Industrial/Organizational Flashcards
1
Q
The primary purpose of a \_\_\_\_\_\_\_\_ is to develop a description of the nature of a particular job including the knowledge and skills necessary to successfully perform the job; methods include interviews, direct observation, work diaries, and questionnaires (e.g., Position Analysis Questionnaire).
A
Job
analysis
2
Q
In regards to job analysis, \_\_\_\_\_\_\_\_-oriented techniques focus on task requirements of a job, while \_\_\_\_\_\_\_\_-oriented techniques identify the personal characteristics, skills, abilities, and knowledge required for successful job performance.
A
Job;
worker
3
Q
This is the process of evaluating a particular person's job performance, typically performed to assist in making decisions regarding promotions, placement, transfers, or dismissals.
A
Performance
evaluation
4
Q
Of the 2 types of "\_\_\_\_\_\_\_\_ measures" used to evaluate employee job performance, \_\_\_\_\_\_\_\_ measures are quantitative and direct (e.g., number of items sold, salary), while \_\_\_\_\_\_\_\_ measures focus on less concrete aspects of job performance (e.g., motivation, ability to supervise) and rely more on the judgment of the rater.
A
Criterion;
objective;
subjective
5
Q
What 2 subjective rating techniques involve 1) comparing each employee with every other employee on each job behavior, and 2) categorizing employees into predetermined groups (based on performance) then comparing the groups?
A
- Paired comparisons;
- Forced distribution;
These are generally
referred to as Personnel
Comparison Systems
6
Q
\_\_\_\_\_\_\_\_ are descriptions of specific job behaviors that make a significant contribution to the job, either positive or negative, and are defined by supervisors who identify employee behaviors that demonstrate superior or inferior performance.
A
Critical
incidents (aka
behavioral
anchors)
7
Q
This type of subjective rating technique involves a rater (e.g., supervisor) selecting the critical incident for each job dimension that best describes an employee's behavior, then using a Likert-type scale to rate the employee; construction usually involves the input of different groups of workers and supervisors.
A
Behaviorally
Anchored
Rating Scales
(BARS)
8
Q
This subjective rating technique differs from Behaviorally Anchored Rating Scales (BARS) in that the rater only indicates how often the employee performs each critical incident, rather than rating performance on numerous dimensions.
A
Behavioral-Observation
Scales (BOS)
9
Q
A supervisor who, on a subjective rating of an employee's performance, gives a high rating on "punctuality" and subsequently rates other unrelated dimensions of job behavior highly is demonstrating what type of rater bias?
A
Halo Effect (can be either positive or negative), whereby all aspects of a person's behavior is based on a single attribute
10
Q
The \_\_\_\_\_\_\_ refers to the inclination for a rater to assign only average ratings for all ratees; the \_\_\_\_\_\_\_\_ is the tendency to rate all ratees positively; and the \_\_\_\_\_\_\_\_ is the tendency to provide only negative ratings.
A
Central
tendency;
leniency bias;
strictness bias
11
Q
Assigning erroneously low ratings to an employee after rating numerous employees who demonstrate exceptionally good job performance is an example of what rater bias?
A
Contrast
Effect
12
Q
Of personnel selection procedures, these are regarded as the most valid predictors of job performance across jobs and settings, with validity increasing as job complexity increases.
A
General Mental Ability Tests, such as cognitive ability tests and general intelligence measures
13
Q
If an employer wants to measure the knowledge and abilities required to effectively perform job tasks of an employee seeking promotion, what selection procedure is most likely to be used?
A
Job Knowledge Tests, which provide a good predictor of performance for people with prior experience or training
14
Q
A person seeking employment as a court stenographer is asked demonstrate their typing skills in a situation similar to that in which they will be working, providing a \_\_\_\_\_\_\_\_ for the potential employer.
A
Work
sample
15
Q
One way to prevent unreasonable expectations about a job in order to reduce turnover is to conduct this, which often includes work samples.
A
Realistic
job preview
16
Q
Research on interviews indicates \_\_\_\_\_\_\_\_ interviews are more valid than \_\_\_\_\_\_\_\_ interviews, which are more valid than psychologically-based interviews.
A
Situational;
job-related
17
Q
What types of interviews are associated with the highest corrected validity, according to research?
A
Structured board
interviews using
consensus
ratings
18
Q
Often highly predictive of job success, as well as turnover, \_\_\_\_\_\_\_\_ includes information about an applicant's education, work history, personal interests, and skills.
A
Biodata
(biographical
information)
19
Q
These are used for the selection, promotion, and training of administrative and managerial level employees, and may involved observing how a participant responds to the kinds of tasks actually encountered on the job.
A
Assessment
centers
20
Q
One possible downside to assessment centers is \_\_\_\_\_\_\_\_, which occurs when a rater's knowledge of a person's performance on a predictor affects how the rater evaluates the person's performance once on the job, leading to an artificial increase in the correlation between the predictor and criterion (or validity coefficient).
