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Psychology 230 > Exam 2 Review > Flashcards

Exam 2 Review Flashcards

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1
Q

Job Analysis

A

A formal procedure by which the content of a job is defined in terms of tasks performed and human qualifications needed to perform the job.

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2
Q

Training them

A

to perform those aspects of the job that are important

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3
Q

Paying them

A

High levels of performance warrant higher pay

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4
Q

Classifying jobs

A

Jobs with similar performance criteria are grouped together.

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5
Q

Four Job Related Aspects

A

Tasks, Position, Job, Job Family

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6
Q

Tasks

A

are at the lowest level of procedures and they are the basic units of work that are directed toward meeting specific job objectives

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7
Q

Position

A

is next in line and a set of tasks performed by a single employee

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8
Q

Job

A

which means a set of similar positions in an organization, for example a secretary or receptionist

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9
Q

Job Family

A

which is a grouping of similar jobs in an organization like a clerical job family. There’s one family.

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10
Q

A job is…

A

a situation and a person acts on the situation

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11
Q

Jet Stream

A

Enduring, recurring atmosphere stream. North America it goes from west to east. Flow of air. People have enduring behaviors.

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12
Q

Job Analysis Simplified

A

Studying the characteristics of the job

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13
Q

KSAO’s

A

Knowledge, Skills, Abilities, and Other Characteristics. Ex: Quantitative ability, kind, optimistic.

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14
Q

Dimensions of Performance

A

Based on how you behave and what you do for the organization

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15
Q

Contextual Features

A

Some people like temperatures different, quieter, louder, etc.

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16
Q

Cashier Performance Domain

A
  1. Operating cash register
  2. Bagging Merchandise
  3. Answering the customers questions
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17
Q

Organizations don’t…

A

care about you except for the behaviors you can exhibit to better them.

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18
Q

Quote involving human beings being alike *

A

“All human beings are like all other human beings, and all human beings are unlike all human beings.”

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19
Q

As a job analyst you are:

A

Photographer: trying to capture complex events taken place, takes hundreds of photos.
Detective: Looks for clues to find out what is going on.

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20
Q

Job Analysis Terminology

A

Data gathering, investigating process. Analyze a job to understand the demands.

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21
Q

Job Description

A

What the job actually is, the description of it. Product of a job analysis. Info about the job.

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22
Q

Job Specification

A

Focuses on the person performing a certain job. Also a product of job analysis. Human characteristics.

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23
Q

Job Evaluation

A

A process similar to job analysis, builds on job analysis but is specifically focused on the financial worth of a job. Monetary value to the job, how much to pay someone.

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24
Q

Performance Evaluation

A

Focused on an individual person, not a job. On their attributes.

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25
Q

Job Analysis Example

A

Binning picks his nose for an entire lecture and a student complains. Counter-Productive

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26
Q

What “causes” Job Behavior

A

Personal Factors, psychological traits and constructs (KSAO’s), situational forces, weak vs. strong situations

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27
Q

A psychological contstruct is…

A
  • Hypothesized cause for observed regularity in human behavior
  • Label for a cluster of covarying behaviors.
  • Mental construction ~ Conceptualization
  • Psychological Tool
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28
Q

Competency Modeling

A

A process for determining the human characteristics needed to perform successfully within an organization

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29
Q

Job Performance Criteria 2 options

A

Objective Performance Criteria

Subjective Performance Criteria

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30
Q

Objective Performance Criteria

A

A set of factors used to assess job performance that are (relatively) factual in character.

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31
Q

Subjective Performance Criteria

A

A set of factors used to assess job performance that are the product of someone’s judgements of these factors (Ex: Supervisor, peer, customer).

32
Q

Nine Major Job Performance Criteria

A
  1. Production
  2. Sales
  3. Tenure or turnover
  4. Absenteeism
  5. Accidents
  6. Thefts
  7. Counterproductive Workplace Behavior
  8. Emotional Labor
  9. Person-Organization Fit
33
Q

Dynamic Job Performance Criteria

A

Aspects of job performance that change (increase or decrease) over time.

34
Q

Correlation Coefficient

A

A statistical index that reflects the degree of relationship between two variables.

35
Q

Validity

A

A standard for evaluating tests that refers to the accuracy or appropriateness of drawing inferences from test scores. Often contrasted with reliability.

36
Q

Construct Validity

A

The degree to which a test is an accurate and faithful measure of the construct it purports to measure.

37
Q

Criterion-related validity

A

The degree to which a test forecasts or is statistically related to a criterion

38
Q

Content Validity

A

The degree to which subject matter exerts agree that the items in a test are a representative sample of the domain of knowledge the test purports to measure

39
Q

Utility

A

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

40
Q

Criterion

A

Future performance, intelligence. A principle or standard by which something may be judged or decided.

41
Q

Concurrent Validation Strategy

A

Concerned with how well a predictor can predict a criterion at the same time, or concurrently. Diagnose the existing status of some criterion.

42
Q

Predictive Criterion-related Validity

A

Collect predictor information and use it to forecast future criterion performance.

43
Q

Rating Errors

A

R=.9
R=.7
1.0= a perfect prediction
The closer it is to 1 the closer together the scatter plot is.

44
Q

Criterion Deficiency

A

The part of the conceptual criterion that is not measured by the actual criterion

45
Q

Conceptual Criterion

A

The theoretical standard that researchers seek to understand.

46
Q

Actual Criterion

A

The operational or actual standard that researchers measure or assess.

47
Q

Criterion Relevance

A

The degree of overlap or similarity between the actual criterion and the conceptual criterion.

48
Q

Predictor

A

is any variable used to forecast a criterion. Weathermen use barometric pressure to forecast rainfall. Doctors use body temperature to forecast illness.

49
Q

Criterion Contamination

A

The part of the actual criterion that is unrelated to the conceptual criterion.
Bias: actual criteria systematically or consistently measure something other than conceptual criterion.
Error: the actual criterion are not related to anything at all.

50
Q

Correlation

A

A mutual relationship or connection between two or more things.

51
Q

PAQ

A

Position Analysis Questionnaire

52
Q

Taxonomy

A

A classification of objects designed to enhance understanding of the objects being classified.

53
Q

O*NET

A

An online computer based source of info about jobs

54
Q

Performance Appraisal

A

is the process of assessing performance to make decisions (Ex: about pay raises).

55
Q

Abilities

A

“Can do” (maximum performance)

56
Q

Affective Traits

A

“Will do” (typical performance)

57
Q

Circumplex

A

conceptual system where the adjacent categories are more similar. 6 items around one in the middle all being connected in a way.

58
Q

Cognitive Functioning (Umbrella Construct)

A

Alfred Binnay

  • Intelligence
  • Quantitative Ability
  • Spatial Relations: visualize in minds eye
  • Reasoning
  • Memory
  • Perceptual Accuracy
59
Q

Physical Functioning

A
  • Strength
  • Stamina
  • Psychological Fitness
  • Stature
  • Appearance
60
Q

Psychomotor Functioning

A
  • Coordination
  • Dexterity
  • Control Precision
  • Reaction Time
61
Q

Affective Functioning

A
  • Emotional Labor: paying to do something you don’t want to do
  • Mood
  • Impulsivity
  • Positive and Negative Affectivity
  • BAS and BIS
62
Q

BAS (Behavioral Activation System)

A

Neurologically based system in everyone’s brains that motivates us to survive or get a reward. (drinking a beer, doing well on exam)

63
Q

BIS (Behavioral Inhibition System)

A

Our feared reactions to perceive threats. Similar to BAS but pushes us away from harmful things and bad behaviors.

64
Q

Valuative Functioning

A
  • What people think and feel in one valued result
  • Attitudes
  • Values
  • Interests
  • Prejudices
  • Preferences
65
Q

Somatic Functioning

A
  • Combines physical and emotional reactions
  • Wellness
  • Hardiness
  • Somatic complaints
  • Stress tolerance
  • Vagal Tone: Self-esteem
66
Q

Internal Perspective

A

Processes within an individual that explain why he or she behaves in characteristic ways.

  • Attitudes, emotions
  • Fairly stable across time and situations
67
Q

External Perspective

A

How the individual is perceived by others that he or she interacts with (reputation)

  • “She has a great personality”
  • Getting along with others (cooperation)
  • Getting ahead of others (competition)
68
Q

Big Five Personality Traits O.C.E.A.N.

A

Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism (Emotional Stability)

69
Q

Conscientiousness (the most common of the five)

A

Planful, organized, dependable, efficient, thorough, forgetful, careless, etc.

70
Q

Neuroticism (Emotional Stability)

A

anxious, moody, irritable, fearful, stable, confident, tranquil

71
Q

Extraversion

A

Sociable, assertive, positive affectivity, quiet

72
Q

Agreeableness

A

cooperative, helpful, unfriendly, unkind, sympathetic

73
Q

Openness

A

open to experience, curious, imaginative, unconventional

74
Q

Structured Personality Inventories

A
  • MMPI
  • 16PF
  • Hogan Personality Inventory
  • California Personality Inventory
  • Myer-Briggs
  • NEO-PI
75
Q

Projective Techniques

A
  • Rorschach Inkblot
  • Sentence Completion
  • TAT
  • PAT
76
Q

Simulation Exercises

A
  • Leaderless group discussion
  • In-Basekt
  • Scheduling exercise
  • Presentation role playing
77
Q

Behavior Description (STAR)

A

Situation, Task, Action, Result

Psychology 230 (1 decks)

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