EXAM 1: Chapter 3 - Criteria: Standards of Decision Making

Question 1

What is Criterion Deficiency?

Answer 1

The part of the theoretical standard that researchers seek to understand (conceptual Criterion) that is not measured by the actual standard researchers use to measure or assess (Actual Criterion).

Question 2

What is Relevance?

Answer 2

Degree of overlap between actual and conceptual criterion.

Question 3

What is Contamination?

Answer 3

Part of Actual Criterion unrelated to conceptual criterion.

Question 4

What is Work/Job Analysis?

Answer 4

The collection of data describing:
Observable or otherwise verifiable job behaviors performed by workers (Accomplishments,Tools/technologies)
AND
Verifiable characteristics or attributes workers need to perform the work, including physical, mechanical, social, and informational elements

Question 5

SME

Answer 5

Subject Matter Experts (SME)
-Incumbents
-Supervisors (good details & description)
-Job Analyst (broad view, more objective)
Tasks– Positions – Jobs – Job Families
Two types of job analysis:
Task-oriented procedures
Worker-oriented procedures

Question 6

Task vs. Worker oriented procedures

Answer 6

Task deals with frequency, importance, difficulty, and consequence of error of a task. Worker oriented deals with the KSAOs of a employee

Question 7

KSAOs?

Answer 7

Knowledge - information needed to perform task
Skills - proficiency at performing task
Abilities - capacity to perform wide range of tasks
Other - personal factors such as willingness, personality, interest, motivation, required degree/ training

Question 8

How to collect work analysis information?

Answer 8

1) Interview (beware of suspicions, explain your purpose)
2) Direct observation
3) Structured questionnaire or inventory
Taxonomies
PAQ
Human Abilities
O*Net (Dept. of Labor)

Question 9

Structured Job Analysis Methods

Answer 9

Tasks-Position -Jobs-Job Families????

Question 10

Linkage Analysis

Answer 10

establishes connection between tasks performed and human attributes needed to perform

Question 11

PAQ

Answer 11

Position Analysis Questionnaire - assesses content of jobs based on approximately 200 items on the questionnare

Question 12

O*Net

Answer 12

Online computer based source of information on jobs, contains KSAOs needed for job

Question 13

Managerial Job Analysis

Answer 13

Special Job Analysis because managing is based more off of what you would do in specific circumstances as opposed to generalized questions.

Question 14

Uses of Work Analysis Information

Answer 14

produces criteria for wide range of applications in I/O psych. Analysis of KSAOs reveal attributes most needed for job, knowledge provides basis to organize positions into jobs and jobs into job families, determines content of training, provides basis for conduct evaluation

Question 15

Competency Modeling

Answer 15

process determining human characteristics needed to perform successfully in organization

Question 16

Nine Major Job Performance Criteria*

Answer 16

Production
Sales
Tenure/Turnover
Absenteeism
Accidents
Thefts
Deviant Workplace Behavior
Emotional Labor 
Adaptive and Citizenship behavior