Term
| Formal Definition of I/O Psychology |
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Definition
| Application of psychological principles and theories to the workplace. |
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| Casual Definintion of I/O Psychology |
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Definition
| The study of how people get along with each other at work and are able to do their jobs effectively. |
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| Associated with job analysis, training, selection, and performance measurement. |
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| Organizational Psychology |
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Definition
| Deals with motivation, work attitudes, and leadership. |
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Definition
| skills, abilities, and capabilities that allow people to effectively perform functions. |
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Definition
| process for generating a body of knowledge |
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Term
1. Description
2. Explanation
3. Prediction
4. Control |
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Term
1. Empiricism
2. Determinism
3. Discoverability |
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Definition
| Assumptions of Science (3) |
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Definition
| Set of interrelated concepts and propositions that present a systematic view of concepts. |
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1. Parsimony
2. Precision
3. Testability
4. Usefulness
5. Generativity |
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Definition
| Things that make a good theory (5) |
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Definition
| Approach to science that consists working data to theory. |
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| Start with theory and then collect data. |
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| Anything that is systematically manipulated by the researcher. |
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| Variable of interest that we design our study to assess. |
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Definition
| Any other variable that can contaminate results. |
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Definition
| Extent to which we can draw causal inferences about variables. |
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Definition
| Extent to which results obtained generalize to/across other people, settings, and times. |
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| Must ensure that we make a causal inference about our IV affecting our DV. |
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Term
1. Random Assignment
2. Manipulation |
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Definition
| Two critical issues concerning experimental method. |
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Definition
| Each participant has an equally likely chance of being assigned to any condition. |
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Definition
-Random Assignment and manipulation of IVs are used to increase control.
-Contrived setting for study
-Trade internal for External Validity |
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Definition
-Take advantage of realism for external validity
-Use random assignment and manipulation within real settings |
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Definition
-Field studies without random assignment
-Use intact groups |
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Definition
-Does not use random assignment or manipulation
-Makes use of available resources |
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Term
1. Naturalistic Observation
2. Case studies
3. Archival Research
4. Surveys
5. Self-administered Questionairres
6. Interviews |
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Definition
| Data Collection Techniques (6) |
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Term
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Definition
| Form of data collection: Observation of someone or something in its natural environment. |
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Term
| Participation Observation |
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Definition
| Form of Naturalistic Observation where observer tries to blend in completely with those to be observed. |
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Definition
| Form of naturalistic Observation: tries to objectively observe but not fit in. |
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Definition
| Form of data collection: Examination of individual,group, company, or society. |
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Definition
Form of data collection: Rely on secondary data sets collected by other people for general or specific purposes.
Usually include both longitudinal and cross-sectional data. |
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Definition
| Form of data collection: Involve selection of a sample and administration of a questionnaire. |
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Term
| Self-Administered Questionnaires |
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Definition
| Form of data collection: Surveys completed by respondents in absence of investigator. |
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Term
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Definition
| Form of data collection: Investigators ask a series of questions either verbally or in written form. |
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Definition
| Assignment of number to objects or events in such a way as to represent specified attributions of the objects. |
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Definition
| Dimension along which individuals can be measured and along which they vary. |
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Definition
| things that make measurement inaccurate |
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Term
1. Reliability
2. Validity |
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Definition
| Two important measurement concerns |
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Definition
| The consostency or stability of a measure. |
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Definition
| reflects consistency of a test over time. Stability coefficient. |
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Definition
| Extent to which two independent forms of a test are similar measures of the same construct. |
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| Extent to which multiple raters or judges agree on ratings made about a person, thing or behavior. |
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Term
| Internal Consistency reliability |
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Definition
-Indication of interrelatedness of items
-Tells us how well items hang together
-Split-half & Inter-item |
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Definition
| Extent to which the test measures the underlying construct it was intended to measure. |
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| abstract quality that is not observable and difficult to measure. Ex. Self-esteem |
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Definition
| Degree to which a test covers a representative sample of quality being assessed. |
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Term
| Criterion-related Validity |
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Definition
| degree to which a test covers a representative sample of quality being assessed. |
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Definition
| Extent to which scores obtained at one point in time predict criteria at some later time. Ex. GRE = Grad school success |
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Definition
| Extent to which a test predicts a criterion that is measured at the same time as the test. |
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Definition
| Data on both predictors and criteria are collected from incumbent employees at the same time. |
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| Measure is related to other measures of similar constructs. |
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Definition
| Measure is not related to measures of dissimilar constructs. |
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Definition
| An efficient device for summarizing in numbers the values, characteristics, or scores describing a series of cases. |
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Term
1. Measures of Central Tendency
2. Measures of Dispersion
3. Correlation and Regression |
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Definition
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Term
| Measures of Central Tendency |
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Definition
| Type of Stat: Characterize a member of a group. Mean, median, mode. |
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Term
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Definition
| Type of Stat: Tell how closely scores are grouped around the mean. Range, Variance, Standard Deviation. |
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Definition
| Depicted by bell-shaped curve. Most scores are around the mean with fewer at the extremes of the distribution. |
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Definition
| Index of the strength of relationship between two variables (r) |
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Definition
| Can predict one variable form another. |
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Definition
-Methodology used to do quantitative literature reviews.
