General Flashcards
(171 cards)
1
Q
An engineer who studied employee productivity and developed Scientific Management
A
Frederick Winslow Taylor
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
3
Q
Frederick Winslow Taylor believed that employees should be _________ according to characteristics can be specified (2nd component of Scientific Management)
A
selected (hired)
4
Q
Cheaper by the Dozen
A
Frank and Lillian Gilbreth
5
Q
Frederick Winslow Taylor held that employees should be carefully _____________ to do their job tasks (3rd component of Scientific Management)
A
trained
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
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
8
Q
Published “The Theory of Advertising”
A
Walter Dill Scott
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
10
Q
Wrote the first American I/O textbook, Psychology and Industrial Efficiency (1913)
A
Hugo Munsterberg
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
12
Q
Invented refrigerator shelves and the foot pedal trash can
A
Lillian Gilbreth
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
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
15
Q
Time and Motion studies
A
Frank and Lillian Gilbreth
16
Q
Procedures and work tasks are broken down
to find easier and most efficient ways to do things
A
Time and Motion studies
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
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
19
Q
The branch of psychology that is concerned with development and application of scientific principles to
the workplace
A
I/O Psychology
20
Q
Recruitment, efficient job design, selection, training, performance appraisal, promotion, transfer, and
termination
A
Industrial Psychology
21
Q
Addresses the emotional and motivational side of work which includes employee attitudes, employee behavior, job stress, and supervision practices
A
Organizational Psychology
22
Q
Study of the capacities and limitations of humans with respect to a particular environment
A
Human Engineering Psychology
22
Q
Universities, consulting firms, private companies, government, other
A
Work settings
23
Q
Two or more randomly assigned groups are compared after some independent variable has been manipulated
A
Experiments
24
Experiments meet these goals
Description, Prediction, Explanation
25
Experiments are the only research method for determining _________-________ relationships
cause-effect
26
Assigning subjects to conditions in such a way that every participant has an equal probability of being placed in any condition
Random assignment
27
The variable in a study that is manipulated by
the researcher
Independent Variable
28
The variable in a study that is measured by the researcher
Dependent Variable
28
The variable in a study that is measured by the researcher
Dependent Variable
29
Steps of an _____________
A. Create two or more equivalent groups
B. Systematically vary one thing
C. Compare the groups on the behavior of interest
Experiment
30
First step of an experiment: create two or more equivalent ____________
groups
31
Second step of an experiment: systematically
___________ one thing
vary
32
Third step of an experiment: compare the groups on the _______ of interest
behavior
33
Research that compares naturally occurring groups of individuals; the variable of interest cannot be manipulated
Quasi-experiment
34
Goals satisfied by quasi-experiment: ______, _________
Description, Prediction
35
A method that assess the degree of relationship between two variable
Correlational Study
36
Goals satisfied by correlational study: ______, _________
description, prediction
37
A strong relationship where both numbers go the same way (ex: as job satisfaction increases, job performance increases)
Positive coefficient
38
A quantitative way of combining results of studies
Meta-analysis
39
Whether the conditions of a study can be extended to other groups of people, organizations, settings, or situations (generalizability)
External validity
40
Consistency
Reliability
41
Truthfulness
Validity
42
Who goes into each group (control vs. experimental group)
Random assignment
43
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)
Random selection
44
There is less control in ___________ compared to laboratory experiments. There is more generalizability and external validity in __________ as well
Field experiments
45
10 Steps to the Research Process/Scientific Method
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
45
10 Steps to the Research Process/Scientific Method
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
46
A method for describing jobs and/or the human attributes necessary to perform them
Job analysis
47
What is the fundamental step in the industrial part of I/O Psychology?
Job Analysis
48
Provides information about the nature of tasks done on the job
Job-Oriented Job Analysis
49
The job-oriented job analysis develops the ___________
Job Description
50
A collection of duties that can be performed by a single
person (job title)
Position
51
A major component of a job
Duty
52
A complete piece of work that accomplishes a particular objective
Task
53
An individual part that makes up a task
Activity
54
Individual part that makes up activity
Element
55
The hierarchy (5) of the job-oriented job analysis
Position, duty, task, activity, element
56
Provides a description of the characteristics or KSAOs necessary for a person to successfully perform a particular job
Person-Oriented Job Analysis
57
What a person needs to know to do a particular job
Knowledge
58
What a person is able to do on the job (develop through
practice)
Skills
59
A person's aptitude or capability to do job tasks or learn
to do job tasks (potential to develop skills)
Ability
60
Anything relevant to the job not covered by the other three Looking at the range of good to bad of a role
Other Personal Characteristics
61
Who provides the job analysis Information for performing the job?
