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EPPP > I/O > Flashcards

I/O Flashcards

1
Q

assessment, selection, placement, training of new and current employees

A

personnel psychology

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2
Q

Performance assessments are most often conducted to facilitate decisions about ____ ____ and _____ and provide employees with _____ about performance.

A

employee raises, bonuses, feedback

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3
Q

The identification of job performance measures typically begins with a

A

job analysis

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4
Q

collecting info to describe job requirements, job redesign, and causes of accidents

A

job analysis

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5
Q

Methods of job analysis:

A

Job-oriented and worker-oriented

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6
Q

The Position Analysis Questionnaire is an example of which type of job analysis?

A

worker-oriented

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7
Q

determines the relative worth of jobs to set salaries

A

job evaluation

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8
Q

when work of comparable value results in comparable pay

A

comparable worth

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9
Q

What do organizations use to measure employee performance?

A

Criterion measures

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10
Q

units sold, produced, tardiness, promotion history are ___ measures of employe performance

A

objective

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11
Q

an accurate and complete measure of performance is the

A

Ultimate Criterion

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12
Q

_______ require rater to compare performance of two or more employees

A

Relative subjective criterion measures

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13
Q

comparing each ratee with every other ratee in pairs

A

Paired comparison rating

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14
Q

Critical Incident rating

Forced choice rating scale

A

Observation of critical incidents

alternatives that are equal in desirability and rater chooses one to describe ratee

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15
Q

Graphic rating scale

Behaviorally anchored rating scale (BARS)

A

Likert-type scale

behavioral dimensions and anchors

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16
Q

Understanding of multidimensional aspects of job performance - useful for highlighting the accuracy of performance ratings

A

Frame of reference training

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17
Q

There are three strategies for measuring a predictor’s criterion-related validity

A

Content, construct, criterion-related

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18
Q

Describe the 80% rule and one of its shortcomings

A

the hiring rate of a minority group must not be lower than 80% of the majority group.

can only be used if the victim is a member of a specific group

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19
Q

difference in validity coefficients for subgroups and the correlations in these groups differ from 0

A

Differential validity

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20
Q

A remedy for ______ is to refrain from using a predictor to select a certain trait (gender) and use a different predictor that is equally valid for members of all groups

A

differential validity

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21
Q

Two ways a business can show a procedure is not discriminatory

A

Business necessity

Bona Fide Occupational Qualification

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22
Q

Increase in decision making accuracy achieved by using the predictor to make selections is referred to as _____

A

Incremental validity

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23
Q

What is selection ratio and which kind is preferred?

A

Ratio of job openings to applicants - low selection ratio is preferred –> can be more selective

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24
Q

What is base rate and what level is associated with greatest incremental validity (best predictor)

A

% of employees performing well without use of the proposed predictor and ranges from 0 - 1.

Moderate base rates are most predictive

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25
Q

Types of multiple predictors:

_______ - predicted scores added for an estimated criterion score - ***considered compensatory since great job in one criterion can offset performance in other

A

Multiple Regression

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26
Q

Techniques for enhancing the effectiveness of training programs

A

1) Feedback
2) Foster overlearning - Not over trainings (sports)
3) Opportunities for active practice
4) Opportunities for Distributed (spaced) practice
6) Transfer of training
6) Appropriate learning focus - whole learning best for low in complexity and high in organization….part learning best for high in complexity and low in organization

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27
Q

What are some methods of training

A

1) On-the-job - most widely used
2) Off-the-job
3) Behavioral Modeling

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28
Q

Evaluation of training programs via evaluation criteria and describe their correlations

A

Reaction

Learning

Behavioral

Results - most important but most difficult to develop

Correlations among the 4 are low so it’s suggested criteria from more than one are included

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29
Q

Evaluation of training programs via utility analysis

A

used to evaluate a program’s effectiveness - uses a mathematical equation were U is utility measures in dollar value

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30
Q

Evaluation of training programs: formative vs summative

A

formative - while it is being created

summative - after it is created

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31
Q

In Super’s life-span there are 5 life ____ that include: GEEMD

Major roles related to these stages are referred to as _____ and the extent to which one has completed age appropriate career tasks was referred to ______

A

Growth, Exploration, Establishment, Maintenance, Disengagement

Life-Career Rainbow
Career maturity

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32
Q

Matching one’s _______to characteristics of the work environment was emphasized by _____. He also stated that higher _____ led to clearer placement in a job and maximal ______.

