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I/O Psychology Test 2 Ch. 5-14
Intro to I/O Test
115
Psychology
Graduate
10/13/2013
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Term
Performance Appraisal
 Definition
The systematic evaluation of job performance. Used for personnel decisions, developmental purposes, and documentation for ADA etc.
Term
Graphic Rating Scales
 Definition
How a ratee falls on traits and behaviors. Commonly rated on a likert scale. (1 below expectations, etc.)
Term
Weighted Checklist
 Definition
(Performance Appraisal) Items weighted for significance and effectiveness.
Term
Forced-choice Checklists
 Definition
Choose two out of four descriptions that describe the employee. All seem favorable but only two are good discriminators.
Term
Rank Ordering/Paired Comparison
 Definition
Employees ranked best to worst vs. Employees ranked against every other employee.
Term
Causes of Rating Errors
 Definition
Observing, Encoding, Storing, Retrieving, Integrating.
Term
Halo Effect
 Definition
Rater uses a global evaluation when they should be discriminating between independment dimensions. True halo is when an employee is competent in all dimensions.
Term
Recency/Primary Effect/Similar-to-me Effect
 Definition
Recency - rater is affected by the recent performance of an employee. Primary Effect - rater is affected by the performance of the employee when they first met. Similar-to-me effect - Rater is affected if an employee is similar to them.
Term
Leniency
 Definition
Is when the mean of all ratings is higher than the mid point.
Term
Central Tendency
 Definition
Use only the mid-point. (Ratings of 50 out of 100 etc.)
Term
Performance Appraisal
 Definition
The systematic evaluation of job performance. Used for personnel decisions, developmental purposes, and documentation for ADA etc.
Term
Graphic Rating Scales
 Definition
How a ratee falls on traits and behaviors. Commonly rated on a likert scale. (1 below expectations, etc.)
Term
Weighted Checklist
 Definition
(Performance Appraisal) Items weighted for significance and effectiveness.
Term
Forced-choice Checklists
 Definition
Choose two out of four descriptions that describe the employee. All seem favorable but only two are good discriminators.
Term
Rank Ordering/Paired Comparison
 Definition
Employees ranked best to worst vs. Employees ranked against every other employee.
Term
Causes of Rating Errors
 Definition
Observing, Encoding, Storing, Retrieving, Integrating.
Term
Halo Effect
 Definition
Rater uses a global evaluation when they should be discriminating between independment dimensions. True halo is when an employee is competent in all dimensions.
Term
Recency/Primary Effect/Similar-to-me Effect
 Definition
Recency - rater is affected by the recent performance of an employee. Primary Effect - rater is affected by the performance of the employee when they first met. Similar-to-me effect - Rater is affected if an employee is similar to them.
Term
Leniency
 Definition
Is when the mean of all ratings is higher than the mid point.
Term
Central Tendency
 Definition
Use only the mid-point. (Ratings of 50 out of 100 etc.)
Term
Severity
 Definition
Consistently low ratings.
Term
Rater Training
 Definition
Reduces errors
Term
Frame of Reference (FOR) Training calibrated raters so a given score means the same to all. Improves accuracy.
 Definition
Term
Leader Member Exchange (LMX) Theory
 Definition
Leaders have different relationship with different members. High LMX = high rating. Low LMX = objective rating. Communication = favorable ratings across levels of LMX.
Term
360 degree feedback
 Definition
Multiple raters at multiple levels in an organization. Subordinated, Managers/Boss, colleagues etc. Multiple perspectives overcome singe rater biases and idiosyncrasies.
Term
Upward Appraisal
 Definition
Done by subordinates.
Term
Recruitment
 Definition
The process of encouraging potentially qualified applicants to seek employment with a particular company.
Term
Person-Environment Fit
 Definition
The agreement or match between and individual's KSAO's and values and the demand of a job and characteristics of an organization.
Term
Cybervetting
 Definition
The use of social media as part of background investigations used to make employee selection decisions.
