Term
| Humanistic Potential Movement |
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Definition
| Humans don't like uncertainity. They want self-actualization: growth & development, nothing bad about human nature, focus from sick to healthy |
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Definition
| increase in productivity is due to attention workers were recieving |
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Definition
| Management and worker have common interests, effective workplace design, he thought employees were stupid and could be manipulated |
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Definition
| mangement and workers have conflicting interests, managements wants more work for less pay while employee wants more pay for less work, didn't think workers were stupid |
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Term
| Schneider's & Schmidt Concentric Circles |
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Definition
best when consider all through 3 factors,
individuals: KSAO's,
job characteristcs:
role requirements, tasks, social interactions
org level: selection, climate, training & development, larger environment:economic conditions, political stability |
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Term
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Definition
| inputs- transformation-output |
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Term
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Definition
| JA-R-S-T-PM all are sequential and interdepents |
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Term
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Definition
| tasks requirements & worker context, person requirements & KSAO, what a job entails |
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Term
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Definition
B= f (P,E)
match P to E (classic selection intervention)
Change P to better fit E (classic training interventions)
Change E to better fit P (classic OP/OD interventions)
Combo's of these strategies (match + change P; etc.) |
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Term
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Definition
physical design characteristics of org dimensions & measures:
size: # of members
shape of authority: # levels of supervision
centralization: degree to which power is shared
formalization: # of rules that govern work behavior
specialization: # of job/departments
regulation: #/type of sanctions for rule violations |
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Definition
| shared perceptions/valuations of org'l characteristics & work experiences; psychological attributes, common work/job/ org related attributres |
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Term
| Dimensions: Litwin & Stringer's climate scales |
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Definition
reward orientation: intrinsic vs. extinsic
perceived structure: manuals, rules
amount of (perceived) consideration/support: relationships, coworkers
amount of autonomy: power sharing
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Term
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Definition
relationship: involvment, peer cohesion, SS support
personal growth: autonomy, task orientation, work pres.
system main. & change: control, innovation, physical comfort
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Term
| James & James factor analysis of org'l climate |
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Definition
Superordinate “valuation” dim + 4 L&S/others dim’s
Role stress/harmony & clarity/ambiguity
Leadership facilitation/support
Peer/work-group cooperation & support
Job challenge & autonomy
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Term
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Definition
| assumptions developed by groups (w/r) external adaptation & internal coordination) that are taught to new members as the correct eay to t/f/a |
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Term
| Schein's level of cultural analysis |
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Definition
Artifacts: org'l symbols, myths
Espoused Values: explicit (what's important)
Underlying Assumptions: implicit cognitive processes, influence everything
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Term
| Hofstedes's power distance |
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Definition
| degree to which less powerful members of an org accept & expect unequal distribution of power |
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Term
| Hofstede's individualism/collectivism |
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Definition
| degree to which ind are expected to look after themselves vs. remaining integrated into groups |
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Term
| Hofstede's masculinity/feminity |
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Definition
| masculine cultures emphasize accomplishment & technical performance, feminine cultures emphasize interpersonal relationshoips & communications |
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Term
| hofestede's uncertainity avoidance |
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Definition
| extent to which members of culture feel comfortable in unstructered situations |
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Term
| hofestede's long vs. short orientation |
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Definition