A

Personality, Holland, differentiation, satisfaction

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33
Q

_____ was influenced by Maslow and stated that basic needs and _____ are important in career choice

A

Roe….personality

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34
Q

Tiedeman and O’Hara’s career decision making model says that career ____ is an ongoing process tied to ego - it is a repetitive process of _____ and ____ 2 phases:

A

identity, differentiation and integration

1) Anticipation Phase - explore options
2) Implementation and adjustment Phase - enter work situation

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35
Q

Krumboltz’s theory Social learning says that career is based on ______ and the best development is based on the widest ____ of experiences

A

reinforcement - best development = exposure to widest array of experiences

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36
Q

Brousseau and Driver’s decision dynamics model says that how one ____ career path…and there are 4 ways of envisioning it:

A

Envisions:

1) Linear concept
2) Expert concept
3) Spiral concept - periodic moves across occupational specialties
4) Transitory concept - frequent job changes often unrelated

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37
Q

Dawis and Lofquist said that career depends on the correspondence between ____ and work ____ on 2 dimensions:

A

correspondence between worker and work environment on 2 dimensions:

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38
Q

Symptom-focused vs problem-focused strategies

A

Symptom - regulating one’s emotions

Problem - modifying the issue that’s causing the stress

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39
Q

What is scientific management?

A

Application of the scientific method to study job productivity using 4 steps:

1) analyze job into parts
2) place worker in suitable jobs
3) foster cooperation between workers/supervisors
4) assume responsibility for own shaire

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40
Q

What is an alternative to scientific management?

A

Human relations movement - greater emphasis on needs, motives, and relationships

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41
Q

The human relations movement led to the Hawthorne Effect, which is…

A

alteration of behavior by the subjects of a study due to their awareness of being observed

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42
Q

work is “as natural as play” and assume employees have self-control and direction

A

Theory Y

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43
Q

physical and mental energy one has to achieve a goal is called

A

motivation

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44
Q

Performance is measured by

A

function of ability + motivation + environment

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45
Q

Maslow stated that motivation is based on ______, which include:

A

Unsatisfied needs:

physiological
safety, social (belongingness)
esteem
self-actualization
---each pursued when the one before is satisfied
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46
Q

Erg theory, attributed to _____, distinguishes between three basic needs:

A

Alderfer

existence, relatedness, growth - people may be motivated by one at a time and can regress

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47
Q

Need theory is attributed to ____.and says that needs are ____ determined, of which there are 3:

He used the _____ test in his theory

A

Mclelland….culturally

Need for Achievement - moderate difficulty best
Need for Power
Need for Affiliation

Thematic apperception test

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48
Q

Two Factor theory is attributed to ______ and evaluates _____ and ____, which are independent or independent needs?

A

Herzberg

includes satisfaction and motivation- independent

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49
Q

Herzberg’s job enrichment vs job enlargement

A

Enrichment - increase motivation

Enlargement - increase # and variety of tasks…keeps person busy but no increase in motivation/satisfaction

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50
Q

_____ theory is attributed to ____ and focuses on the impact of ____ goals on worker motivation.

A

Goal setting….Locke and Latham…performance

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51
Q

In equity theory, a worker’s ____ is affected by his _____ about his _____.

A

motivation, perception, input-outcome ratio

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52
Q

Expectancy theory and its multiplicative nature

A

motivation is a function of 3 beliefs - if either of them is at, then motivation is at 0

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53
Q

Social cognitive theory

A

Self-regulation of behavior into 4 processes:

1) Goal-setting
2) Self-Observation
3) Self-Evaluation
4) Self-Reaction

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54
Q

Describe some determinants of job satisfaction

A

Worker Characteristics - disposition, age, race, gender, occupational level, life satisfaction

Job Factors - security, stability, immediate supervisor - some studies say pay is key while others say it’s the perception of equitability

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55
Q

Strength of an employee’s psychological attachment to an organization

A

Organizational commitment

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56
Q

Three-component model of organizational commitment

A

Affective commitment - most related to many factors

Continuance commitment - social and monetary costs of leaving - most associated with turnover

Normative commitment - obligation to remain true to org cuz it’s right

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57
Q

Two vital traits of leaders are

A

initiating structure and consideration

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58
Q

As per ______’s Contingency Theory of leadership, style of leadership and ______ of the situation are critical

A

Fiedler…favorableness

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59
Q

Theories and models of leadership

Cognitive resource theory

A

focuses on a leader’s intelligence and experience

Experience is best in high-stress situations and intelligence in low-stress

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60
Q

Theories and models of leadership

Path-Goal theory

A

identifying a path for subordinate that allows them to fulfill goals through group and org goals

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61
Q

Situational leadership model is attributed to

Four styles and each is a different combination of ____-oriented and ____-oriented. The right style depends on the subordinate’s ____.