Term
Steps of Predictive Validation
 Definition
1)Gather predictor data on all of the applicants. 2) Hire some of the applicants to fill the open positions. 3) After several months, gather performance data that can serve as the criteria for our validation study. 4) Compute a validity coefficient between the predictor score and the criterion score.
Term
Steps of Concurrent Validation
 Definition
1) Collect data on both predictors and criteria from incumbent employees at the same time. 2) Compute a validity coefficient between the predictor score and the criterion score.
Term
Validity Shrinkage
 Definition
A statistical phenomenon reflecting the likelihood that a given selection battery will demonstrate lower validity when employed with a different sample.
Term
Multiple Cutoff and Multiple Hurdle Approach to Selection
 Definition
A non-compenstory model of employee selection in which "passing scores", or cutoffs, are set on each predictor. multiple hurdle is similar but applicants are measured on each subsequent predictor only if they've scored above the cutoff on the previous predictor.
Term
Utility
 Definition
The degree to which a selection battery is useful and cost efficient.
Term
Validity
 Definition
Maximizing hits and correct rejections while minimizing misses and false alarms.
Term
Base Rate
 Definition
The percentage of current employees who are successful on the job.
Term
Selection Ratio
 Definition
The number of job opening divided by the number of applicants. Typically the smaller the selection ratio, the greater the potential utility of the selection battery.
Term
discrimination 80% rule of thumb.
 Definition
Example: If you hire 50 women out of 100 have to hire 40 men. If that is the concerned group.
Term
Affirmative Action
 Definition
A practice employed in many organizations to increase the number of minorities or protected class members in targeted jobs.
Term
Brennan v. Prince William Hospital Corp. (1974)
 Definition
Must be sizable and reasonable differences in the work to support different pay for men and women. Men wanted higher pay because they had to lift patients.
Term
Ledbetter v. Goodyear (2007)
 Definition
Statute of limitations began running at the initial payment, so it was too late for Ledbetter to sue
Led to the 2009 passage of the Lilly Ledbetter Fair Pay Act
The unfair discriminatory practice occurs every time one is affected by the decision and, therefore, the statute of limitations does not run out
Term
Family and medical leave act.
 Definition
People may take 3 weeks of unpaid leave for things such as birth of a baby or sickness.
Term
Organizational Theory
 Definition
A set of propositions that explains or predicts how groups and individuals behave in varying organizational structures and circumstances.
Term
Classical Organizational Theory.
 Definition
- Organizations exist for economic reasons and to accomplish productivity goals.
- Scientific analysis will identify the one best way to organize for production.
- Specialization and the division of labor maximize production.
- Both people and organizations act in accordance with rational economic principles.
Term
Humanistic Theory
 Definition
Emphasizes employee's motives, goals, and aspirations, and the relationship between supervisor and subordinate.
Term
Open-systems theory
 Definition
Inputs, throughputs, and outputs. As long as organizations cycle through this they thrive.
Term
Equifinality
 Definition
You can get the same result in multiple ways.
Term
Organizational Development
 Definition
A planned organization-wide effort to increase organizational effectiveness through behavioral science knowledge and technology.
Term
Characteristics of OD Problems (Potential Dennis ?)
 Definition
1.Involve the total organization.
2. Be supported and initiated by top management.
3. Entail a diagnosis of the organization, as well as an implementation plan.
4. Be a long-term process.
Focus on changing attitudes, behaviors, and performance of groups/teams.
5. Emphasize the importance of goals, objectives, and planning.
Term
Why OD?
 Definition
Always social, technical, economic, political, or environmental change.
Term
3 Elements of Organizational Change
 Definition
- Change agent who initiates the change. (I/O Psychologist)
- Client needs to be involved for it to be successful.
- Intervention
Term
Lewin's Change Model
 Definition
Better to change forces of stability. Unfreezing-Moving-Refreezing.