| extent to which members of culture expect immediate vs. delayed gratification of material, social, & emotional needs |
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Term
| 2 purpose of org analysis info |
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Definition
1. design & evaluate org'l psychology/org'l developmental interventions
2. identify problems/targets for change |
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Term
| 2 rare uses of org analysis info |
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Definition
1. evaluate the likely impact of P/HR interventions upon an org's effectiveness: "match" & "change P" strategies vs. "change O"
2. studies show structure/climate/culture moderates ability-peformance & motivation-performance/satisfaction |
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Term
| Andrews research of struct/clim/cult |
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Definition
| attributes of individuals correlated with peformance in an organization that is oriented to that straight |
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Term
| Litwin & Stringer research on struc/clim/cult |
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Definition
| satisfaction & peformance moderated by climate: achievement climate, affliation/relationship climate, power climate |
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Term
| Dunnette research of struc/climate/cult |
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Definition
| job related KSAO correlate with peformance only when equity peceived, social exchange theory |
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Term
| Schneider struc/climate/cult |
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Definition
4 dimensions moderate KSA-performance relationship
1. leadership style supportive vs. authoritarion
2. conflict & competition/cohesion & cooperation
3. autonomy vs. bureaucracy, empowerment & constraint
4. judgemental climate vs. chance for development
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Term
| Schneider's ideal climate |
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Definition
1. Supportive Leadership -hi SS
2. Coworker Unity/Cooperation- hi PC
3. Autonomy- hi A & lo Ctl
4. Emphasis on Developmt- hi TO, C, Inn & med WP
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Term
| Barrick & Mount research struc/clim/cult |
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Definition
| autonomy as moderator of the relationship between the big 5 personality dimensions and job peformance |
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Term
| Gelade & Ivory research on struc/clim/cult |
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Definition
| like Schneider but emphasize climate moderate |
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Term
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Definition
Design/develpmt/evaluation of job descriptions & classification systems
Des./dev./eval. of selection pgms
Des./dev./eval. of training pgms
Des./dev./eval. of performance assessmt tools & performance mgtpgms
Des./dev./eval. of job design/chgpgms
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Term
| Brief History of I/O: 1900's |
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Definition
Taylor’s “scimgt” & t/m studys
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Term
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Definition
military & vo-tech inst’s; DOL’s, DOT
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Term
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Definition
EEOC guidelines“important/frequent work behavior & outcomes”
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Term
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Definition
McCormick’s I/O HB chp, Job vs Worker Oriented JA
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Term
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Definition
1. Harvey’s ’91 I/O HB chp
Amt of detail & data metrics à 3x3 matrix
2. Cascio’s ’95 Am Psych article
Process/dynamic/team designs & competency modeling
3. Peterson & Jeanneret’schp in W&W
Inductive vs deductive meth’s (emic vs etic distinction)
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Term
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Definition
antiquity:plato and meritocracy
mid 1800: darwin and natural selection
early 1900's roots of I/O psychology(Munsterberg)
WWI selection and placement probelms
1930s, Mayo and vitelles
WWII, more selection and placement prob's.
1950s/1960s, humanistic psych and I/O, HRM movement
1960s, and 1970s, EEO&gov regulation
1980s reinventing gov't
2000 the new millenium |
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Term
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Definition
A 2x3 conceptual framework for JA
Inductive & deductive meth’s to describe:
1. Organizational outcomes: work/task oriented JA
task reqmts, duties & responsibilities & functions
2. Work processes: person/behavior oriented JA
KSAO’s & behavior assoc w/ job performance
3. Personal outcomes: rewards oriented JA
Satisfactn/frustratn potential assoc w/ job perf.
Example: your position as grad student
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Term
| Objective of work/tasks analysis |
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Definition
Describe tasks/duties (respbltys/essent’lfcns) in a job & the context in which these are perf’d, often w add’l info like how frequently, important, difficult, etc. each is.