Critical Incidence
62
Who provides the job analysis information for observation?
Job analyst, trained observer
63
Who provides the job analysis information for observation?
Job analyst, trained observer
64
Who provides the job analysis information for interviewing SMEs
Supervisors, Job incumbents
65
Who provides the job analysis information for questionnaires?
Supervisors, Job Incumbents
66
Subject Matter Expert
SME
67
SMEs
A person who is knowledgable about a topic
68
Questionnaire Examples
1. Job Components Inventory
2. Position Analysis Questionnaire
3. Task Inventory
69
U.S. Department of Labor's extensive database on jobs
and worker requirements for jobs
O*NET
70
A standardized series of problems or questions that assess a particular individual characteristic
Psychological Test
71
A psychological test that measures the capacity to learn something
Ability
72
#1 test
Cognitive ability test
73
IQ Test
Cognitive ability test
74
A psychological test used for info and process learning Predicts job performance (high validity)
Best test psychologists make
Cognitive ability test
75
A psychological test that measures physical abilities
Psychomotor Ability Test
76
A psychological test also called an achievement test (backward focused)
Assess a person's present level of proficiency
Knowledge and
Skills Test
77
A psychological test that measures a person's typical way of thinking, feeling, and behavior across time and situations
Personality Test
78
A personality psychology test measuring agreeableness/disagreeableness, extroversion/introversion, open- ness,
conscientiousness, and neuroticism
Big 5 Model
79
The trait in the Big 5 Model that is most likely to be successful in training
Openness
80
The trait in the Big 5 Model that is the #1 personality trait and measures the neatness and organization
Conscientiousness
81
The trait in the Big 5 Model that means how worried and angry a person is
Neuroticism
82
A psychological test that measures the ability people have to control and recognize emotions in themselves and others
Emotional Intelligence
83
The second best psychological test
Integrity Test
84
A psychological test designed to predict whether an employee will engage in counterproductive or dishonest behavior on the job
Integrity Test
85
The integrity test is not good at predicting __________
Theft
86
A person who does well on this test often has less absences and overall better job performance
Integrity Test
87
Do a job analysis before ___________ to know what is
necessary for the job
Drug Testing
88
A selection tool in which the job applicant provides extensive background information
Biographical Information
89
Developed by conducting statistical analyses of a large
number of items to see which ones predict job performance
Empirical Biographical Information
90
Inventory is based on theory and research concerning the prior experiences that would be expected to relate to job performance
Rational Biographical Information
91
In this method, we become the test. It is not reliable and is why bad employees get hired.
Interviews
92
Not standardized and is a loose flowing conversation
Unstructured Interview
93
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
Interview
94
A test that includes tasks from a job
Work Samples
95
A series of assessment exercises that are used to assess
a person's potential for a job
Assessment Centers
96
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
Assessment Centers
97
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
In-basket exercises
98
Persons being tested are placed in a group without a leader to observe their interpersonal behavior
Leaderless group exercises
99
Assessment Center exercises include:
1. Role Playing Exercises
2. In-basket Exercises
3. Leaderless group exercises
100
Taking a test and putting it on the computer
Electronic Assessment
101
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
job performance
102
Disadvantages of Electronic Assessment
1. Time-consuming to create
2. Not parallel to _____________
3. Internet speed may be an issue (especially for speed tests)
paper and pencil tests
103
Forecasting for vacancies and new positions
Planning
104
You forecast by:
1. Keep track
2. Monitor trends
105
Recommendations for recruitment
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
Recruitment Sources
1. Advertising
2. Employee referral
3. Employment agencies/headhunters
4. Internet
5. School Recruiters
6. Walk-ins
107
A study undertaken to determine if a predictor is related to a criterion
Validation Study
108
Predictor ---?--- Criterion
Correlational Study
109
1. Conduct a job analysis
2. Specify the job performance criteria
3. Choose predictors
4. Validate the predictors
5. Cross-validate
Validation study
110
Do the study again with a different group of people
Cross-validate
111
X (predictor) and Y (criterion) are studied at the same time X (predictor) and Y (criterion) are studied at different times
Concurrent Validation Study
112
an estimate of the dollars gained in increased productivity and efficiency because of the use of screening tests
Predictive Validation Study
113
How often something occurs
Utility analysis
114
The proportion of people hired who will be successful on the job
Baserate
115
The baserate is best at _____%
50
116
If baserate is ______, no need to do the cognitive ability test
low
117
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