Term
Action Research Model
 Definition
Motivated by social problems needing to be addressed.
Term
Survey Feedback
 Definition
Basis of planning.
Term
Team Building
 Definition
Technique used to build teams or to enhance existing ones.
Term
Total Quality Management
 Definition
Focuses on employee development in the control of quality in organization. Series of stages.
Term
Gainsharing
 Definition
Involves paying employees a bonus based on improvements in productivity.
Term
Technostructural Interventions
 Definition
Focus on the technology and structure of organizations.
Term
Organizational Transformation
 Definition
Changing and organizations beliefs, purpose, and mission. Often cultural change.
Term
Predictor
 Definition
used in place of criterion to predict performance. AKA a test.A test is a systematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories.
Term
Computer Adaptive Testing
 Definition
How one scores on earlier questions affects the difficulty of subsequent questions. Believed to be more precise and to quickly identify individuals ability level. Example computer based GRE.
Term
Speed Tests vs. Power Tests
 Definition
Speed Tests - composed of relatively easy items with a short time limit in which individuals must complete as many items as they can. Power Tests - composed of relatively difficult items with no or long time limit.
Term
Individual vs. Group Tests
 Definition
Individual - administered to one person at a time. Group - administered to many people at a time.
Term
Performance Tests
 Definition
Require the manipulation of an object or a piece of equipment.
Term
Criterion-Related Validity
 Definition
Validity of whether or not a predictor is a good predictor of attitudes, behavior, or performance. Validity coefficent is the correlation between the predictor and a criterion.
Term
Cognitive ability tests
 Definition
General and Specific test. Believed to be important in regards to learning on the job.
Term
Wonderlic Personnel Test
 Definition
General Cognitive Ability test. Accounts for 25% of performance variance in people.
Term
Specific Cognitive Ability Test
 Definition
- Attempts to predict job performance through testing specific cognitive abilities.
- Mecahnical Ability - focus on mechanical relations, too recognition, etc.
- Spatial Ability - focus on geometric relations, visualizing objects, mental rotation.
- Clerical Ability - Perceptual speed and accuracy in processing verbal and numerical data.
Term
Emotional Intelligence
 Definition
Is the ability of a person to deal effectively with his or her emotions and the emotions of others.
Term
Psychomotor Tests
 Definition
Tests that measure both the speed and accuracy of motor and sensory coordination.
Term
Faking
 Definition
Individuals can potentially guess the responses that are likely to result in high scores.
Term
Integrity Tests
 Definition
Tests used in an attempt to predict whether an employee will engage in counterproductive work behavior such as cheating, stealing, or sabotage.
Term
Correlation of General Cognitive Ability and Performance
 Definition
r=.53
Term
Correlation of specific cognitive ability and performance.
 Definition
r=.40-.50
Term
Correlation between psychomotor ability and performance.
 Definition
r=.53
Term
Correlation between Personality Tests and performance
 Definition
r=.30
Term
Correlation between integrity tests and performance
 Definition
r=.34-.47
Term
Correlation between work samples and performance.
 Definition
r=.44
Term
Work Sample tests
 Definition
Attempt to duplicate performance measures and use them as predictors.
Term
Situation judgement tests
 Definition
Paper and pencil or video vignette that provides scenarios for candidates to choose the best response.
Term
Assessment Center
 Definition
Multiple raters evaluate applicants on a standardized set of predictors.
Term
List 4 of the characteristics of an organizational development program. Choose one of those 4 and explain how overlooking it may lead to a failed OD program.
 Definition
- Involve the total Organization
- Be supported and initiated by top management.
- Entail a diagnosis of the organization.
- Be a long-term process.
- Focus on changing attitudes, behaviors, and performance of groups/teams.
- Emphasize the importance of goals, objectives and planning
Term
Choose 3 organizational development interventions and briefly describe what they consists of.
 Definition
- Survey Feedback
- Team Building
- Total Quality Management
- Gainsharing
- Technostructural Intervention
- Positive Organizational Development
- Organizational Transformation.
