chapter 2 - job performance concepts

Question 1

ocb - Organizational Citizenship Behaviors (OCBs)

Answer 1

Dimensions of OCBs
1. Helping behavior
2. Sportsmanship: accepting disappointment
3. Organizational loyalty
4. Organizational compliance: rules and regulations
5. Individual initiative
6. Civic virtue: representing the company well
7. Self-development: professional growth

What prompts OCBs?
Linked to:
organizational commitment,
perceptions of fairness, and
leader supportiveness

Relationship of OCBs with Other Performance Measures
Managers influenced by worker’s OCBs, especially judgmental performance evaluations

Measurement of OCBs: Bias?
Self-report judgmental scales used

OCBs and CWBs are moderately negatively correlated:

Selection - Both OCBs and AP are facets of job performance and can be included in operational selection programs

Question 2

Counterproductive Work Behaviors (CWBs)

Answer 2

counterproductive work behavior

Undesirable performance actions that harm the organization itself and often its employees and customers (cont)
Any intentional behavior by an employee that is viewed by the organization as contrary to its legitimate interests
CWBs cost billions of dollars

Selection - Integrity tests developed to identify applicants with higher than normal probability of committing CWBs

CWBs can be divided into two groups:
- Actions of deviance toward individuals (ID: individual deviance)
- Actions toward the organization (OD: organizational deviance)

Question 3

WRCs (work-related characteristics)

Answer 3

WRCs (work-related characteristics) – human attributes related to job performance, including personality

Selection occurs when job-related information is collected from applicants and offers of employment are given to those who possess the WRCs to do well on the job.

2. The magnitude of demographic group differences and their effects – in measuring WRCs that applicants possess, there are consistent differences among demographic, ethnic, and racial groups

Prediction - Differences in WRCs can be used to predict differences in AP

Question 4

BARS or BES

Answer 4

BARS or BES (even better method!)
BARS (Behaviorally Anchored Rating Scales) worded differently than:
BES (Behavioral Expectation Scales)

A behaviorally anchored rating scale is a tool for measuring employee performance by measuring them based on predefined behavioral patterns. The process typically uses a vertical scale with ratings ranging from five to nine that represent various degrees of performance, from poor to very good.

Question 5

halo error

Answer 5

The halo effect (sometimes called the halo error) is the tendency for positive impressions of a person, company, country, brand, or product in one area to positively influence one’s opinion or feelings.