Chap-9 terms Flashcards
Person job fit
fit between a persons abilities and the demands of the job and the fit between a persons desires and motivations and the attributes and rewards of a job
person group fit
match between an individual and their work group, including the supervisor
person organization fit
fit between an individuals values, beliefs, attitudes, and personality and the values, norms, and culture of the organization
person vocation fit
fit between a persons interests, abilities, values, and personality and their chosen occupation, regardless of the persons employer
complementary fit
when a person adds something that is missing in the organization or work group by being different from the others
supplementary fit
when a person has characteristics that are similar to those that already exist in the organization
stereotype threat
awareness of subgroup differences on standardized tests creates frustration among minority test takers and ultimately lower test scores
screening assessment methods
methods that narrow a pool of job applicants down to a smaller group
evaluative assessment methods
methods that evaluate the pool of job candidates to determine who will be hired
contingent assessment methods
methods where a job offer is made contingent upon a candidate passing the assessment
job applications
form asking applicant for written info about skills, education, experiences, etc.
weighted application blank
job application on which different info receives different weights
biodata
info about candidates interests, work experiences, training and education
cognitive ability test
tests that assess a persons general mental abilities, including their verbal and mathematical reasoning, logic, and perceptual abilities
psychomotor test
tests that assess the capacity of a person to manipulate and control objects
sensory test
assess visual, auditory, and speech perception
physical ability test
assess physical abilities: strength, flexibility, conditioning, coordination
integrity test
test that measures peoples trustworthiness, honesty, moral character, and reliability
polygraph test
measures and records physiological factors thought to be indicators of anxiety, including a candidates blood pressure, respiration, pulse, and skin conductivity while the person answers a series of questions
job knowledge test
tests that measure candidates knowledge (often technical) required by a job
unstructured interview
questions that vary from candidate to candidate and that differ across interviews
structured interviews
interviews where candidates are asked a series of standardized, job related questions with predetermined scores for different answers
behavioral interviews
interview about what an applicant has done in the past to predict their future behaviors
situational interviews
asking how people might react to a hypothetical situation