A

Hersey and Blanchard
Task- and relationship-oriented
Subordinate’s maturity

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62
Q

In the _______ Decision making model, the leader makes all the decisions

A

AI (Autocratic)

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63
Q

Theories and models of leadership

Transformational vs Transactional

A

Transformational - recognize need for change and use framing, which is defining goals and making activities meaningful

Transactional - focus on stability and emphasize behaviors related to normal work-related activities

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64
Q

standard rules of conduct that maintain uniformity of behavior among group members

A

group norms

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65
Q

Task demands on group norms says that conformity is greater in _____ situations, ____ complex situations, ones in which a problem does/does not have a solution, and when members must work together to ______ a goal.

A

ambiguous, highly, does not, achieve.

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66
Q

Group characteristics on group norms says that conformity _____ as consensus of members _____, and the presence of a single dissenter can ______ conformity. When norms are enforced through close supervision, conformity is _____.

A

increases, increases, lower, high.

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67
Q

Participating in defining norms results in ____ conformity as they are more likely to perceive norms as _____

A

higher, equitable

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68
Q

Group cohesiveness is affected by:

A

group size, homogeneity, and goals

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69
Q

In general, group cohesiveness is best when there are ___ to ____ members

A

5-10

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70
Q

In the ____ group task, individual contributions ar added together

A

Additive

71
Q

The Kohler effect

A

Due to the weakest member, all others expend more energy than if they had just worked alone

72
Q

homogenous groups perform better in:

heterogenous groups perform better in:

A

homo - simple tasks, cooperation-oriented, and quick action

hetero - complex, creativity, and complementary skills

73
Q

when an individual exerts less effort than the group

A

social loafing

74
Q

presence of others increases performance

A

social facilitation

75
Q

Stages of group develpment is attributed to and they are

A

Forming
Storming
Norming - accept the goup and set rules
Performing -focus on getting the job done
Adjourning - goals have been met so disban

76
Q

what are 2 communication networks and which is better for simple vs complex tasks? which one is most likely to be used by transformational leader

A

Centralized - better for simple tasks

Decentralized - better for complex tasks - transformational leader

77
Q

searching for and considering all possible alternatives

A

Rational-economic model

78
Q

Groupthink is the _____ of critical thinking in ____ cohesive groups, especially when the leader is ____, and the conditions are ____

A

suspension, highly, directive, stressful

79
Q

neutral party facilitates agreement

A

mediation

80
Q

List the steps in Lewin’s Force field analysis of planned change

A

Unfreezing
Changing
Refreezing

81
Q

The _____ strategy is based on the assumption that people are rational and see how change benefits them

A

Rational-empirical strategy

82
Q

In organizational justice, ______ is fairness of procedure

A

procedural justice

83
Q

This dimension of organizational culture accepts unequal distribution of power

A

Power distance

84
Q

Levels of organizational culture

A

1) Observable artifacts
2) Values and Beliefs
3) Basic underlying assumptions

85
Q

the extent to which values of the person matches org’s culture

A

Person-Organization Fit

86
Q

What are the two primary contributors to job stress…which combination produces the most stress

A

job demands and job control

High demands and low control = worst
Daily hassles worse than rare traumatic events

87
Q

What is an early sign of burnout and is more likely when there is ____ contact made with people who are in ____.

A

increase in hours worked without increase in productivity

frequent, need

88
Q

The compressed work week has a strong impact on objective measures of job performance or absenteeism…True or false

A

False

89
Q

In shift work, ____ rotation has better outcomes than ____ rotation.

A

forward, backward

90
Q

group members can deviate once they’ve established loyalty and earned _____ ___.

A

idiosyncrasy credits

91
Q

If a process consultation is best conducted by someone who is closer to the company such as a retiree when the consultation is

A

intensive and thorough

92
Q

The most cited complaint from interns about supervisors is

A

untimely feedback

93
Q

the following are ____ measures of employee performance: self-ratings, supervisor ratings, peer ratings

Which is most reliable?
Which is good for predicting success?
Which is most lenient and less susceptible to the halo bias?

