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Industrial Psych > Exam 1 flashcards > Flashcards

Exam 1 flashcards

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1
Q

Employment laws

A

Equal Pay Act of 1963
Civil Rights Act of 1964
Age Discrimination Act of 1967
Polygraph protection Act, 1988
Disability Act of 1990
Family and medical leave Act of 1993
Civil Rights Act of 1991

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2
Q

Equal pay Act of 1963

A

Prohibits sex discrimination in payment of wages for identical jobs

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3
Q

Exceptions to the equal pay act that are legal

A

seniority system: Tying people’s wages to how long they worked

Merit system: People are given raises based on work performance

Quantity and Quality of production: Pay is based on the quantity and quality of the product produced

Any factor other than sex: supply and demand, market rate, etc

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4
Q

Title VI of the Civil Rights Act of 1964

A

Says cannot discriminate in hiring, firing, promotion, or access to apprenticeship programs based on race, sex, national origin or religion

Cannot preference specific race, gender, religion unless it is critical to the job

Cannot discriminate against a person or fire them if they filed a complaint or testify for a case against unlawful employment practices

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5
Q

Protected Classes

A

group of people protected under discrimination law and basis for alleging and pursing discrimination

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6
Q

Exceptions to Civil Rights Act

A
  1. Membership in private clubs, sororities, fraternities
  2. Law only covers people with 15 or more employees, if there is few it is legal
    ex. family-owned businesses
  3. B.F.O.Q ( Bona Fide Occupational Qualification) which is a legally authorized restriction granted to employers to refuse hiring based on sex, gender, race. However these B.F.O.Q never work
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7
Q

Age Discrimination Act of 1967

A

prohibits employment discrimination against persons 40 years of age or older.
Only covers people ages 40-70 as young people benefit from age discrimination

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8
Q

Civil Rights Act of 1991

A
  1. Outlawed the norming of selection tests including interviews
  2. Amended “Adverse impact” law
  3. Outlaws “norming” in selection
  4. Set roles/gender stereotypes
  5. Reverse discrimination
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9
Q

norming tests

A

set different raw cutoffs for applicants of different races, and genders such that each class would be expected to have roughly equal pass rates.

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10
Q

Adverse impact law

A

refers to employment practices that appear neutral but unintenionally discriminatory effect on a protected group

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11
Q

Reverse discrimination

A

occurs when a member of a majority experiences discrimination.

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11
Q

Hopkins v. Price Waterhouse

A

Case: Ann Hopkins sued her former employer Price Waterhouse for gender stereotyping

Court ruled gender stereotyping is actionable as sex discrimination and suitability for employment cannot be determined on how much they fit a stereotype

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12
Q

Bank v. Board of regions 1973

A

Post undergraduate named Baak sued a medical school that only accepted 100 students a year and reserved 16 non-caucasian seats. Baak argued he was discriminated against because he was white

Supreme Court ruled: Cannot set job quota in order to create more diversity

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13
Q

Consent decree

A

Court order used to settle litigation

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14
Q

Two exceptions to reverse discrimination job quota

A
  1. Company has clear or documented history of discrimination so that they were forced to create a quota
  2. Setup a quota if the court orders you to do it
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15
Q

Ricci V. Destotano

A

Case description: Objective examinations were used to choose promotions for firefighters. When white candidates had outperformed the minority candidates the test results were thrown out.
White, Latinos sued when they did not get their promotion.

Ruled in favor of Ricci and stated that disparate treatment cannot be used to avoid disparate impact.

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16
Q

Job evaluation

A

When you determine the dollar value for a job

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17
Q

Internal pay equity

A

Are people being paid fairly in comparison to other people in the organization

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17
Q

Three purposes for job evaluation

A

Internal pay equity
External pay equity
Implement comparable worth

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18
Q

External pay equity

A

Are people being paid fairly comparable to other people in other organizations

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19
Q

Implement comparable worth

A

When wages are based on the actual value of a job rather than market race history or tradition

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20
Q

External pay survey

A

Survey the local labor market

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21
Q

Psychometrics

A

the field in psychology devoted to testing, measurement, assessment and related activities.

