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I-O Psychology > Exam 2 > Flashcards

Exam 2 Flashcards

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1
Q

Any variable used to predict a criterion/outcome

A

Predictor

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2
Q

2 Criteria for Predictor Quality

A

Reliability (AKA CONSISTENCY) and Validity (AKA ACCURACY)

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3
Q

Good predictors are…

A

…BOTH reliable AND valid!

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4
Q

Same test, same people, 2 separate times. (simplest method, correlate scores of both test times for each person then a high r equals high test-retest reliability)

A

Test-Retest Reliability

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5
Q

Same people, 2 separate tests getting at the same construct. (very difficult, least popular method, correlate scores, high r = high reliability)

A

Equivalent-Form Reliability

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6
Q

1 test that is later broken into smaller tests. (tests homogeneity or heterogeneity of test)

A

Internal-Consistency Reliability

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7
Q

2 Ways to test Internal-Consistency Reliability?

A

1) Split Half

2) Cronbach’s Alpha or Kuder-Richardson 20

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8
Q

1 Test rated by 2 or more researchers. (objective and subjective, r equals agreement/consistency among ratings)

A

Inter-Rater Reliability

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9
Q

Test measures the intended construct. (compare test to pre-existing tests of a construct) (convergent vs. divergent)

A

Construct Validity

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10
Q

Predictor relates to criterion/construct. There are 2 types. Concurrent (Measures relationship of predictor and criterion at same time) Predictive (Relationship of predictor and criterion in the future) [Ex: ACT scores and college GPA]

A

Criterion-Related Validity

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11
Q

Test adequately covers the intended construct. (from opinion of SMEs, no r coefficient so has minimal rigor)

A

Content Validity

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12
Q

Test appears to cover the intended construct. (from opinion of test takers, no r coefficient so has minimal rigor)

A

Face Validity

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13
Q

Test (answers are right or wrong)

Inventory (no right or wrong answers)

A

Test vs. Inventory

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14
Q

Speed (easy items with short time limit)

Power (difficult items with no/long time limit)

A

Speed vs. Power

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15
Q

Variable representing general intelligence.

A

g

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16
Q

Candidate is asked to perform a representative sample of the work done on the job. (ex: drafting blueprint, driving forklift)

A

Work Sample

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17
Q

White collar counterpart of work samples. Present applicants with only a description of the work problem and require them to describe how they would deal with it.

A

Situational Exercise

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18
Q

All answers are plausible, only 1 is appropriate in the given situation. (Commonly used = In-Basket Test and Leaderless Group Discussion)

A

Situational Judgement Test

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19
Q

Most commonly used and least valid of all predictors. Not accurate forecaster of job performance. Restricted range. Primarily positive.

A

Letters of Recommendation

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20
Q

Typically based on urine sample. Controversial. Has been proved though, drug users were absent or fired more often than non-drug users. Best used when danger to others or self is present.

A

Drug Testing

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21
Q

Used in government agencies. Not foolproof.

A

Polygraph

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22
Q

Used in other countries. Predictive of affective states. (Ex: stress)

A

Graphology

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23
Q

Ability to manage emotional responses in social situations. Scientific status still unknown.

A

Emotional Intelligence

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24
Q

Title 7 pertains to employment. The goal is to ensure fairness in all personnel functions and methods for making personnel decisions.

A

1964 Civil Rights Act

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25
Q

The goal is to provide reasonable accommodation in being evaluated for employment and in the conduct of jobs.

A

1990 American Disabilities Act

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26
Q

Undue Hardship

A

Difficulty or expense to the employer in providing accommodation for someone disabled.

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27
Q

Race, Sex, Religion, Color, National Origin, Age 40 plus, Disabilities

A

Protected Groups under the Civil Rights Act

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28
Q

2 Types of Discrimination

A

Adverse Impact and Disparate Treatment

29
Q

Subgroups treated equally during the hiring process, but the outcome of the selection procedures favors one group over another.