Term
Compare and contrast predictive and concurrent validation designs for validating a selection battery.
 Definition
- In predictive validation you are collecting data from all of the applicants, hiring some applicants, then gather performance data after a few months, and then compute the validity between the predictor score and their performance. Concurrent validation takes the data from incumbent employees rather than new hires.
Term
Describe the multiple cutoff and multiple hurdle approaches to selection.
 Definition
- The multiple cutoff approach to selection is where you assign cutoff values to each of the tests you are giving applicants. The multiple hurdle approach is similar but the applicant must pass each test to continue on with subsequent tests. It is a standardized order for this one, and usually goes from least expensive to most expensive test.
Term
. List and describe two traditional approaches to training.
 Definition
- Lecturing is one of the oldest methods, it’s economical and is good for learning facts, but not as good for learning interpersonal skills.- On the job training is the most widely used, where a worker is trained by interacting and learning from an incumbent while working on the job.
Term
. Compare and contrast the two types of fidelity that are taken into consideration when designing a work simulator.
 Definition
- Physical fidelity is basically does the work simulator resemble the real life work scenario that it’s trying to teach. Psychological fidelity refers to are the behaviors that are needed for success on the work simulator also needed for success on the job.
Term
1. Explain how control theory relates to workplace well-being and stress.
 Definition
a. Control theory states that if you feel you have control over the situation, your work, and the environment that you’re in you will feel less stress over your situation rather than if you feel you have no control.
Term
2. Explain the difference between problem-focused coping and emotion-focused coping and give an example of each.
 Definition
a. Problem focused coping is about dealing directly with the source of the problem and fixing it. Emotion focused coping is about better handling the stress such as by taking a deep breath, or convincing yourself that perhaps the situation is equitable.
Term
1. Describe Expectancy Theory.
 Definition
a. Expectancy theory is the belief that effort will be successful, performance is linked to outcomes, and level of satisfaction or value individual expects to get from out come. All these characteristics have to be there.
Term
2. In regards to goal-setting theory, describe how goals affect behavior and the 3 to 4 major tenets of goal-setting theory.
 Definition
a. Direct attention to a particular task, Mobilize on task-effort, enable us to persist, facilitate strategies that can be used at a higher cognitive level to move toward goal attainment.
Term
3. Describe Equity Theory.
 Definition
a. Peoples perception and beliefs about the fairness of their treatment at work affect their motivation, attitudes, and behavior.
Term
1. Name and define 3 of the five types/bases of power developed by French & Raven. In addition, briefly describe an example of each.
 Definition
Legitimate, Reward, Coercive, Expert, Referent. Legitimate power is bestowed on an individual by the organization. Reward – results from ability to control rewards or customers of others. Expert – power affiliated with special knowledge or proficiency. Coercive based on ability to control.
Term
. Briefly describe and explain Fieldler's Continency Theory and what the Least Preferred Coworker scale measured.
 Definition
. This theory was the first leadership approach to specifies interaction between characteristics and situations. Leader orientation, least preferred coworkers. Leader member relations.
Term
3. Give a description of transformational leadership and how it is seen as beneficial.
 Definition
a. Idealized influence, inspirational motivation, intellectual stimulation, individualized consideration.
Term
Describe the findings of The Ohio State Studies.
 Definition
b. Initiating structure leader defines roles, consideration extent that leaders act in a supportive way towards their employees. Rate leaders on a continuum.
Term
. What are the three performance factors in Campbell's Taxonomy of Performance that are present in every job?
 Definition
Demonstrating effort, supervision, management
Term
According to Boreman and Motowidlo, what are the three distinctions of contextual performance from objective and subjective task performance?
 Definition
Activities vary minimally across jobs, not really formally instituted by a company, have different antecedents
Term
Compare and contrast Tuckman's Five Stage Model of Group Development with Gersick's Punctuated Equilibrium model.
