beginning of exam 1 (powerpoint 1) Flashcards
a branch of psychology that applies the principles of psychology to the workplace
industrial/org psyc
focus on determining the competencies needed to perform a job, staffing the organization with employees who have those competencies, and increasing those competencies through training
industrial approach
creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information to do their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment
organizational approach
concentrates on the selection and evaluation of employees
personnel psyc
investigates the behavior of employees within the context of an organization
organizational psyc
concentrates on the interaction between humans and machines
human factors/ergonomics
well thought-out suggestions or ideas
hypotheses
systematic sets of assumptions regarding the nature and cause of particular events
theories
vigilant and hypervigilant decision making experiment; controlled setting
laboratory
assigned vs participative goal setting experiment; natural, real-world setting
field
independent variable is manipulated AND subjects are randomly assigned to conditions; can investigate and determine/infer causal relationships
experiment
independent variable is not manipulated OR subjects are not randomly assigned to conditions
Quasi- experiment
involves using previously collected data or recordS
archival research
a technique that allows results from several different research studies to be combined and summarized; typically rely on indicators of effect size, or estimates of the magnitude of the relationship or effectiveness of some variable
meta-analysis
highly detailed description of a single individual; generally used to investigate rare, unusual, or extreme conditions
case study
investigation of opinions, behaviors, or characteristics of a particular group through self-report
survey
a meeting at which information is obtained from a person
interview
direct observation and recording of naturally occurring behavior
natural observation
in an experiment, the variable that is manipulated; the cause in the causal relationship
in nonexperimental method, the variable that influences another variable; the predictor or standalone variable
independent variable
in an experiment, the measure of behavior that is expected to change as a result of manipulative changes in the IV; the effect in the causal relationship
in nonexperimental method, the variable that is influenced by another variable; the criterion, outcome, measured variable
dependent variable
a third variable that can often explain the relationship between two other variables; another possible cause
extraneous/intervening variable
in an experiment, the group that is subjected to change in the independent variable
experimental group
in an experiment, that group that receives no treatment or the standard treatment and is not exposed to the experimental manipulation of the IV; the group that serves as a baseline
control group
used when experiments are not practical or when manipulating a variable may not be ethical ; cannot determine cause-effect relationships
quasi experiment
a sample in which every member of the relevant population had an equal chance of being chosen to participate in the study
random
small quantity of a targeted group whose characteristics represent as accurately as possible the entire population
representative
participants are selected on the basis of chance alone from a larger population of subjects
random selection
a nonrandom research sample that is used because if is easily available
convenience selection
the random, unbiased assignment of subjects in a research sample to the various experimental and control conditions
random assighment
if the p< .05 then what
the results are statistically significant and there was a treatment effect
the extent to which the results of a study have actual impact on human behavior
practical significance
descriptive statistics, which summarize data are:
mean, median, mode, frequencies, standard deviation
inferential statistics, which shows differences are:
t tests, analysis of variance and chi-square
numerical indication of magnitude and direction of the relationship between two variables; represents how closely and in what way two variables correlate (change together)
correlation coefficient
both variables increase together
positive correlation +
as one increases, the other variable decreases
negative correlation -
gathering, analyzing, and structuring information about a job’s components, characteristics, and requirements
job analysis
allows for the writing of a brief summary of the tasks and job requirements
writing job descriptions
allows for the selection or development of selection tests or interview questions that will permit the identification of qualified applicants
employee selection
allows for the creation of systematic training programs
training
allows for the determination of an employee’s mobility within the company
personpower planning
allows for the construction of a performance appraisal instrument
performance appraisal
allows for the grouping of jobs according to similarities in requirements and duties, useful in determining pay levels, transfers, and promotions
job classification
allows for the determination of a job’s worth, worth is based on level of responsibility, physical demands, mental demands, education requirements, training, and experience requirements, and work conditions
job evaluation
allows for the determination of the optimal way to do a job.
job design
allows for the determination of the job relatedness of a job’s requirements
compliance with legal guidelines
allows for an analysis to be done at the organizational level
organizational analysis
a judicial interpretation of a law that establishes a precedent for future cases
case law
occurs when the selection rate for one group is less than 80% of the rate for the highest scoring group
four fifths rule; adverse impact
granting of sexual favors is tied to employment decisions; single incident is enough; organization is always liable
quid pro quo
pattern of conduct, related to gender, is unwanted, negative to the reasonable person, affects a term, condition, or privilege of employment
hostile environment harassment claims
reasons for affirmative action plans, involuntary
government regulation, court order
reasons for affirmative action plans, voluntary
consent decree, desire to be a good citizen
protects citizens against unreasonable search or seizure by the government
fourth amendment
steps to conducting a job analysis
- identify tasks performed
- write task statements
- rate task statements
- determine essential KSAOs
- select tests to tap KSAOs
a body of information needed to perform a task
knowledge
the proficiency to perform a certain task
skill
a basic capacity for performing a wide range of different tasks, acquiring a knowledge, or developing a skill
ability
