill Variety:more skills 2)Task Identity: jobs that encompass whole picture 3)Task Significance:jobs that have importance to others 4)Autonomy:independence, decision-making 5)Feedback: feedback provides more meaning Research: increases motivation, satisfaction, & lowers turnover but no effect work quality |
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Equity Theory
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Workers compare their input to their output, if the ratio is less than they perceive others to be, they are motivated to create equity (put forth more or less effort)
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Biographical inventories are most effective when the items are:
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Empirically derived (each item has demonstarted correlation with some aspect of job success)
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Low job satisfaction is most strongly correlated with:
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High turnover (-.40)
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Process consultion focuses on improving:
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Communication & interactions between group members of an orginization
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Quality Circle:
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Increases worker participation in goal-setting & decision-making, research shows it has short-term beneficial effects
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Assessment centers
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Multi-dimenisional assessment techniques, using work simulation, written tests, & interviews. Used most for managerial staff
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Research ongender in goal setting theory note
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the theory is equally applicable to both
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A quality oriented culture emphasizes group or individual achievment?
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In contrast to traditional culture, it emphsizes GROUP achievment
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Satisfaction with the group leader is most related to:
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The leaders level of consideration
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Empirical support for the notion that Quality Circles actually improve quality of work life is lacking due to:
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the non-binding nature of theworker suggestions on their supervisors
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Machines are better than humans at:
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taks that involve cosistency, relaibility, recognizing stimuli as beonging to a certain class (humans better at recognizing pattersns that vary)
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Tiedman & O'Hare's Decision Making Career Model is correlated with _______ developmental stages:
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Erikson's psychosocial stages
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Regarding gender and leadership, research has shown:
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Women tend to use a participatory style more, men more an autocratic style
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Vocational Maturity
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Term coined by Super to refer to the degree to which a person's progress in his sequence of work stages to be appropriat given the person's age
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While early research showed differential validity to be a major problem, now we know it really was due to
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small sample sizes
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Best predictor of job test is likely
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Aptitude test (biodata is also very good)
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In basket technique is used typically with:
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Managers (part of assessment centers)
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Acc. to Drivr, Career concept refers to an individuals:
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Career decisions (frequency of job change, type of job change, & direction of change)
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Baltes found that flexitime had its greatest impact on_______
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abseentism
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"Leaderless group discussion" at assessment centers is used for:
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Identifying or developing a managers leadership skills
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Hershey & Blanchard leadership styles:
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Telling style = high task, low relationship
Selling = high task, high relationship Participatory = low task, high relationship Delegating = low task, low relationship |
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According to the Cleary model, a test is unfair when:
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The slope of the regression line is different for different groups
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Criterion contamination results in a spuriously high
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Validity coefficient
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The Big 5 personality characteristics were derived from what approach?
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A lexical one, from Galton
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