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Definition
2 objectives:
1) to conduct research in an effort to increase our knowledge and understanding of human work behavior.
2) to apply that knowledge to improve work behavior, the work environment, and the psychological conditions of workers. |
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Term
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- selection & placement
- training & development
- performance appraisal
- organizational development
- quality of work life
- ergonomics |
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| human resources in the future |
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Definition
- organizations have become more responsive to the needs of workers
- companies will offer better benefits to attract and retain the best workers
- older employees will need additional training because of the evolution of technology
- I/O is focusing more on seeing the worker as a "whole person" rather than just a working being. |
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- the opportunity for different viewpoints and perspectives that will lead to organizational creativity and innovation
- help an organization in understanding and reading new markets for products or services
- help in recruiting and retaining the best workers
- reduced organizational conflict and greater cooperation among workers |
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| popular I/O research topics |
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Definition
career development, employee selection, leadership, performance appraisal
job stress, gender, turnover, motivation, training, work environment, organizational level, job satisfaction, values, shift work, unemployment |
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human relations movement: a movement based on the studies of Elton Mayo that emphasizes the importance of social factors in influencing work performance.
- a harmonious work environment, with good interpersonal relationships among coworkers, will be a productive work environment, particularly when the work itself is boring or monotonous. |
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| the future of the workplace |
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Definition
- changing the nature of work
ex. organizational downsizing: a strategy or reducing an organization's workforce to improve organizational efficiency and/or competitiveness
- expanding focus on human resources
- increasing diversity of the workforce
- increasing globalization of business |
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Definition
- (also model) the organization of beliefs into a representation of the factors that affect behavior
- by testing hypotheses thought the collection of systematic observations of behavior, a researcher may eventually develop a theory |
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Definition
sampling: the selection of representative group from a larger population for study
stratified: the selection of research participants based on categories that represent important distinguishing characteristics of a population
- begins with the designation of important variables that divide a population into subgroups, or strata |
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Term
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Definition
- the selection of research participants from a population so that each individual has an equal probability of being chosen
- research participants are chosen from a specified population in such a way that each individual has an equal probability of being selected |
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Term
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| - in the experimental method, the variable that is acted on by the independent variable; the outcome |
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Term
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| - in the experimental method, the variable that is manipulated by the researcher |
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Definition
- a research design characterized by high degree of control over the research setting to allow for the determination of cause-and-effect relationships among variables
- is most commonly associated with research conducted in a laboratory, although it can also be applied in an actual work setting, in which case it is known as a field experiment |
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Definition
- whether research results obtained in one setting will apply to another setting
VERSUS
internal: the extent to which extraneous or confounding variables are removed |
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Definition
| - a technique that allows results from several different research studies to be combined and summarized |
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| - a detailed description of job tasks, procedures, and responsibilities; the tools and equipment used; and the end product or service |
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- a statement of the human characteristics required to perform a job
- ex. physical and personal traits, work experience, and education |
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Definition
| - an assessment of the relative value of a job to determine appropriate compensation |
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Definition
- Participation
- Existing data
- Interviews
- Surveys
Subject matter expert: an individual who has detailed knowledge about a particular job
- Job diaries |
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Term
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Definition
- have job incumbents record their daily activities in a diary
- it provides a detailed, hour-by hour, day-by-day account of the worker's job
- however, it is quite time consuming, both for the worker who is keeping the diary and for the job analyst who has the task of analyzing the large amount of information contained in the diary |
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Term
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Definition
Knowledge: know to do a task
Skill: can do a task
Ability: capability to learn to do a task
Other personal characteristics: other attributes needed |
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Definition
- a structured job analysis technique that examines the sequence of tasks in a job and the processes by which they are completed
- has been used extensively by organizations in both public and private sectors |
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Definition
- another method of job analysis
- they can be open-ended, or they can involve structured or standardized questions
- any one source of information can be biased |
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Definition
| - a job analysis method that analyzes jobs in terms of the knowledge, skills, abilities, and other characteristics (KSAOs) required to perform the jobs |
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| critical incidents technique |
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Definition
| - a job analysis technique that relies on instances of especially successful or unsuccessful job performance |
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Term
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Definition
predictor: variables (that we are able to measure) about applicants that are related to (predictive of) the criteria
criterion: measures of job success typically related to performance |
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Term
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Definition
| - an accurate presentation of the prospective job (duties and responsibilities) and organization made to applicants |
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Term
| letters of recommendation/reference |
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Definition
Can provide 4 types of information:
- employment and educational history
- evaluations of the applicant's character
- evaluations of the applicant's job performance
- the recommender's willingness to rehire the applicant
Drawbacks:
- it is unlikely that applicants will give bad recommendations
- tend to be distorted in the positive direction |
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Term
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Definition
- Equal Employment opportunity commission (EEOC) was created to ensure that employers' employee selection and placement procedures complied with the anti-discrimination laws.