A

subjective…
self-most lenient; less susceptible to halo bias
supervisor-most reliable
peer-good for predicting training success

94
Q

How many people do the following affect?

Strictness bias
leniency bias
halo bias
central tendency

A

Strictness - everyone
Leniency - everyone
Halo - one
Central tendency - everyone

95
Q

If I’m rated highly on one trait, the halo bias says that I will be rated _____ on other traits….what about low or moderate?

A

you’d be rated the same across the board

96
Q

the way performance is actually measured is the ______ criterion

A

actual

97
Q

_______ is the actual criterion’s construct validity

A

Relevance

98
Q

________ is when actual criterion assesses factors other than those it was designed to measure

A

Contamination

99
Q

_______ is the degree to which an actual criterion does not measure all aspects of the ultimate criterion

A

Deficiency

100
Q

_______ ratee’s performance without reference or comparison

A

Absolute Subjective Criterion Measures

101
Q

assigning ratees to a limited # of categories

A

Forced distribution rating

102
Q

when performance on predictor are different but criterion is the same

A

Unfairness

103
Q

A remedy for ______ is to use different predictor cutoff scores for each group

A

Unfairness

104
Q

________ - minimum score on each predictor

A

Multiple Cutoff

105
Q

_______ - predictors given one at a time..each subsequent one depends on passing the previous one

A

Multiple Hurdles

106
Q

Best way to improve rater accuracy is to provide raters with more _____ and to focus on ____ skills rather than ____.

A

training, observational, biases

107
Q

EEOC governs…

A

adverse impact

108
Q

simulating work environment outside of work

A

Vestibule training

109
Q

life-span/space, rainbow - associated with

A

Super

110
Q

Self-concept, career maturity - associated with

A

Super

111
Q

Of the predictors used in organizations, _______ test have the highest validity coefficients, with the avg usually being ___ or higher

A

Cognitive Ability Test = .50+

112
Q

______ samples are often used as predictors, of which a limitation is ___ performance rather than ____ performance, so they don’t show what one can actually do on the job

A

work….maximal….typical

113
Q

Sometimes work samples are used as a ______ to minimize turnover due to ______ expectations

A

work samples….realistic job preview…..unrealistic

114
Q

According to ____, the best job situation is one in which people can apply their ____, which includes values, abilities, interests, and personality traits

A

Super, self-concept

115
Q

Super described social roles at different points in life as_____

A

Life Space

116
Q

5 life stages to ___ major roles were described as Super’s

A

career rainbow

117
Q

Super used the Arch to explain the ____ factors that influence the individual’s _____

A

societal….career choices

118
Q

Holland’s personalities (RIASEC)

remember - order matters - the farther away the less of a match…think of the hexagon and opposite points

A

realistic - truck driver, carpentar, pilot
investigative (hands-on, analytical)
artistic
social
enterprise (policy-maker, shark-tank)
conventional (orderly and organized) (bank teller)

119
Q

Intrinsic traits of the job, especially those which provide chances for advancement and growth…as per two factor theory these are

A

motivator factors

120
Q

Factors that alleviate dissatisfaction include ____ traits of the job and include pay, interpersonal relationships

A

hygiene

121
Q

Satisfaction and dissatisfaction are _____ dimensions

A

independent

122
Q

pay and other extrinsic factors are ____ for enhancing motivation.

A

not useful

123
Q

Performance goals must be specific or broad?
Performance goals must be agreed upon or delegated?
Performance goals must be how difficult?
Employees must be provided with?

These are important in _____ theory.

A 
specific
agreed upon
moderately difficult
Feedback
Goal setting theory
124
Q

in equity theory, motivation is greatest when situation is perceived to be ____ rather than ____

A

equitable…inequitable

125
Q

Overpayment and underpayment are 2 types of _____ in ____theory

A

inequitable situations….equity

126
Q

Beliefs in expectancy theory

A

expectancy, instrumentality, and valence

127
Q

Expectancy beliefs = relationship between?

A

effort and performance

128
Q

Instrumentality beliefs = relationship between?

