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Exam 1 flashcards

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
Reliability
Amount of measurement error a device possesses
23
Three exceptions to polygraph tests
Government jobs Security firms/jobs Any job that requires access to controlled substances (weapons, drugs, and explosives)
24
Adverse/Disparate impact
Unintentional discrimination
25
Grigg V. Duke Power
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
26
4/5s or 80% rule
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
27
Plaintiff
a person who brings a case against another in the court of law
28
Americans with disabilities act of 1990
Organizations are required to make reasonable accommodations for disabled employees
28
Disabilities covered under Americans Disability act
Vision Hearing Speech Seizures Neurological problems Cancer Learning disabilities
29
Accommodations used for the Americans Disability Act
Flexible work schedules Modification of equipment Provision of special devices Alternate training or selection procedures: Ex: Oral exam for dyslexic people
30
Undue burden
significant difficulty, including accommodations that are overly extensive or disruptive, or which could impact the actual running of a business.
31
What must be done for applicants to be covered by the Americans Disability act law
1. Job applicants need to have a documented history of having this disability 2. Must state in advance what reasonable accommodations they require
31
Family and medical leave Act of 1993
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
32
Sexual Harassment
Part of discriminating based on sex Quid pro Quo and Hostile work environment is under sexual harassment
33
Quid Pro Quo
Employee give some work related bonus or threaten work related loss in exchange for sexual activity
34
Hostile work environment
Work situation that a reasonable person would find threatening or intimidating
35
How to win a case that sexual harassment occurred
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
36
How to determine if adverse impact had occurred
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
36
Basic concepts in measurement
Reliability Validity
37
Reliability
Amount of measurement error that a device possesses
38
Validity
refers to the accuracy of a measure
38
Truescore model
Used to assess the reliability of measurements
39
True score Model equation
Observed Score = True Score +/- measurement error
40
Observed score
Actual score on the exam
41
True score
person's actual ability without any measurement error involved
42
Measurement error
Sum total amount of everything that could cause error to the measurement Ex. Doing bad cuz sick
43
Methods of Assessing reliability
Test retest method Parallel forms Split-half Cronbach's alpha
43
Test retest method
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
Parallel forms
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
Split-half reliability
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. 2. Administer each half to the same individual. 3. Repeat for a large group of individuals. 4. Find the correlation between the scores for both halves.
46
Internal consistency reliability
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
Correlation coefficient scale according to Arno Kolz
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
Crosbach's alpha
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
Inter-rater reliability
correlation between the ratings of two or more people
50
Standard error of measure
measure of how much measured test scores are spread around a “true” score
51
Empirical rule
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
Factors that influence reliability
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
Standardization
Refers to uniformity and consistency of the condition in which the test is administered
54
Objectivity
A test is objective if anybody scoring gets the same results
55
Spearman-brown prophesy formula
Formula that tells you the measure items would effect the test
56
Validity
refers to whether a test measures what it aims to measure Types Content validity Criterion validity Construct validity
57
Content validity
evaluates how well an instrument (like a test) covers all relevant parts of the construct it aims to measure.
58
Construct validity
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
Construct
theoretical concept
59
Convergent validity
Shows whether a test that is designed to measure a particular construct correlates with other tests that assess the same construct
60
Divergent validity
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
Difference between construct validity and content validity
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
Criterion validity
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
Concurrent validity
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
Predictivity validity
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
Criterion variable
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
Performance appraisal
Evaluation of how well a person does a job
67
Exceptions to Disability Act of 1990
Undue burden on the company
68
Exceptions to medical leave act
The company can petition you to stay if you're too important
69
2 types of discrimination
adverse impact and adverse treatment
70
What is a job analysis
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
Goal of job description
To get a detailed description of what behaviors are necessary for successful job performance.
72
What information should job descriptions obtain
must consist of specific and observable behaviors
73
Major work behavior in job analysis
one sentence general description of a critical task involved in the job.
74
Why do a job analysis and write job description?
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
What are things a good job description has
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
Element
In job analysis, the smallest unit of work activity
77
Task
A work activity performed to achieve a specific objective
78
Job
Collection of positions similar enough to one another to share a common job title
79
KSAOs
The knowledge, skills, abilities, and other characteristics required for successful job interview
80
Levels of work activity
Job title Position Task Element Example Post-secondary teacher Associate Professor of Psychology Lecture Prepare Lesson outline
81
Worker-oriented techniques
Examine the broad human behaviors involved in work activities Types Common-Metric Questionnaire (CMQ) Position Analysis Questionnaire (PAQ) Job Element Method (JEM)
81
Task oriented techniques
Focus on describing the various tasks that are performed on the job Types Functional Job Analysis (FJA) Task Inventory Approach
81
Hybrid method
Attempt to gather information about the work and worker at the same time
82
Subject matter experts
Individuals who participate in job analyses as a result of their experiences
82
Task Inventory Approach
approach that uses task statements created by experts familiar with the job
83
Incumbents
employees who are currently occupying the job of interest
84
Point system
approach in job analysis that involves estimating the value of jobs based on points assigned to predetermined factors
85
Compensable factors
Factors that used to rate jobs, indicate that employees are compensated based on these factors ex. effort, skill, responsibility, and working conditions
86
Strategic job analysis
Specification of the tasks performed and KSAs required for effective job performance as it is predicted to exist in the future
87
What case showed that disparate treatment cannot be used to prevent disparate impact
Ricci V. Destotano
88
What case demonstrated apart of the Civil Rights Act of 1991
Hopkins vs Price Waterhouse
89
What case demonstrated reverse discrimination
Bank v. Board of regions 1973
90
What case demonstrated racial discrimination
Grigg V. Duke Power
91
Functional Job Analysis
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
Dictionary of Occupational Titles (DOT)
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
Occupational Information Network
Initiative that identifies and describes the key components of modern occupations
94
Job Element Method (JEM)
A worker-oriented approach to job analysis that was designed to identify the characteristics of superior workers in a particular job.
95
Position Analysis Questionnaire (PAQ)
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
Common-Metric Questionnaire (CMQ)
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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