-Used to do simple narrative reviews
-Combine the empirical findings to quantify the relationship between two variables. |
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Definition
| Systematic review and evaluation of employees' job performance and the delivery of performance feedback. - |
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Term
1. Personal Decisions
2. Developmental purposes
3. Documentation |
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Definition
| Uses of Performance Appraisal (3) |
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Term
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Definition
process of individual performance improvement which includes:
-Goal Setting
-Coaching/Feedback
-Performance Appraisal
-Developmental Planning |
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Term
1. Graphic Rating Scales
2. BARS
3. Checklists
4. Employee Comparison Procedures |
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Definition
| Various ways to conduct appraisals (4) |
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Term
| 1. Identify 2. Generate . 3. Retranslate 4. Rate 5. Choose |
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Definition
| 5 steps of BARS (Behaviorally Anchored Rating Scale) |
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Definition
| Read large number of behavioral statements and see if individual exhibits each behavior. |
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Definition
| variant of the checklist in which items are weighted by importance. |
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Definition
| Choose 2 out of the 4 items describing the employee. |
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Term
| Employee Comparison Procedures |
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Definition
| Ratees evaluated based on how well they measure up to peers/ colleagues |
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Definition
| Type of Employee Comparison Procedures: employees ranked best to worst |
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Definition
| Type of Employee Comparison Procedures: compare each employee to every other employee. |
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Definition
| Type of Employee Comparison Procedures: Raters distribute ratees into 5 to 7 categories. |
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Term
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Definition
| Rating Errors occur largely because of limits of __________ _____________. |
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Term
1. Observe (miss important behaviors)
2. Encode (label info incorrectly)
3. Store (store wrong info)
4. Retrieve (Retrieve irreleveant info)
5. Integrate (bias) |
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Definition
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Term
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Definition
| Rater's tendency to use a global evaluation of a ratee in making decision-specific ratings |
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Term
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Definition
| Rater's unwillingness to discriminate between independent dimensions of ratees' performance |
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Definition
| Resulting from accurate incorrelations among dimensoins. |
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Definition
| Mean of one rater's ratings is higer than mean of all raters |
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Term
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Definition
| Mean of ratings higher than midpoint of rating scale. |
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Term
1. Raters like ratees
2. Rater want to be liked by ratees
3. Keep peace in workplace
4. Im for supervisors |
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Definition
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Term
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Definition
| Raters use only the midpoint of the scale in rating their employees |
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Term
1. Inexperience; default with high marks
2. Laziness
3. Raters afraid to discriminate |
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Definition
| Why Central Tendency occurs |
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Term
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Definition
| Tend to use only the low end of the scale when rating employee performance |
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Term
1. Motivate Employees
2. Humble Employees
3. Provide baseline for improvement
4. Maintain control |
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Definition
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Term
1. Ratings do not adequately discriminate between effective and ineffective employees(range restriction)
2. Not provide adequate and needed info
3. Could be of "True" Variety |
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Definition
| Problems with Distributional Errors (3) |
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Term
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Definition
| Raters rely heavily on most recent interactions or observations when rating performance. |
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Term
| First Impression Error (Primacy) |
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Definition
| Raters pay inordinate amounts of attention to initial experiences with employee. |
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Term
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Definition
| Raters give more favorable ratings to raees they perceive to be like them |
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Term
| Rater Error Training (RET) |
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Definition
| To reduce errors through awareness of them. |
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Term
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Definition
| Assumption that reducing errors increases accuracy is _______; in fact, it can reduce __________. |
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Term
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Definition
-Way to reduce error by enhancing observational/ categorizational skills
-Increases consistency of ratings
-Improves Accuracy |
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