A

performance and outcomes

129
Q

Valence beliefs is…

A

the value of the outcome which can be negative or positive

130
Q

In contingency theory, a ____ LPC leader is relationship oriented and best in situations that need ____ levels of influence

A

High LPC, moderate

131
Q

High and Low LPC are relevant in ____ theory, proposed by ____

A

contingency…fiedler

132
Q

In contingency theory, a ___ LPC is task-oriented and better for very ____ or very _____situations

A

Low LPC, favorable or unfavorable

133
Q

As per fiedler, the amount of influence or control the leader has is the ________ of the _______

A

favorableness of the situation

134
Q

In ____ theory, the favorableness of the situation is affected by three factors:

A

Contingency theory
1-task structure
2-leader’s power
3-relationship with subordinates

135
Q

The relationship between leadership style and favorableness of a situation is _____. Fiedler believed that one’s leadership style is ___ throughout the lifespan

A

curvilinear….fixed

136
Q

A selling leader is ___ task and ___ relationship

A

high task and high relationship

137
Q

Which leadership style complements a subordinate:

low in both ability and willingness

A

Telling

138
Q

Participating leader is ___ task and ___ relationship

A

low task and high relationship

139
Q

Which leadership style complements a subordinate:

high in both ability and willingness

A

Delegating

140
Q

A telling leader is ___ task and ___ relationship

A

high task and low relationship

141
Q

Which leadership style complements a subordinate:

high ability and low willingness

A

Participating

142
Q

Delegating leader is ____task and ___ relationship

A

low task and low relationship

143
Q

Which leadership style complements a subordinate:

low ability and high willingness

A

Selling

144
Q

as per hersey and blanchard, employee maturity consists of 2 factors:

A

1) ability level

2) willingness to accept responsibility

145
Q

Two risks with group decision making include

A

group-think and risky shift

146
Q

Research supports groupthink >_____, in that people are more likely to go in either direction rather than the ___ one.

A

risky shift, riskier

147
Q

availability of resource force one to “satisfice” instead of “optimize”

A

Bounded rationality (administrative) model

148
Q

arbitrator has authority

A

arbitration

149
Q

participants’ view of the process is most important

A

bargaining

150
Q

arbitrator free to choose any settlement solution

A

conventional

151
Q

parties agree only to the arbitration process

A

voluntary

152
Q

parties agree in advance to recommended settlement

A

Binding

153
Q

arbitrator selects one of the offers made

A

final offer

154
Q

presence of others decreases performance

A

social inhibition

155
Q

______ strategy for resistance to change is based on peer pressure and sociocultural norms

A

Normative-re-educative strategy

156
Q

____ strategy for resistance to change uses power and legitimate authority

A

Power-coercive strategy

157
Q

Satisfaction is

A

match of job to employee

158
Q

Satisfactoriness is

A

match of employee to job

159
Q

employees dislike work and need constant guidance and ordering

A

Theory X

160
Q

Explains the difference between scientific management and human relations

A

Theory X/Y

161
Q

In organizational justice, _______ is fairness of outcomes of procedures

A

distributive justice

162
Q

In organizational justice, _______ is how people feel about quality and content of interactions

A

interactional justice

163
Q

This dimension of organizational culture tolerates ambiguity

A

Uncertainty avoidance

164
Q

This dimension of organizational culture emphasizes social structures within social systems

A

Individualism

165
Q

This dimension of organizational culture emphasizes assertiveness, independence, competitiveness

A

Masculinity

166
Q

This dimension of organizational culture focuses on the future

A

Long term orientation

167
Q

In the _______ Decision making model, the leader receives input but he makes the final decision

A

AII (Autocratic) - receives input but he makes a final decision

168
Q

In the _______ Decision making model, input is given in one-on-one setting and he may/may not consider it in his decision

A

CI (Consultative) - input in one-on-one setting and he may/may not consider it in decision

169
Q

In the _______ Decision making model, the leader explains the issues to the group and may/may not use input in the decision

A

CII (Consultative) - explains issues to the group and he may/may not use input in the decision

170
Q

In the _______ Decision making model, the leader explains issues to the group and the group makes the decision

A

G (Group) - explains to group and group makes decision

171
Q

In ______ group tasks, inputs from all are averaged then form group product

A

Compensatory

172
Q

In ______ group tasks, select decision are offered by the best member

A

Disjunctive

173
Q

In ______group tasks, groups are limited by worst-performing member

A

Conjuctive

174
Q

In ______ group tasks, everyone decides on how to combine contributions of individual members

A

Discretionary

EPPP (20 decks)

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