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22
Q

Polygraph protection Act, 1988

A

States that you cannot be required to take a polygraph test, as a condition of employment

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22
Q

Reliability

A

Amount of measurement error a device possesses

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23
Q

Three exceptions to polygraph tests

A

Government jobs

Security firms/jobs

Any job that requires access to controlled substances (weapons, drugs, and explosives)

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24
Q

Adverse/Disparate impact

A

Unintentional discrimination

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25
Q

Grigg V. Duke Power

A

African American man named Griggs applied for janitor job, since he did not have a high school diploma he was rejected

The company made this condition of employment for racial discriminatory reasons since many Black Americans did not have a diploma

The court rules in favor of Griggs

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26
Q

4/5s or 80% rule

A

Says that adverse impact occurs when hiring rate of any minority protected class is less than 4/5ths of the hiring rate of the majority protected class

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27
Q

Plaintiff

A

a person who brings a case against another in the court of law

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28
Q

Americans with disabilities act of 1990

A

Organizations are required to make reasonable accommodations for disabled employees

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28
Q

Disabilities covered under Americans Disability act

A

Vision
Hearing
Speech
Seizures
Neurological problems
Cancer
Learning disabilities

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29
Q

Accommodations used for the Americans Disability Act

A

Flexible work schedules

Modification of equipment

Provision of special devices

Alternate training or selection procedures: Ex: Oral exam for dyslexic people

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30
Q

Undue burden

A

significant difficulty, including accommodations that are overly extensive or disruptive, or which could impact the actual running of a business.

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31
Q

What must be done for applicants to be covered by the Americans Disability act law

A
  1. Job applicants need to have a documented history of having this disability
  2. Must state in advance what reasonable accommodations they require
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31
Q

Family and medical leave Act of 1993

A

Law states that employers with 50 or more employees must provide up to 6 months of unpaid leave to employees to care for a child or sick relative

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32
Q

Sexual Harassment

A

Part of discriminating based on sex

Quid pro Quo and Hostile work environment is under sexual harassment

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33
Q

Quid Pro Quo

A

Employee give some work related bonus or threaten work related loss in exchange for sexual activity

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34
Q

Hostile work environment

A

Work situation that a reasonable person would find threatening or intimidating

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35
Q

How to win a case that sexual harassment occurred

A
  1. Provide evidence of quid pro quo and hostile work environment
  2. Have to show you clearly communicated to the organization that it happened and you want it to stop (organization is required to have a person you report too)
  3. Show that its happened again after you complained about it
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36
Q

How to determine if adverse impact had occurred

A
  1. Look what group is the majority group
  2. Hiring rate of the majority group and multiply it by 0.8
  3. Tuck that number aside and look at the other numbers of the minority less than that number and if there are numbers less, it is adverse impact
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36
Q

Basic concepts in measurement

A

Reliability
Validity

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37
Q

Reliability

A

Amount of measurement error that a device possesses

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38
Q

Validity

A

refers to the accuracy of a measure

38
Q

Truescore model

A

Used to assess the reliability of measurements

39
Q

True score Model equation

A

Observed Score = True Score +/- measurement error

40
Q

Observed score

A

Actual score on the exam

41
Q

True score

A

person’s actual ability without any measurement error involved

42
Q

Measurement error

A

Sum total amount of everything that could cause error to the measurement

Ex. Doing bad cuz sick

43
Q

Methods of Assessing reliability

A

Test retest method
Parallel forms
Split-half
Cronbach’s alpha

43
Q

Test retest method

A

Measure of reliability obtained by administering the same test twice on two different occasions.

The scores from Time 1 and Time 2 can be correlated to evaluate the test for stability over time

44
Q

Parallel forms

A

Measure of reliability where two difference versions of a test covering the same content are created

Basically contain the same information, only in a different order

Performances from both versions are correlated to evaluate reliability

45
Q

Split-half reliability

A

measure of reliability where a test is split into halves, and administered to everybody. Then each half is scored and the correlation will be determined between the two scores

ex.
Split a test into two halves. For example, one half may be composed of even-numbered questions while the other half is composed of odd-numbered questions.