high
118
The interpretation given to the meaning of a measure
Validity
119
A score that serves as the threshold for selection
Cutoff score
120
When a predictor that is a valid indicator in one setting is thought to be valid in another similar setting
Validity generalization
121
Multiple regression model
Multiple hurdle model
Hiring
122
An approach that allows predictors to be combined statistically
Multiple Regression Model
123
A stringent method that uses an ordered sequence of screening devices
Multiple Hurdle
124
O*NET is a computer-based resource for job-related information on approximately ___________ groups of jobs sharing common characteristics
1,000
125
A database of the content of jobs and the KSAOs needed by individuals in those jobs that is widely available to individuals and organizations
O*NET
126
A job analysis method that describes jobs and necessary job characteristics along common dimensions
Position Analysis Questionnaire
127
A questionnaire that contains a list of specific tasks that might be done on a job that is being analyzed
Task Inventory
128
Also known as the Occupational Information Network
O*NET
129
Can be used to give a picture of the average importance
or time spent for each task in a particular job
Task Inventory
130
Position Analysis Questionnaire contains ________ items dealing with the task requirements or elements of jobs
189
131
Job Components Inventory covers over _______ features of jobs that can be translated into skill requirements
400
132
Position Analysis Questionnaire covers six major categories, including
1. information input
2. mediation processes
3. work output
4. interpersonal activities
5. work situation and job context
6. miscellaneous aspects
133
Job Components Inventory five components represented, including
1. use of tools and equipment
2. perceptual and physical requirements
3. mathematics
4. communication
5. decision making responsibility
134
I/O Pyschologists from research firms and universities
helped develop this resource, which is sponsored by the U.S. Department of Labor
O*NET
135
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
percentile score
KSAO
136
Job Components Inventory simultaneously assesses _____________ and a person's ________
job requirements
KSAOs
137
O*NET six domains
1. experience requirements
2. worker characteristics
3. worker requirements
4. occupation requirements
5. occupation specific information
6. occupation characteristics
138
Used to match job requirements to worker characteristics
Job Components Inventory
139
A detailed accounting of job tasks, procedures, and responsibilities; the tools and equipment used; and the end product or service (job-oriented job analysis)
Job Description
140
A statement of the human characteristics required to perform a job (person-oriented job analysis)
Job Specification
141
An assessment of the relative value of jobs for determining compensation
Job evaluation
142
Work and performance outcomes required by the job that serves as a basis for appraising successful job performance
Performance criteria
143
A business is legally allowed to not hired disabled people if they cannot complete the essential functions
Legal Issues
144
What does someone in this field typically get paid
Market Wage
145
See what other comparable places are paying
Salary Surveys
146
Compensable Factors characteristics that serve as the basis for the evaluation
1. Consequences of error
2. Responsibility
3. Education Required
4. Skill Required
147
Hired and successful
True positive
148
Passed test, poor employee
False Positive
149
Not hired, unsuccessful
True Negative
150
Did not past test, but good employee
False Negative
151
Illegal to discriminate against minorities
Civil Rights Act
152
When members of a protected group are treated unfairly by an employer's personnel action
Adverse impact
153
Selection ratio for the protected class is less than 80% of the comparison group
4/5ths Rule
154
Legal protection extended to people with disabilities
Americans with Disabilities Act
155
A task that absolutely has to be done for a person in that role
Essential Functions
156
Assistance or modification to the job so that people with disabilities can perform the job
Reasonable Accommodations
157
A variety of practices that organizations use to increase the number of protected class members in targeted jobs
Affirmative Action
158
Why we _________ Employees?
1. Administrative Decisions
2. Employee Development and Feedback
3. Research
Appraise
159
A standard by which performance is measured
Criteria
160
What is the most common criteria?
Job Performance
161
What we think good performance is
Theoretical Criteria
162
How we actually measure job performance
Actual Criteria
163
Good overlap between the theoretical criterion and the actual criterion
Criterion Relevance
164
Criterion Relevance is the extent to which the _______ criterion assess the ________ criterion it is designed to measure
actual
theoretical
165
Refers to the actual criterion that reflects something other than what it was designed to measure
Criterion Contamination
166
Means that the actual criterion does not adequately cover the entire theoretical criterion
Criterion Deficiency
167
Characteristics of criteria
1. Criterion Complexity
2. Dynamic Criteria
3. Contextual Criteria
168
Job can be evaluated at position, duty, task, activity, or element level
Performance criteria