 Definition
1.) Compare and contrast Tuckman's Five Stage Model of Group Development with Gersick's Punctuated Equilibrium model. Tuckman proposed that groups go through 5 consecutive stages which were Forming, Storming, Norming, Performing, Adjorning. Gersick said that groups fluctuate more in between the stages rather than them being consecutive.
Term
the 5 steps to effective group decision making and briefly talk about what happens at each step
 Definition
Diagnose the problem
- Generate Solutions
- Evaluate the solutions
- Choose a solution
- Implement
Term
Describe two cognitive errors in performance appraisal.
 Definition
Halo, Central Tendency, Leniency, Recency, Similar-to-me.
Term
What are the pros and cons of a forced-choice checklist?
 Definition
Pro it reduces bias, con raters don’t like it because they feel they lose control. What if no choices describe employee.
Term
1. Using the Theory of Planned Behavior (Ajzen & Madden, 1986), explain two ways behavior can be influenced.
 Definition
a. Your attitudes, subjective norms, and perceived behavioral control can affect behavior.
Term
2. As conceptualized by Meyer and Allen, list the three components of organizational commitment. Choose one of the components and describe why an individual might be high in that form of commitment.
 Definition
Commitment, Continuance commitment, normative commitment. Continuation commitment which is attachment to an organizations as a function of what the employee has invested in it. Aka sunk costs commitment.
Term
1. What is incremental validity and what does it have to do with predicting job performance?
 Definition
a. Basically, in prediction, one kind of predictor doesn't account for all of the variance in performance, so we use multiple predictors in the effort to account for as much variance as possible. Each predictor provides incremental validity for variance in performance.
Term
2. What is emotional intelligence and what does it significantly predict?
 Definition
a. The ability for a person to deal effectively with his or her emotions and emotions of others.
Term
Herzberg Two Factor Theory
 Definition
Determinants of job satisfaction are different from those of job dissatisfaction. Motivators are needed for job satisfaction - Recognition, responsibility, interesting work. Hygienes prevent dissatisfaction. - supervisor, salary, working conditions.
Term
Kirkpatricks Taxonomy
 Definition
Reaction Criteria – Trainees’ attitudes or reactions to the training program. Often measured with a survey.
Learning Criteria – How much of the material is actually learned. Measured by a knowledge test.
Behavioral Criteria – Involves the changes that take place back on the job. (Closely linked with transfer of training.)
Results Criteria – The ultimate value of a training program to a company. “Was the training worth it?” Cost vs. Reward
Term
Hackman and Oldham's Job Characteristics Theory
 Definition
Emphasizes fit between individuals and the job. Motivation determined by effects of both individual personality and characteristics of the job.
Term
Equity theory vs expectancy theory
 Definition
Equity = perceptions of fairness based on your inputs and outcomes and the perceived fairness to others. Expectency AKA VIE theory is where you expect to be able to do the job, instrumentality your performance is linked to out-comes. Valence, do you value the work and outcome.
Term
Control Theory and self regulation.
 Definition
If you think you have control over the situation, environment, outcome your likely to be motivated versus if you think you have no control.
Term
Theory of Planned Behavior
 Definition
Attitudes, subjective norms, and perceived behavioral control leads to intentions which leads to behavior. Also, perceived behavioral control can lead directly to behavior.
Term
Ohio State Studies
 Definition
Involved initiating structure vs. consideration.
Term
Emotion Focused Coping VS. Problem Focused Coping
 Definition
Emotion - taking a deep breath, telling your self the situation is equitable, your trying to minimize the emotional effects. Problem - go to the source, fix the problem, eg. ask for a raise etc.
Term
Transformational VS. Transactional Leadership
 Definition
Transformational - Leader and subordinate interact so that they are raised to a higher level of motivation and morality. These leaders provide. Idealized influence, inspirational motivation, intellectual stimulation, individualized consideration. Transactional leadership - is based on contingent reward and management by exception.
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