  1. Administer each half to the same individual.
  2. Repeat for a large group of individuals.
  3. Find the correlation between the scores for both halves.
46
Q

Internal consistency reliability

A

A way to determine if all the questions on the exam are measuring the same thing. This ensures integrity of the test

ex. if designing a test on geometry, all the questions of the test should be about geometry

47
Q

Correlation coefficient scale according to Arno Kolz

A

r = 0.9 = exceptional
r = 0.8-0.9 = good
r = 0.7-0.8 = average
r = 0.6-0.7 = below average
r = < 0.6 = useless

48
Q

Crosbach’s alpha

A

way to assess reliability by taking the average of all the ways to split half an experiment

Cronbach’s alpha values of 0.7 or higher indicates acceptable internal consistency

49
Q

Inter-rater reliability

A

correlation between the ratings of two or more people

50
Q

Standard error of measure

A

measure of how much measured test scores are spread around a “true” score

51
Q

Empirical rule

A

68% of the time a person’s true score is within one standard error

95% of the time a person’s true score will be within 2 SE

99% will be within 3 SE

52
Q

Factors that influence reliability

A
  1. Number of items
    More items the better
  2. Standardization: Refers to uniformity and consistency of the condition in which the test is administered
    More
  3. Objectivity: A test is objective if anybody scoring gets the same results
53
Q

Standardization

A

Refers to uniformity and consistency of the condition in which the test is administered

54
Q

Objectivity

A

A test is objective if anybody scoring gets the same results

55
Q

Spearman-brown prophesy formula

A

Formula that tells you the measure items would effect the test

56
Q

Validity

A

refers to whether a test measures what it aims to measure

Types
Content validity
Criterion validity
Construct validity

57
Q

Content validity

A

evaluates how well an instrument (like a test) covers all relevant parts of the construct it aims to measure.

58
Q

Construct validity

A

Evaluates how well a test measures what it is intended to measure

Must demonstrate both convergent and divergent validity in order to establish construct validity

58
Q

Construct

A

theoretical concept

59
Q

Convergent validity

A

Shows whether a test that is designed to measure a particular construct correlates with other tests that assess the same construct

60
Q

Divergent validity

A

Shows you whether two tests that are not highly related to each other are indeed unrelated.

There should be little to no relationship between the two tests that measures different constructs

61
Q

Difference between construct validity and content validity

A

Content validity ensures in any context that the questions actually measure what you intend them to measure while construct validity measures how well a test measures what is intended to measure

62
Q

Criterion validity

A

degree to which a test can predictively (in the future) or concurrently (in the present) measure something. by showing how well a test correlates with an established standard of comparison called criterion

ex. of outcomes: disease, behavior, or performance

Two types of criterion validity
Concurrent validity
Predictive validity

63
Q

Concurrent validity

A

Used when the scores of a test and the criteron variables are obtained at the same time and is correlated.

A high correlation between the criterion variable and new test is concurrent validity

Pros: fast and efficient

Cons: For it to work you need to have enough employees

64
Q

Predictivity validity

A

Used when the criterion variables are measured after the scores of the the test

Demonstrated when a test can predict future performance by correlating with a variable that can only be assessed in the future
ex. IQ test (used to predict future achievement)

65
Q

Criterion variable

A

Established standard of comparison that tests are correlated to, to demonstrate validity

Measures
The same construct

Conceptually relevant constructs

Conceptually relevant behavior or performance

Ex. first semester gpa can be a criterion variable

66
Q

Performance appraisal

A

Evaluation of how well a person does a job

67
Q

Exceptions to Disability Act of 1990

A

Undue burden on the company

68
Q

Exceptions to medical leave act

A

The company can petition you to stay if you’re too important

69
Q

2 types of discrimination

A

adverse impact and adverse treatment

70
Q

What is a job analysis

A

The systematic process of collecting information about the skills, knowledge, and duties required to perform a specific job

It is a collection of information regarding specific behaviors in doing the job, how frequently they are performed and how they are learned

71
Q

Goal of job description

A

To get a detailed description of what behaviors are necessary for successful
job performance.

