Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

I/O Psychology > Exam 2 > Flashcards

Exam 2 Flashcards

You may prefer our related Brainscape-certified flashcards:
Psychology 101 flashcards GRE® Psychology flashcards AP® Psychology flashcards
1
Q

Nepotism

A

An approach to personnel staffing whereby family members receive preferential treatment because of birth or marriage.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Protected Group

A

A designation for members of society who are granted legal status by virtue of a demographic characteristic, such as race, sex, national origin, color, religion, age, and disability.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Adverse Impact

A

A type of unfair discrimination in which the result of using a particular personnel selection method has a negative effect on protected group members compared with majority group members. Oftn contrasted with disparate treatment.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Disparate Treatment

A

A type of unfair discrimination in which protected group members are afforded differential employment procedures compared to members of other groups. Often contrasted with adverse impact.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Diversity

A

A goal of staffing whereby demographic differences in society are reflected in the workforce.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Diversity-validity Dilemma

A

The paradox of organizations being unable to simultaneously hire the most qualified applicants and members of the full range of demographic groups that populate society.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Affirmative Action

A

A social policy that advocates members of protected groups will be actively recruited and considered for selection in employment.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Reruitment

A

The process by which individuals are solicited to apply for jobs.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Regression Analysis

A

A statistical procedure used to predict one variable on the basis of another variable.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Multiple Correlation

A

The degree of predictability (ranging from 0 to 1.00) in forecasting one variable on the basis of two or more other variables. Often expressed in conjunction with multiple regression analysis.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Multiple Regression Analysis

A

A statistical procedure used to predict on variable on the basis of two or more other variables.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Validity Generalization

A

A concept that reflects the degree to which a predictive relationshi empirically established in one context spreads to other populations or contexts.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Personnel Selection

A

The process of determining those applicants who are selected for hire versus those who are rejected.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Predictor Cutoff

A

A score on a test that differentiates those who passed the test from those who failed; often equated with the passing score on a test.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Selection Ratio

A

A numeric index ranging between 0 and 1 that reflects the selectivity of the hiring organization in filling jobs; the number of job openings divided by the number of job applicants.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Base Rate

A

The percentage of current employees in a job who are judged to be performing their jobs satisfactorily.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Criterion Cutoff

A

A standard that separates successful from unsuccessful job performance.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

True Positives

A

A term to describe individuals who were correctly selected for hire because they became successful employees.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

True Negatives

A

A term to describe individuals who were correctly rejected for employment because they would have been unsuccessful employees.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

False Negatives

A

A term to describe individuals who were incorrectly rejected for employment because they would have been successful employees.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

False Positives

A

A term to describe individuals who were incorrectly accepted for employment because they were unsuccessful employees.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Banding

A

A method of interpreting test scores such that scores of different magnitude in a numeric range or band are regarded as being equivalent.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Utility

A

A concept reflecting the economic value (expressed in monetary terms) of making personnel decisions.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Benchmarking

A

The process of comparing a company’s products or procedures with those of the leading companies in an industry.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

Placement

A

The process of assigning individuals to jobs based on one test score.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Classification

A

The process of assigning individuals to jobs based on two or more test scores.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Training

A

The process through which the knowledge and skills of employees are enhanced.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

Learning

A

The process by which change in knowledge or skills is acquired through education or experience.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

Declarative Knowledge

A

A body of knowledge about facts and things. Often compared with procedural knowledge.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

Knowledge Compilation

A

The body of knowledge acquired as a result of learning.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

Procedural Knowledge

A

A body of knowledge about how to use information to address issues and solve problems. Often compared with declarative knowledge.

32
Q

Procedural Knowledge

A

A body of knowledge about how to use information to address issues and solve problems. Often compared with declarative knowledge.

33
Q

Computer-based Training

A

A method of training that utilizes computer technology (such as CD-ROM) to enhance the acquisition of knowledge and skills.

34
Q

Programmed Instruction

A

The most basic computer-based training that provides for self-paced learning.

35
Q

Intelligent Tutoring Systems

A

A sophisticated type of computer-based training that uses artificial intelligence to customize learning to the individual.

36
Q

Interactive Multimedia Training

A

A type of computer-based training that combines visual and auditory information to creat a realistic but nonthreatening environment.

37
Q

Virtual Reality Training

A

A type of computer-based training that uses three-dimensional computer-generated imagery.

38
Q

Business Games

A

A method of training that stimulates business environment with specific objective to achieve and rules for trainees to follow.

39
Q

Role Playing

A

A training method directed primarily at enhancing interpersonal skills in which training participants adopt various roles in a group exercise.

40
Q

Behavior Modeling

A

A method of training that makes use of imitative learning and reinforcement to modify human behavior.

41
Q

Error Management Training

A

A system of training in which employees are encouraged to make errors, and then learn rom their mistakes.

