Chapter 9 Flashcards
the fit between a person’s abilities and the demands of the job and the fit between a person’s desires and motivations and the attributes and rewards of a job.
Person-Job Fit
the match between an individual and his or her work group, including the supervisor.
Person-Group Fit
the fit between an individual’s values, beliefs, attitudes, and personality and the values, norms, and culture of the organization.
Person-Organization Fit
the fit between a person’s interests, abilities, values, and personality and his or her chosen occupation, regardless of the person’s employer.
Person-Vocation Fit
when a person adds something that is missing in the organization or work group by being different from the others.
Complimentary Fit
when a person has characteristics that are similar to those that already exist in the organization.
Supplementary Fit
awareness of subgroup differences on standardized tests creates frustration among among minority test takers and ultimately lower test scores.
Stereotype Threat
methods that narrow a pool of job applicants down to a smaller group of job candidates.
Screening Assessment Methods
methods that evaluate the pool of job candidates to determine who will be hired.
Evaluative Assessment Methods
methods whereby a job offer is made contingent upon a candidate passing the assessment.
Contingent Assessment Methods
forms that require applicants to provide written information about their skills and education, job experiences and their job relevant information.
Job Applications
a job application on which different information receives different weights.
Weighted Application Blank
information about candidates interests, work experiences, training, and education.
Biodata
tests that assess a person’s general mental abilities, including their verbal and mathematical reasoning, logic, and perceptual abilities.
Cognitive Ability Tests
tests that assess the capacity of a person to manipulate and control objects.
Psychomotor Tests