72
Q

What information should job descriptions obtain

A

must consist of specific and observable behaviors

73
Q

Major work behavior in job analysis

A

one sentence general
description of a critical task involved in the job.

74
Q

Why do a job analysis and write job description?

A

the backbone of almost all human
resource management functions.

critical for the accurate development
of tests, training programs, performance appraisal systems, and several other personnel functions.

75
Q

What are things a good job description has

A
  1. Behaviors are necessary for a good job
    performance
  2. How, often these behaviors are performed
  3. Where they are learned, and what skills are required
76
Q

Element

A

In job analysis, the smallest unit of work activity

77
Q

Task

A

A work activity performed to achieve a specific objective

78
Q

Job

A

Collection of positions similar enough to one another to share a common job title

79
Q

KSAOs

A

The knowledge, skills, abilities, and other characteristics required for successful job interview

80
Q

Levels of work activity

A

Job title
Position
Task
Element

Example
Post-secondary teacher
Associate Professor of Psychology
Lecture
Prepare Lesson outline

81
Q

Worker-oriented techniques

A

Examine the broad human behaviors involved in work activities

Types
Common-Metric Questionnaire (CMQ)
Position Analysis Questionnaire (PAQ)
Job Element Method (JEM)

81
Q

Task oriented techniques

A

Focus on describing the various tasks that are performed on the job

Types
Functional Job Analysis (FJA)
Task Inventory Approach

81
Q

Hybrid method

A

Attempt to gather information about the work and worker at the same time

82
Q

Subject matter experts

A

Individuals who participate in job analyses as a result of their experiences

82
Q

Task Inventory Approach

A

approach that uses task statements created by experts familiar with the job

83
Q

Incumbents

A

employees who are currently occupying the job of interest

84
Q

Point system

A

approach in job analysis that involves estimating the value of jobs based on points assigned to predetermined factors

85
Q

Compensable factors

A

Factors that used to rate jobs, indicate that employees are compensated based on these factors
ex. effort, skill, responsibility, and working conditions

86
Q

Strategic job analysis

A

Specification of the tasks performed and KSAs required for effective job performance as it is predicted to exist in the future

87
Q

What case showed that disparate treatment cannot be used to prevent disparate impact

A

Ricci V. Destotano

88
Q

What case demonstrated apart of the Civil Rights Act of 1991

A

Hopkins vs Price Waterhouse

89
Q

What case demonstrated reverse discrimination

A

Bank v. Board of regions 1973

90
Q

What case demonstrated racial discrimination

A

Grigg V. Duke Power

91
Q

Functional Job Analysis

A

task-oriented approach in which data are obtained about what tasks a worker does and how those tasks are performed.

Task statements are developed that are relevant to the job is rated by Incumbents or SMEs on a series of factors

92
Q

Dictionary of Occupational Titles (DOT)

A

A tool developed by the Department of Labor in the 1930s that has been used to classify occupations and jobs, consisting of narrative descriptions of tasks, duties, and working conditions
of about 12,000 jobs.

93
Q

Occupational Information Network

A

Initiative that identifies and describes the key components of modern occupations

94
Q

Job Element Method (JEM)

A

A worker-oriented approach to job analysis that was designed to identify the characteristics of superior workers in a particular job.

95
Q

Position Analysis Questionnaire (PAQ)

A

a standardized instrument that focuses on general work behaviors

The PAQ consists of 195 items or elements, 187 of which describe general work behaviors, work conditions, and job characteristics. The incumbent employee or SME decides whether each item pertains to the job in question;

96
Q

Common-Metric Questionnaire (CMQ)

A

A worker-oriented job analysis instrument that describe work using a standardized list of general work activites (GWAs)

Industrial Psych (2 decks)

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