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Term
| What are inductive methods |
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Definition
emergent descriptns of tasks performed, major duties/respbltys/functns & contexts
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Term
| Observation particpative methods for JA |
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Definition
Examples & process issues (Shartzer’s “ride-alongs” w cops)
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Term
| 3 types of inductive methods |
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Definition
nObservation/participation methods
nExamples & process issues (Shartzer’s “ride-alongs” w cops)
nInterviewing methods
nExamples & process issues (Conley & Sackett’s cop panels)
nUse of archival sources of task-requirements
nArmed services, Vo-tech ed’l orgs, DOL/OPM, Consltg orgs
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Term
| What are some SME char. that might effect results? |
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Definition
nJob titles/positions (eg incumbents/super’s)
nTime/location (eg shift/precinct)
nExperience (egLandy’s cops)
nProficiency (eg C&S’s cops & Borman’sinvestmt brokers)
nExpertise (incumbents/supervisors/job analysts)
nDemographics (race/ethnicity/gender/etc)
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Term
| Design priniciples with JA |
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Definition
nRepresentation & inclusion principles (random vs stratified samples)
nRedundancy principle (esp for interviews/panels)
nRules of thumb: >3 for interviews; 50% if<100, 10% if >100 for surveys
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Term
| Steps for interviewing SME's |
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Definition
nReview the job-related lit & existing docs
nJob desc’s/training material/performance assmt&mgt material
nDevelop a guide to structure the interview
nDev interview guide @ major duties/respbltys/functions
nOff-the-shelf resources (see “Job Analysis Guide” at Bb)
nSecond/later session(s) to confirm task stmts, freq, impt, etc.
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Term
| Less detail need for JA when? |
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Definition
1. Dev of general job descriptions/classification systems
2.Some KSAO specification/selection proc design problems
3. Some PA/M tool design/developmt (inform admdec’s)
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Term
| More detail needed for JA when? |
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Definition
1. Dev of content-valid job knowledge tests
2. Dev of training obj’s/curriculum materials
3. Some PA/M tool design/developmt (inform develpmtdec’s)
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Term
| Construction of tasks requiremet |
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Definition
nWhat? (action verb & object)
nWhy? (result achieved)
nHow? (tools/equipmt) & According to what/whom?
n“Asks clients questions & records answers in order to determine qualification status, using standard intake form 1730-b, exercising leeway w/r order q’s are asked.”
keep it short and sweet
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Term
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Definition
nConstructing rating scales for task/duty stmts
nFrequency/time spent on task/duty
nImportance/criticality of task/duty
nOther info: difficulty, essential function, train/select, etc.
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Term
| Summarizing and Analyzing tasks inventory results |
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Definition
nthreshold & consensus issues
nUse of descriptive stat’s (item means, SD’s, respdistrbn)
nSee the Job Analysis thread (Bb doc)
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Term
| Inductive method is good for? |
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Definition
1. Satisfying some EEOC guidelines/legal concerns
2. Writing job descriptions
3. Developing training obj’s/curriculum materials
4. Developing performance std’s
nDev. content-valid job knowledge tests (selection proc’s)
nJobs with fewer SMEs
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Term
| Inductive methods may not be good for? |
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Definition
1. Identifying job-related KSAO’s for selection pgms
2.Dev performance mgt tools for developmental pgms
3. Job classification systems for administrative pgms
4. Expense
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Term
| What are deductive methods |
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Definition
describe job tasks/duties with existing descriptors & concept’l taxonomy
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Term
| process issues w/ deductive methods |
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Definition
(same as inductive meths)
Deciding who are SME’s & how many to survey
Deciding how to select/retain/report: threshold & consensus issues
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Term
| Psychometric issues w/ deductive method |
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Definition
nPsychometric issues (for inductive meth’s too)
nReliability (stability & internal consistency studies)
n.50’s - .90’s; 40%-70% inter-rater agreemt
nValidity (bogus item & expert/naive subjects studies)
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Term
| Objective of person/behavior oriented methods |
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Definition
Describe work behavior/KSAO requiremts (person specifications)
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Term
| Inductive meth: Most common intervie method w/ SME |
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Definition
nClassic method: build on job/task-oriented JA results
nSME’s generate KSAO’s @ task statments (create task-by-KSA matrix with linkages)
nEx: Conley & Sackett’s Chicago police study (see Bb); W&W chp 3.