- protected groups: groups including women and certain ethnic and racial minorities that have been identified as previous targets of employment discrimination |
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Term
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Definition
speed versus power tests - speed tests have a fixed time limit.
- a power test allows the test-taker sufficient time to complete all items. typically, power tests have difficult items, with a focus on the percentage of items answered correctly |
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Term
| assessment center and test battery |
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Definition
test battery: a combination of employment tests used to increase the ability to predict future job performance.
- employment screening tests are usually grouped together
assessment centers: a detailed, structured evaluation of job applicants using a variety of instruments and techniques
- the most detailed forms of employment screening and selection |
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Term
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Definition
- the most widely used employee screening and selection device
- despite its widespread use, if not conducted properly, the hiring interview can be a very poor predictor of future job performance
snap judgement: arriving at a premature, early overall evaluation of an applicant in a hiring interview |
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Term
| multiple hurdle and multiple cutoff |
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Definition
cutoff: an employee selection method using a minimum cutoff score on each of the various predictors of job performance
hurdle: an employee selection strategy that requires that an acceptance or rejection decision be made at each of several stages in a screening process |
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Definition
| - when members of a protected group are treated unfairly by an employer's personnel action |
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Term
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| - the voluntary development of policies that try to ensure that jobs are made available to qualified individuals regardless of sex, age, or ethnic background |
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- a common method of establishing a measurement instrument's reliability by examining how the various items of the instrument intercorrelate
- if a test is reliable, each item should measure the same general construct, and thus performance on one item should be consistent with performance on all other items |
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Definition
- range from tests of general intellectual ability to tests of specific cognitive skills
- Mechanical, motor and sensory, job skills and knowledge, personality, honesty and integrity |
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| objectives of employee recruitment |
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Definition
- the process by which companies attract qualified applicants
- attract a large pool of qualified applicants |
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Term
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Definition
| - the formalized means of assessing worker performance in comparison to certain established organizational standards |
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| objective performance criteria |
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Definition
- measures of job performance that are easily quantified
VERSUS
- subjective PC: measures of job performance that typically consist of ratings or judgements of performance |
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Term
| criterion deficiency and criterion usefulness |
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Definition
deficiency: the degree to which a criterion falls short of measuring job performance
usefulness: the extent to which a performance criterion is usable in appraising a particular job |
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Term
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Definition
| - the extent to which performance appraisals contain elements that detract from the accurate assessment of job effectiveness |
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Definition
| - a method of gathering performance appraisals from worker's supervisors, subordinates, peers, customers, and other relevant parties |
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Term
| forced distribution method |
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Definition
| - assigning workers to established categories of poor to good performance with fixed limitations on how many employees can be assigned to each category |
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| leniency and severity errors |
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Definition
leniency: the tendency to give all workers very positive performance appraisals
severity: the tendency to give all workers very negative performance appraisals |
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| sources of performance ratings |
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Definition
- supervisors
- self appraisals
- peers
- subordinates
- customers
- 360 feedback |
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Term
| legal guidelines for performance appraisals |
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Definition
- job-related and based on job analysis
- are properly administered
formal, standardized, not too complicated
- provide specific feedback
focus on behaviors rather than traits, ratings are documented
- use appropriate raters
raters are trained, all relevant raters are used, raters used must be relevant and qualified |
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Term
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Definition
| - an overall positive evaluation of a worker based on one known positive characteristic or action |
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Term
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Definition
- leniency or severity
- halo or horns
- primacy or recency
- causal attribution
actor-observer bias
- personal biases
sex, race, age, physical attributes |
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Term
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Definition
- evidence indicates that there is a good agreement between performance ratings made by peers and those made by supervisors
- one issue is the conflict that could arise between employees who are evaluating each other |
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Term
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Definition
| Branch of psychology that is concerned with the study of behavior in work settings ad the application of psychology principles to change work behavior. |
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