Industrial & Organizational Flashcards
Adverse Impact
based on the 80% or 4/5ths rule - the percentage of minorities selected must be at least 4/5ths of the percentage of non-minorities selected
Unfairness
different predictor scores but similar criterion scores or 2 parallel regression lines
Differential Validity
different validity coefficients - it’s more valid at predicting performance of one group (males) over another group (females)
Selection Procedure: Multiple Regression Approach
Compensatory technique where low scores on one predictor can be compensated for by high scores on another predictor
Selection Procedure: Multiple Cut-off
A non-compensatory technique where only people who meet or exceed the cut-off of each predictor will be considered
Selection Procedure: Multiple Hurdles
A non-compensatory technique where predictors & meeting the cut-off happen in a particular order to continue in the selection process
Two strategies to enhance transfer of training
- Overlearning - best for situations that don’t happen often & done under stress
- Identical elements - similarities between training & actual work
Holland’s Personality-Job Fit Theory - what’s the hexagon (mneumonic phrase to remember?)
6 personality types of SAIRCE or RIASEC model
Realistic
Investigative
Artistic
Social
Enterprising
Conventional
Super’s Life/Career Rainbow - 3 important concepts within the theory
- Career maturity
- Life roles
- Self-concepts
Krumboltz’s Social Learning Theory - what did he believe influenced career choice?
modeling & reinforcement
Tiedman & O’Hara’s Theory of Career Development - 3 important concepts
Differentiation
Integration
Self-awareness
Schein’s Career Anchor Theory
A person’s self-concept acts as an anchor or stabilizing force to determine future occupational decisions (he found 8 categories of career anchors)
What studies influenced the human relations approach to management?
The Hawthorne Studies
What did the Hawthorne Studies study & what were the findings?
They studied the effects of environmental factors on on productivity where they found productivity increased because they were being observed not because of environmental changes
What’s the Hawthorne Effect?
That productivity increased in workers due to being observed
What’s connected to McGregor’s theory X and theory Y with human relations & scientific management approaches
Theory X = scientific management
Theory Y: human relations
What kind of leader is associated to the greatest levels of employee satisfaction
Democratic leader
What two leaders have better productivity in their employees? Which one has the worst?
Democratic & Authoritarian - better
Laissez-faire - worst
High LPC vs Low LPC - what are they oriented to?
High LPC = relationship-oriented
Low LPC = task-oriented
Low LPCs are most effective in what situations
Situations that are highly favourable or unfavourable
High LPCs are most effective in what situations
in moderately favourable situations
What happens with satisfaction & dissatisfaction when lower needs are met or not met
lower needs are not met = dissatisfaction
lower needs met = doesn’t produce satisfaction
What happens with satisfaction/motivation & dissatisfaction when upper needs are met or not met
upper needs not met = doesn’t produce dissatisfaction
upper needs met = increases satisfaction/motivation
Quality of Work-Life programs are what & have what effect on satisfaction & performance
Teams that meet weekly to discuss problems in their area of responsibility - greater effect on satisfaction than performance
Quality Control Circles have what effect on production, satisfaction,
QCCs are from the same department & participate in decisions affecting the nature of their work & the way it is performed - increases production & satisfaction & decreases absenteeism & turnover
Satisfaction is greatest in what centralized network?
Less Centralized/Decentralized communication network
Risky shift
people make riskier decisions while in a group
Response polarization
views become more extreme when joining a group of people who share your view
Groupthink
They seek more unanimity & consensus more than seeking best possible alternatives
Super’s Life/Career Rainbow - 5 major stages of career development
- growth (0-13)
- exploration (14-24)
- establishment (25-44)
- maintenance (45-64)
- decline/disengagement (65+)
BIB or biographical inventory (Biographical information blanks) are good at what & why aren’t they used often?
they are good predictors at job success & of turnover but their development is time-consuming & costly due to being tailored to the specific work behaviours of the position
Herzberg’s beliefs on what improves satisfaction of employees?
meeting upper-level needs, giving employees a greater role in planning (job enrichment) & performing their work & expanding the variety of tasks (job enlargement)
What’s the halo bias/effect?
A raters rating on one aspect or their overall impression impacts their ratings on other unrelated dimensions
Primary goal of a realistic job preview is to:
reduce turnover
What Big 5 personality trait is most predictive of performance?
Conscientiousness
Which test is the best predictor of job performance?
Mental Cognitive Ability Tests
Disadvantage with validity of BIB (biographical informational blanks)
Lacks face validity for specific work tasks
When’s vestibule training useful?
when on the job training would be too costly & expensive
Three types of beliefs of expectancy theory and what do the three beliefs mean?
- Expectancy - expectancy of success from their efforts resulting in desired achievement
- Instrumentality - anticipation of rewards
- Valence- how much they value of the offered rewards
Theory X, Theory Y & Theory Z
X: workers are lazy & need to be coerced & directed
Y: people find satisfaction in work, against control/punishment & people
Z: emphasis on loyalty, slow promotion, emphasis on non-specialized career paths & high levels of group decision making