nPrimoff’s (75) Job Element Method: skip the task req’s step
nSME’s identify KSAO’s that discriminate bet hi/lo perf’rs & rate the KSAOs on 4 scales (see doc on Bb)
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Term
nFlanagan’s Critical Incident Technique (CIT)
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Definition
nSME’s describe examples of good & poor job perf.
nFocus on “ABC’s” of these critical examples
nAntecedent events (situation & task/work objective)
nWork Behavior (what was said/done)
nConsequent events (results)
nAnd sometimes other info (worker characteristics/KSAOs)
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Term
Develmt of performance dimensions (competencies): person/behavior oriented JA (CIT)
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Definition
1. Edit/org incidents into job perf dimensions/competencies
2. Select/scale incidents to benchmark levels of performance
nRetranslation methods with new/diff SMEs
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Term
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Definition
nMcCormick’s Position Analysis Q’aire (PAQ)
n195 items in 6 sections
nInterview/survey SME’s
nPAQ Report (see Bb doc & http://www.epaq.com)
nJob profile
nPerson profiles
nPredictor tests
nAttribute ratings
Evaluation
Pro’s: pka’s, dev selection proc’s; job classificn systems
Con’s: not so user friendly; too general/loss of detail
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Term
| types of deductive method (Person oriented analysis) |
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Definition
nMcCormick’s Position Analysis Q’aire (PAQ)
n195 items in 6 sections
nInterview/survey SME’s
nPAQ Report (see Bb doc & http://www.epaq.com)
nJob profile
nPerson profiles
nPredictor tests
nAttribute ratings
1. Fleishman’s FJAS (see Cascio&Aguinis)
n50+ KSAO’s w/ rating scales & tests/measures
2. O*Net scales (see W&W chp http://www.onetcenter.org/pdf/Skills.pdfhttp://www.onetcenter.org/pdf/Knowledges.pdf
3. 5-factor personality JA Q’aires
nGuion’s PPRF; Costa & McRae’s 5-factor Job Profiler
nHogan/Holland’s RIASEC thy & Schneider’s ASA thy
4.Archival sources
nEx: O*Net’s on-line job specifications
nhttp://online.onetcenter.org/
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Term
| What is competency modeling |
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Definition
nPerson/behavior oriented JA by another name . . .
nTop-down vs bottom-up; core vs job-specific, more expensive!
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Term
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Definition
nSME’s (exec’s) generate AO’s @ org’s mission
nEx: Sprint (see Bb doc)
nOPM’s competencies (MOSAIC) for IT jobs
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Term
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Definition
nHay-McBer’sCompetency Dictionary (see Bb doc)
nSHL’s Great 8 model (see Bb doc)
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Term
| Objective Rewards oriented JA |
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Definition
Describe the consequences of job performance in terms of the satisfact’n/frustrat’n potential for incumbents
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Term
| Inductive meth for reward oriented JA |
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Definition
nobs-part/interview/survey-q’aire methods
nBinning’s PDQ (see “Binning JCS doc” on Bb)
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Term
| deductive meth for reward oriented JA |
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Definition
nHackman&Oldham’s (74) Job Diagnostic Survey (JDS)
n15 items that describe a job’s intrinsic motivation potential @ 5 core characteristics
nSkill variety, Task identity, Task sig., Autonomy, Feedback
nModerating effects of incumbents’ needs
nhigh-order/S-A needs, psych’l states & org’l outcomes
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Term
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Definition
nSmith et al’s (69) Job Description Index (JDI)
n~100 adjectives/phrases @ 5 facets of job satisfaction:
nPay/compensation
nCo-worker Relations & Supervisory Relations
nOpportunity for Promotion/Advancement & the Work itself
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Term
deductive meth: Psych’l/Org’l Climate measures
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Definition
Moos’ Work Envmt Scales (WES)
1. PC & SS-social satisfaction potential
2. I/TO & A/Ctl & Inn-intrinsic satisfaction potential
(ex. 3 three stooges)
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