42
Q

Management Development

A

The process by which individuals serving in management or leadership positions are trained to better perform the job.

43
Q

Melting Pot Conception

A

A concept behind facilitating relationships among people of different cultures based on them relinquishing their individual cultural indents to form a new, unified culture as a means of coexisting. Often contrasted with multicultural conception.

44
Q

Multicultural Conception

A

A concept behind facilitating relationships among people of different cultures based on them retaining their individual cultural identities as a means of coexisting. Often contrasted with melting pot conception.

45
Q

Cultural Diversity Training

A

A method of training directed at improving interpersonal sensitivity and awareness of cultural differences among employees.

46
Q

Expatriate

A

A person native to one country who serves a period of employment in anther country.

47
Q

Sexual Harassment

A

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating hostile, or offensive work environment.

48
Q

Quid Pro Quo Sexual Harassment

A

A legal classification of harassment in which specified organizational reward are offered in exchange for sexual favors. Often compared with hostile environment sexual harassment.

49
Q

Hostile Environment Sexual Harassment

A

A legal classification of sexual harassment in which individuals regard conditions in the workplace (such as unwanted touching or off-color jokes) as offensive. Often compared with quid pro quo sexual harassment.

50
Q

Mentor

A

Typically an older and more experienced person who helps to professionally develop a less experienced person.

51
Q

Protégé

A

Typically a younger and less experienced person who is helped and developed in job training by a more experienced person.

52
Q

Executive Coaching

A

An individualized developmental process for business leaders provided by a rained professional (the coach).

53
Q

Transfer of Training

A

The degree of generalizability f the behaviors learned in training to those behaviors evidenced on the job that enhance performance.

54
Q

Reaction Criteria

A

A standard for judging the effectiveness of training that refers to the reactions or feelings of individuals about the training-they received.

55
Q

Learning Criteria

A

A standard for judging the effectiveness of training that refers to the amount of new knowledge and skills acquired through training.

56
Q

Behavioral Criteria

A

A standard for judging the effectiveness of training that refers to changes in performance that are exhibited on the job as a result of training.

57
Q

Results Criteria

A

A standard for judging the effectiveness of training that refers to the economic value that accrues to the organization as a function of the new behaviors exhibited on the job.

58
Q

Performance Management

A

The process of how an organization manages and aligns all of its resources to achieve high performance.

59
Q

Person Perception

A

A theory that asserts how we evaluate other people n various contexts is related to how we acquire, process, and categorize information.

60
Q

Schema

A

A Cognitive approach to processing information that results in making sense of events and actions that in turn influence how decisions are made on the basis of that information.

61
Q

Halo Error

A

A tpe of rating error in which the rater assesses he ratee as performing well on a variety of performance dimensions, despite having credible knowledge of only a limited number of performance dimensions.

62
Q

Leniency Error

A

A type of rating error n which the rater assesses a disproportionately large number of ratees as performing well (positive leniency) or poorly (negative leniency) in contrast to their true level of performance.

63
Q

Central-tendency Error

A

A type of rating error in which the rater assesses a disproportionately large number of ratees as performing in the middle or central part of a distribution of rated performance in contrast to their true level of performance.

64
Q

Top-grading

A

A method of performance management whereby employees are graded on their overall contribution to the organization, and each year the bottom 10% of the employees are dismissed.

65
Q

Critical Incidents

A

Specific behaviors indicative of good or bad job performance.

66
Q

Behaviorally Anchored Rating Scales (BARS)

A

A type of performance appraisal rating scale in which the scale points are descriptions of behavior.

67
Q

Rater Training

A

The process of educating raters to make more accurate assessments of performance, typically achieved by reducing the frequency of halo, leniency, and central tendency errors.

68
Q

Rater Motivation

A

A concept that refers to organizationally induced pressures that compel raters to evaluate ratees positively.

69
Q

Contextual Performance

A

Behavior exhibited by an employee that contributes to the welfare of the organization but is not a formal component of an employee’s job duties. Also called prosocial behavior and extra-role behavior.

70
Q

Peer Assessment

A

A technique of performance appraisal in which individuals assess the behavior of their peers or coworkers. Peer assessments include nominations, ratings, and rankings.

71
Q

Peer Nomination

A

A technique of appraising the performance of coworkers by nominating them for membership in a group.

72
Q

Peer Rating

A

A technique of appraising the performance of coworkers by rating them on a dimension of their job behavior.

73
Q

Peer Ranking

A

A technique of appraising the performance of coworkers by ranking them on a dimension of their job behavior.

74
Q

Self-assessment

A

A technique of performance appraisal in which individual assess their own behavior.

75
Q

360-degree Feedback

A

A process of evaluating employees from multiple rating sources, usually including supervisor, peer, subordinate, and self. Also called multisource feedback.

I/O Psychology (3 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions