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General Flashcards

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1
Q

An engineer who studied employee productivity and developed Scientific Management

A

Frederick Winslow Taylor

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2
Q

1) Jobs should be carefully analyzed so that
the optimal way of doing tasks can be specified

2)Employees should be selected (hired) ac- cording to characteristics can be specified

3)Employees should be carefully trained to do their job tasks

4)Employees should be rewarded for their productivity to encourage high levels of performance

A

Scientific Management

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3
Q

Frederick Winslow Taylor believed that employees should be _________ according to characteristics can be specified (2nd component of Scientific Management)

A

selected (hired)

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4
Q

Cheaper by the Dozen

A

Frank and Lillian Gilbreth

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5
Q

Frederick Winslow Taylor held that employees should be carefully _____________ to do their job tasks (3rd component of Scientific Management)

A

trained

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6
Q

One of the co-founders of the National Insti-
tute of Industrial Psychology, an organization devoted to improving efficiency and working conditions of British employees

A

Charles Myers

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7
Q

One of the main founders of I/O Psychology.
An experimental psychologist who was interested in the psychology of advertising.

A

Walter Dill Scott

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8
Q

Published “The Theory of Advertising”

A

Walter Dill Scott

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9
Q

One of the main founders of I/O Psychology.
An experimental psychologist who was interested in the selection of employees and the use of the new psychological tests.

A

Hugo Munsterberg

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10
Q

Wrote the first American I/O textbook, Psychology and Industrial Efficiency (1913)

A

Hugo Munsterberg

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11
Q

Paved the way for the field of human factors,
which is the study of how best to design technology for people

A

Frank and Lillian Gilbreth

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12
Q

Invented refrigerator shelves and the foot pedal trash can

A

Lillian Gilbreth

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13
Q

Frederick Winslow Taylor said that employees should be_____________for their productivity to encourage high levels of performance (4th com- ponent of Scientific Management)

A

rewarded

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14
Q

Frederick Winslow Taylor was the first to suggest that jobs should be carefully _________ so the optimal way of doing tasks can be specified (1st component of Scientific Management)

A

analyzed

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15
Q

Time and Motion studies

A

Frank and Lillian Gilbreth

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16
Q

Procedures and work tasks are broken down
to find easier and most efficient ways to do things

A

Time and Motion studies

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17
Q

Was the leader of a number of psychologists who offered their services to the Army in World War I. He and others developed the Army Alpha and Army Beta group tests for mental ability, which represented the first large-scale application of psychologist testing to place individuals in jobs

A

Robert Yerkes

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18
Q

Varied lighting levels to increase employee productivity.
Employees knew they were being watched so their productivity increased (not the lighting) – Social factors
began being studied

A

Hawthorne Studies

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19
Q

The branch of psychology that is concerned with development and application of scientific principles to
the workplace

A

I/O Psychology

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20
Q

Recruitment, efficient job design, selection, training, performance appraisal, promotion, transfer, and
termination

A

Industrial Psychology

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21
Q

Addresses the emotional and motivational side of work which includes employee attitudes, employee behavior, job stress, and supervision practices

A

Organizational Psychology

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22
Q

Study of the capacities and limitations of humans with respect to a particular environment

A

Human Engineering Psychology

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22
Q

Universities, consulting firms, private companies, government, other

A

Work settings

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23
Q

Two or more randomly assigned groups are compared after some independent variable has been manipulated

A

Experiments

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24
Q

Experiments meet these goals

A

Description, Prediction, Explanation

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25
Q

Experiments are the only research method for determining _________-________ relationships

A

cause-effect

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26
Q

Assigning subjects to conditions in such a way that every participant has an equal probability of being placed in any condition

A

Random assignment

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27
Q

The variable in a study that is manipulated by
the researcher

A

Independent Variable

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28
Q

The variable in a study that is measured by the researcher

A

Dependent Variable

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28
Q

The variable in a study that is measured by the researcher

A

Dependent Variable

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29
Q

Steps of an _____________
A. Create two or more equivalent groups
B. Systematically vary one thing
C. Compare the groups on the behavior of interest

A

Experiment

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30
Q

First step of an experiment: create two or more equivalent ____________

A

groups

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31
Q

Second step of an experiment: systematically
___________ one thing

A

vary

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32
Q

Third step of an experiment: compare the groups on the _______ of interest

A

behavior

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33
Q

Research that compares naturally occurring groups of individuals; the variable of interest cannot be manipulated

A

Quasi-experiment

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34
Q

Goals satisfied by quasi-experiment: ______, _________

A

Description, Prediction

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35
Q

A method that assess the degree of relationship between two variable

A

Correlational Study

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36
Q

Goals satisfied by correlational study: ______, _________

A

description, prediction

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37
Q

A strong relationship where both numbers go the same way (ex: as job satisfaction increases, job performance increases)

A

Positive coefficient

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38
Q

A quantitative way of combining results of studies

A

Meta-analysis

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39
Q

Whether the conditions of a study can be extended to other groups of people, organizations, settings, or situations (generalizability)

A

External validity

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40
Q

Consistency

A

Reliability

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41
Q

Truthfulness

A

Validity

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42
Q

Who goes into each group (control vs. experimental group)

A

Random assignment

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43
Q

Occurs before random assignment

Chooses who is going to be in the experiment Tries to get a good representation of the pop- ulation (external validity)

A

Random selection

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44
Q

There is less control in ___________ compared to laboratory experiments. There is more generalizability and external validity in __________ as well

A

Field experiments

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45
Q

10 Steps to the Research Process/Scientific Method

A

1 Identify a Problem
2 Review the Literature
3 Generate hypothesis
4 Design the study
5 Evaluate Ethics
6 Conduct the study
7 Analyze the data
8 Interpret the results
9 Communicate the results
10 Replicate the study

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45
Q

10 Steps to the Research Process/Scientific Method

A

1 Identify a Problem
2 Review the Literature
3 Generate hypothesis
4 Design the study
5 Evaluate Ethics
6 Conduct the study
7 Analyze the data
8 Interpret the results
9 Communicate the results
10 Replicate the study

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46
Q

A method for describing jobs and/or the human attributes necessary to perform them

A

Job analysis

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47
Q

What is the fundamental step in the industrial part of I/O Psychology?

A

Job Analysis

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48
Q

Provides information about the nature of tasks done on the job

A

Job-Oriented Job Analysis

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49
Q

The job-oriented job analysis develops the ___________

A

Job Description

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50
Q

A collection of duties that can be performed by a single
person (job title)

A

Position

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51
Q

A major component of a job

A

Duty

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52
Q

A complete piece of work that accomplishes a particular objective

A

Task

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53
Q

An individual part that makes up a task

A

Activity

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54
Q

Individual part that makes up activity

A

Element

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55
Q

The hierarchy (5) of the job-oriented job analysis

A

Position, duty, task, activity, element

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56
Q

Provides a description of the characteristics or KSAOs necessary for a person to successfully perform a particular job

A

Person-Oriented Job Analysis

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57
Q

What a person needs to know to do a particular job

A

Knowledge

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58
Q

What a person is able to do on the job (develop through
practice)

A

Skills

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59
Q

A person’s aptitude or capability to do job tasks or learn
to do job tasks (potential to develop skills)

A

Ability

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60
Q

Anything relevant to the job not covered by the other three Looking at the range of good to bad of a role

A

Other Personal Characteristics

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61
Q

Who provides the job analysis Information for performing the job?

A

Critical Incidence

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62
Q

Who provides the job analysis information for observation?

A

Job analyst, trained observer

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63
Q

Who provides the job analysis information for observation?

A

Job analyst, trained observer

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64
Q

Who provides the job analysis information for interviewing SMEs

A

Supervisors, Job incumbents

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65
Q

Who provides the job analysis information for questionnaires?

A

Supervisors, Job Incumbents

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66
Q

Subject Matter Expert

A

SME

67
Q

SMEs

A

A person who is knowledgable about a topic

68
Q

Questionnaire Examples

A
  1. Job Components Inventory
  2. Position Analysis Questionnaire
  3. Task Inventory
69
Q

U.S. Department of Labor’s extensive database on jobs
and worker requirements for jobs

A

O*NET

70
Q

A standardized series of problems or questions that assess a particular individual characteristic

A

Psychological Test

71
Q

A psychological test that measures the capacity to learn something

A

Ability

72
Q

1 test

A

Cognitive ability test

73
Q

IQ Test

A

Cognitive ability test

74
Q

A psychological test used for info and process learning Predicts job performance (high validity)
Best test psychologists make

A

Cognitive ability test

75
Q

A psychological test that measures physical abilities

A

Psychomotor Ability Test

76
Q

A psychological test also called an achievement test (backward focused)
Assess a person’s present level of proficiency

A

Knowledge and
Skills Test

77
Q

A psychological test that measures a person's typical way of thinking, feeling, and behavior across time and situations

A

Personality Test

78
Q

A personality psychology test measuring agreeableness/disagreeableness, extroversion/introversion, open- ness,
conscientiousness, and neuroticism

A

Big 5 Model

79
Q

The trait in the Big 5 Model that is most likely to be successful in training

A

Openness

80
Q

The trait in the Big 5 Model that is the #1 personality trait and measures the neatness and organization

A

Conscientiousness

81
Q

The trait in the Big 5 Model that means how worried and angry a person is

A

Neuroticism

82
Q

A psychological test that measures the ability people have to control and recognize emotions in themselves and others

A

Emotional Intelligence

83
Q

The second best psychological test

A

Integrity Test

84
Q

A psychological test designed to predict whether an employee will engage in counterproductive or dishonest behavior on the job

A

Integrity Test

85
Q

The integrity test is not good at predicting __________

A

Theft

86
Q

A person who does well on this test often has less absences and overall better job performance

A

Integrity Test

87
Q

Do a job analysis before ___________ to know what is
necessary for the job

A

Drug Testing

88
Q

A selection tool in which the job applicant provides extensive background information

A

Biographical Information

89
Q

Developed by conducting statistical analyses of a large
number of items to see which ones predict job performance

A

Empirical Biographical Information

90
Q

Inventory is based on theory and research concerning the prior experiences that would be expected to relate to job performance

A

Rational Biographical Information

91
Q

In this method, we become the test. It is not reliable and is why bad employees get hired.

A

Interviews

92
Q

Not standardized and is a loose flowing conversation

A

Unstructured Interview

93
Q

Recommendations for a ________________:
- Ask standardized questions
- Have detailed info about the job
- No prior information about the examinee
- No evaluations until interview is over
- Make facet ratings, not global ones
- Get training

A

Interview

94
Q

A test that includes tasks from a job

A

Work Samples

95
Q

A series of assessment exercises that are used to assess
a person’s potential for a job

A

Assessment Centers

96
Q

General characteristics of _____________
1. Often multiple trained assessors
2. Most are focused on management skills
3. Group of people are being assessed
4. Probably multiple days
5. Probably a number of activities

A

Assessment Centers

97
Q

Person being tested is asked to show what he or she would do with a series of items that might be found in a manager’s in-basket

A

In-basket exercises

98
Q

Persons being tested are placed in a group without a leader to observe their interpersonal behavior

A

Leaderless group exercises

99
Q

Assessment Center exercises include:

A
  1. Role Playing Exercises
  2. In-basket Exercises
  3. Leaderless group exercises
100
Q

Taking a test and putting it on the computer

A

Electronic Assessment

101
Q

Benefits of Electronic Assessment
1. High predictor of _________ because it has a high level of realism through simulations
2. Scored quickly and accurately
3. Less biased than humans

A

job performance

102
Q

Disadvantages of Electronic Assessment
1. Time-consuming to create
2. Not parallel to _____________
3. Internet speed may be an issue (especially for speed tests)

A

paper and pencil tests

103
Q

Forecasting for vacancies and new positions

A

Planning

104
Q

You forecast by:

A
  1. Keep track
  2. Monitor trends
105
Q

Recommendations for recruitment

A
  1. Start with KSAOs identified through job analysis
  2. Attract a large pool of applicants
  3. Avoid intentional or unintentional discrimination
  4. Make a good first impression
106
Q

Recruitment Sources

A
  1. Advertising
  2. Employee referral
  3. Employment agencies/headhunters
  4. Internet
  5. School Recruiters
  6. Walk-ins
107
Q

A study undertaken to determine if a predictor is related to a criterion

A

Validation Study

108
Q

Predictor —?— Criterion

A

Correlational Study

109
Q
  1. Conduct a job analysis
  2. Specify the job performance criteria
  3. Choose predictors
  4. Validate the predictors
  5. Cross-validate
A

Validation study

110
Q

Do the study again with a different group of people

A

Cross-validate

111
Q

X (predictor) and Y (criterion) are studied at the same time X (predictor) and Y (criterion) are studied at different times

A

Concurrent Validation Study

112
Q

an estimate of the dollars gained in increased productivity and efficiency because of the use of screening tests

A

Predictive Validation Study

113
Q

How often something occurs

A

Utility analysis

114
Q

The proportion of people hired who will be successful on the job

A

Baserate

115
Q

The baserate is best at _____%

A

50

116
Q

If baserate is ______, no need to do the cognitive ability test

A

low

117
Q

If baserate is __________ , a lot of training is necessary so it may not be beneficial to spend a lot of money on testing since you will have to spend it on training

A

high

118
Q

The interpretation given to the meaning of a measure

A

Validity

119
Q

A score that serves as the threshold for selection

A

Cutoff score

120
Q

When a predictor that is a valid indicator in one setting is thought to be valid in another similar setting

A

Validity generalization

121
Q

Multiple regression model
Multiple hurdle model

A

Hiring

122
Q

An approach that allows predictors to be combined statistically

A

Multiple Regression Model

123
Q

A stringent method that uses an ordered sequence of screening devices

A

Multiple Hurdle

124
Q

O*NET is a computer-based resource for job-related information on approximately ___________ groups of jobs sharing common characteristics

A

1,000

125
Q

A database of the content of jobs and the KSAOs needed by individuals in those jobs that is widely available to individuals and organizations

A

O*NET

126
Q

A job analysis method that describes jobs and necessary job characteristics along common dimensions

A

Position Analysis Questionnaire

127
Q

A questionnaire that contains a list of specific tasks that might be done on a job that is being analyzed

A

Task Inventory

128
Q

Also known as the Occupational Information Network

A

O*NET

129
Q

Can be used to give a picture of the average importance
or time spent for each task in a particular job

A

Task Inventory

130
Q

Position Analysis Questionnaire contains ________ items dealing with the task requirements or elements of jobs

A

189

131
Q

Job Components Inventory covers over _______ features of jobs that can be translated into skill requirements

A

400

132
Q

Position Analysis Questionnaire covers six major categories, including

A
  1. information input
  2. mediation processes
  3. work output
  4. interpersonal activities
  5. work situation and job context
  6. miscellaneous aspects
133
Q

Job Components Inventory five components represented, including

A
  1. use of tools and equipment
  2. perceptual and physical requirements
  3. mathematics
  4. communication
  5. decision making responsibility
134
Q

I/O Pyschologists from research firms and universities
helped develop this resource, which is sponsored by the U.S. Department of Labor

A

O*NET

135
Q

Position Analysis Questionnaire produces a profile of the task elements and KSAOs for
any job, in addition to a ________________ for each element and __________ in comparison to all jobs

A

percentile score
KSAO

136
Q

Job Components Inventory simultaneously assesses _____________ and a person’s ________

A

job requirements
KSAOs

137
Q

O*NET six domains

A
  1. experience requirements
  2. worker characteristics
  3. worker requirements
  4. occupation requirements
  5. occupation specific information
  6. occupation characteristics
138
Q

Used to match job requirements to worker characteristics

A

Job Components Inventory

139
Q

A detailed accounting of job tasks, procedures, and responsibilities; the tools and equipment used; and the end product or service (job-oriented job analysis)

A

Job Description

140
Q

A statement of the human characteristics required to perform a job (person-oriented job analysis)

A

Job Specification

141
Q

An assessment of the relative value of jobs for determining compensation

A

Job evaluation

142
Q

Work and performance outcomes required by the job that serves as a basis for appraising successful job performance

A

Performance criteria

143
Q

A business is legally allowed to not hired disabled people if they cannot complete the essential functions

A

Legal Issues

144
Q

What does someone in this field typically get paid

A

Market Wage

145
Q

See what other comparable places are paying

A

Salary Surveys

146
Q

Compensable Factors characteristics that serve as the basis for the evaluation

A
  1. Consequences of error
  2. Responsibility
  3. Education Required
  4. Skill Required
147
Q

Hired and successful

A

True positive

148
Q

Passed test, poor employee

A

False Positive

149
Q

Not hired, unsuccessful

A

True Negative

150
Q

Did not past test, but good employee

A

False Negative

151
Q

Illegal to discriminate against minorities

A

Civil Rights Act

152
Q

When members of a protected group are treated unfairly by an employer’s personnel action

A

Adverse impact

153
Q

Selection ratio for the protected class is less than 80% of the comparison group

A

4/5ths Rule

154
Q

Legal protection extended to people with disabilities

A

Americans with Disabilities Act

155
Q

A task that absolutely has to be done for a person in that role

A

Essential Functions

156
Q

Assistance or modification to the job so that people with disabilities can perform the job

A

Reasonable Accommodations

157
Q

A variety of practices that organizations use to increase the number of protected class members in targeted jobs

A

Affirmative Action

158
Q

Why we _________ Employees?
1. Administrative Decisions
2. Employee Development and Feedback
3. Research

A

Appraise

159
Q

A standard by which performance is measured

A

Criteria

160
Q

What is the most common criteria?

A

Job Performance

161
Q

What we think good performance is

A

Theoretical Criteria

162
Q

How we actually measure job performance

A

Actual Criteria

163
Q

Good overlap between the theoretical criterion and the actual criterion

A

Criterion Relevance

164
Q

Criterion Relevance is the extent to which the _______ criterion assess the ________ criterion it is designed to measure

A

actual
theoretical

165
Q

Refers to the actual criterion that reflects something other than what it was designed to measure

A

Criterion Contamination

166
Q

Means that the actual criterion does not adequately cover the entire theoretical criterion

A

Criterion Deficiency

167
Q

Characteristics of criteria

A
  1. Criterion Complexity
  2. Dynamic Criteria
  3. Contextual Criteria
168
Q

Job can be evaluated at position, duty, task, activity, or element level

A

Performance criteria

I/O Psychology (1 decks)

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