Chapter 4- Criterion Flashcards
Evaluative standards that can be used as yardsticks for measuring employees success or failure
Criteria
Actual on-the-Job behaviors that are relevant to the organizations goals
Also called: criterion, performance, & performance criterion
Performance
Best real- world representation of the ultimate criterion
- want as much overlap with the ultimate criterion as possible
- includes only those elements of the ultimate criterion that we intend to measure
Actual Criterion
- encompasses all aspects of performance that define job success
- IDEAL measure of job performance (something to aim for)
Ultimate criterion
What are 5 crucial requirements of a good criterion?
- Relevance
- Reliability
- Sensitivity
- Practicality
- Fairness
Degree of correlation or overlap between actual criterion & ultimate criterion
Validity/Relevance
What are the 2 barriers of Relevance in criteria? Define them. Give examples
- Criterion Deficiency - stuff in the ultimate measure not included in actual measure
Ex: oral communication, creativity, coming efficiency, written communication - Criterion Contamination - stuff measured by actual criterion that is not part of the ultimate criterion
Causes: measurement bias & measurement error
Ex: liking, attractiveness, age, status
Reliability in criteria?
Stability or consistency of a measure
- when a measure is unreliable, we cannot use it to make decisions
What is sensitivity in criteria?
Extent to which criteria distinguish between effective & ineffective performers
- everyone’s performance isn’t rated the same/ identities differ
What is practicality in criteria?
Extent to which a criterion can &a will be used by decision makers
- criteria must be relatively available, easy to obtain, useful & practical to organization & employees
What is fairness in criteria?
Extent to which evaluated employees perceive criteria to be just & fair
- criteria has to be reasonable, fair, appropriate
Weighted combination of the multiple criteria, resulting in one index of performance
Composite criterion
What is the criterion problem?
Defining & measuring performance criteria is difficult bc of its multidimensional nature
- behavior is complex. So is performance.
What are the 8 dimensions of Campbell’s Taxonomy? Define them
1) Job -Specific Task Proficiency: Cote Job tasks
2) nonjob-specific Tasks Proficiency: general tasks
3) written & oral communication Tasks
4) demonstrating effort: consistency & persistence
5) maintaining personal discipline: no substance abuse
6) facilitating peer & Team Performance: helping/supporting peers
7) supervision- managing other EEs
8) Mgt/administration: mgt that isn’t supervision
What are the 2 major components of the criterion problem?
Multiple criteria
Composite criterion
Most IO psychologists view performance as _______
Multi-faceted or multi-dimensional
Which 3 of Campbell’s Taxonomy are required for all jobs?
1) Job -specific Task proficiency
2) maintaining personal discipline
3) demonstrating effort
Measures that reflect performance levels which change over time
- problem for IO psychologists bc validity of predictors may deteriorate over time
Dynamic Criteria
What are the 2 types of composite criteria?
- Equal weight
- criteria is added up to computer one # that represents the performance of individual in comparison to other job holders #
- unequal weight
- some procedure is independent by HR decisions that is used to weight the criteria differently
Contextual performance
Activities performed by employees that help maintain the broader organizational, social, & psychological environment
What is Task performance?
Work-related activities performed by employees that contribute to the technical core of the organization
What are 2 types of performance criteria? Give examples
Objective of subjective
Ex: accidents, absenteeism, productivity, work-related ratings
What is objective criteria? Give examples
Hard or nonjudgmental
“Cleanest” bc they generally do not require judgment
Ex: rates of absenteeism, turnover, lateness, turnover intention, productivity
- suitable for non-managerial jobs only
What is subjective criteria? Give examples
Soft or judgmental
Based on judgments or evaluations of others
Ex: ratings or rankings (supervisors, coworkers, subordinates)
* more likely to be affected by biases, attitudes, & beliefs of raters
What is Maximum Performance? What it is predicted by?
What a person “can do” when they are…
- aware they’re being evaluated
- instructed to maximize their effort
- required to perform for a short Pd. of time
- predicted by ability
What is Typical Performance? What is it predicted by?
What a person “will do” when they are…
- unaware of being evaluated
- not under instruction to maximize effort
- required to perform for longer periods of time
- predicted by personality (motivation)
Employees who are temporarily working & residing in a foreign country
Expatriates
What are the 3 types of criteria domain?
Objective task performance
Subjective task performance
Contextual performance
What are Counterproductive Work Behaviors? Give examples
Behaviors that somehow harm or detract from the organization
Ex: theft, sabotage, abuse of others, withdrawal behaviors
What are some causes of counterproductive behaviors?
Dissatisfaction & perceives unfairness
Personality(ex:narcissism, low C&A, negative affectivity)
Situational constraints( opportunity to engage in CWB)
What are some treatments of counterproductive work behaviors?
Change workplace conditions - make employees feel valued & satisfied
- select happy, unaggressive, conscientious people
What is also known as contextual performance?
Organizational citizenship behaviors (OCBs) & Priscilla organizational behaviors (POBs)
Task Performance Vs. Contextual Performance
- Task performance
• requirements vary from job-Job
•individual differences tied to abilities & knowledge
• activities part of Job description - contextual Performance
• common to most jobs
• individual differences tied to personality
• activities not part of job description
• supports organizational environment