A

Adverse Impact

30
Q

States that adverse impact occurs when the selection ratio for any group is less than 80% of the selection ratio for another group.

A

4/5ths Rule

31
Q

of people hired divided by # of applicants

A

Selection Ratio

32
Q

Individuals from a protected subgroup are treated differently than those of another subgroup.

A

Disparate Treatment

33
Q

Demographics of worker population resembles societal demographics.

A

Organizational Diversity

34
Q

Can’t have the most qualified AND representative demographics hired at the same time.

A

Diversity-Validity Dilemma

35
Q

Overall Goal: Reduce the effects of past and present discrimination of a protected group. (Multiple Interpretations - Underrepresented groups, preferential selection, quota)

A

Affirmative Action

36
Q

Attracting people to apply for jobs.

A

Recruitment

37
Q

Predict 1 variable on the basis of another.

A

Regression Analysis

38
Q

Predict 1 variable on the basis of 2 or more other variables.

A

Multiple Regression Analysis

39
Q

Effectiveness in performing job tasks.

A

Task performance

40
Q

Contributing beyond one’s job.

A

Citizenship Performance

41
Q

Flexibility in a changing environment.

A

Adaptive Performance.

42
Q

Does the test accurately predicts performance?

A

Predictor Validity

43
Q

of successful performers divided by # of total performers

A

Base Rate

44
Q

Got hired and were good/true performers.

A

True Positive

45
Q

Rejected applicant and was a bad performer.

A

True Negative

46
Q

Rejected but would have been a true performer.

A

False Negative

47
Q

Got hired but was actually a bad performer.

A

False Positive

48
Q

Economic value of personnel decisions.

A

Utility

49
Q

Comparing organization with leading organization in industry.

A

Benchmarking

50
Q

How we process and use knowledge

A

Learning

51
Q

Declarative (facts and things) Procedural (using facts and things to solve problems/perform tasks)

A

2 Types of Knowledge

52
Q

Process to enhance, update, and advance knowledge and skills for IMMEDIATE job or role.

A

Training

53
Q

Process to enhance, update, and advance knowledge and skills for FUTURE job or role.

A

Development

54
Q

You assess training needs and attain buy-in from all levels of the organization.

A

Pretraining

55
Q

2 Types of sexual harassment

A

Quid Pro Quo and Hostile Environment

56
Q

Sexual compliance made mandatory for promotion/favors/retaining one’s job.

A

Quid Pro Quo (Sexual Harassment)

57
Q

Less obvious, something in the workplace is found offensive.

A

Hostile Environment (Sexual Harassment)

58
Q

You assess training results and maintain buy-in by employees.

A

Post-training

59
Q

Learning occurs through the web (conferencing, chat rooms, file sharing)

A

Computer-based training

60
Q

Stimulates a work environment in an artificial 3-dimensional context. Lets them learn skills that if developed in an actual environment, could hurt someone or damage the environment.

A

Virtual Reality Training

61
Q

Model the conduct of the company. Typically involve hypothetical company, with set of rules and procedures for the trainees to follow.

A

Business Games

62
Q

Training method often aimed at enhancing human relations skills or sales techniques

A

Role Playing

63
Q

Participants are explicitly encouraged to make errors and learn from them. (Rationale - we learn from our mistakes)

A

Error Management Training

64
Q

Process by which individuals learn to perform effectively in managerial roles.

A

Management Development

65
Q

What knowledge has been acquired, skills improved, or attitudes changed as a result of training.

A

Learning Criteria

66
Q

Actual changes in performance once the employee is back on the job.

A

Behavioral Criteria

67
Q

Relate to the economic value of the training program to the company.

A

Results Criteria

68
Q

3 Phases of Skill Acquisition?

A

1) Declarative Knowledge (how to do things)
2) Knowledge Compilation (try different ways to simplify or do task)
3) Procedural Knowledge (automatized skill and can perform task with little attention)

I-O Psychology (3 decks)

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