A
Criterion
contamination
21
Q
While having low validity for predicting job success, these types of tests are quite useful at predicting job satisfaction, job persistence, and job choice.
A
Interest tests (e.g., Strong-Campbell Interest Inventory [SCII] and Kuder Occupational Interest Survey)
22
Q
What type of test might be administered to select employees with a lower probability of non-productive job behaviors (e.g., stealing, drinking, etc.)?
A
Integrity
tests
23
Q
According to the Equal Employment Opportunity Commission, \_\_\_\_\_\_\_\_ occurs when a hiring procedure produces significantly different rates of selection for different groups of people based on race, gender, age, etc.
A
Adverse
impact
24
Q
Adverse impact is determined using the \_\_\_\_\_\_\_\_, which states that adverse impact is occurring when the selection rate for a minority group is less than 4/5ths that of the majority group.
A
80%
(4/5ths)
rule
25
Q
TRUE or FALSE: Adverse impact is permitted in cases where an employer demonstrates a valid reason for hiring a significantly larger proportion of a specific group (e.g., job requires physical strength, so more men tend to be hired)
A
TRUE: This is referred
to as a Bona Fide
Occupational
Qualification (BFOQ)
26
Q
Two main causes of adverse impact are \_\_\_\_\_\_\_\_ and \_\_\_\_\_\_\_\_; the former occurs when a selection procedure validly predicts job performance for one group and lacks validity for another group, while the latter occurs when one group's scores on a selection test are lower than another's, even though job performance is the same.
A
Differential
validity;
unfairness
27
Q
Separate cutoffs, within group norming, and banding are methods that might be implemented in what situation?
A
When selection test scores of one group tend to be lower than those of another group, thereby compensating for bias
28
Q
TRUE or FALSE: Based on the Americans with Disabilities Act, not providing reasonable accommodations, regardless of whether it would impose a hardship on the organization, is considered discrimination.
A
FALSE: Reasonable accommodations must be made unless the organization can demonstrate it would lead to hardship
29
Q
The gain in validity resulting from adding new predictors to an existing selection system is referred to as what?
A
Incremental
validity (=
positive hit rate
- base rate)
30
Q
A selection procedure's incremental validity is greatest when the base rate is \_\_\_\_\_\_\_\_ (about .50), the selection ratio is \_\_\_\_\_\_\_\_, and the validity coefficient is \_\_\_\_\_\_\_\_.
A
Moderate;
low; high
31
Q
An organization interested in assessing the cost-effectiveness of a particular selection procedure would likely employ \_\_\_\_\_\_\_\_, whereby the selection procedure being used is compared to others in regards to dollar gain in job performance.
A
Utility analysis
(or cost-utility
analysis)
32
Q
When combining predictors into a single selection test, it is important that each predictor have a \_\_\_\_\_\_\_\_ correlation with the criterion and \_\_\_\_\_\_\_\_ correlation with the other predictors (to avoid redundancy).
A
High;
low
33
Q
What term refers to predictors on a combined predictor selection test being highly correlated and thereby redundant?
A
Multicollinearity
34
Q
What method of combining predictors is being used if an organization requires applicants to complete 3 types of measures then uses the combined scores to predict job performance (e.g., amount of sales in a 3 month period)?
A
Multiple regression, which is a "compensatory" technique, meaning a low score on one predictor can be compensated for by higher scores on the other predictors
35
Q
This method of combining predictors requires applicants to score above a minimum limit on all predictors in order to be hired; it is noncompensatory in that a low score on one predictor eliminates one's chance of being hired regardless of scores on other predictors.
A
Multiple cutoff, which is useful when success requires competence in multiple domains
36
Q
What is the difference between multiple cutoff and multiple hurdle methods of combining predictors?
A
Applicants complete all predictors at the same time with multiple cutoff, while multiple hurdle occurs when each predictor is given only after an applicant successfully completed the previous one
37
Q
An organization considering employee training would likely perform a \_\_\_\_\_\_\_, which helps to determine if and what kind of training is necessary and involves organization, task, person, and demographic analyses.
A
Needs
analysis
38
Q
What type of training involves having trainees perform a job under the supervision of an experienced supervisor, employee, or training instructor and is typically more economical than other training methods?
A
On-the-job-
training
39
Q
A person training to be an airline pilot is required to successfully and safely complete a set number of hours in a flight simulator before receiving their commercial pilot's license. This is an example of what type of training?
A
Vestibule training, which is very useful for jobs where consequences of errors are significant or repeated practice is necessary to learn the task
40
Q
This is a systematic method for collecting, analyzing, and using data to develop answers to basic questions about projects, policies, and programs.
A
Program
evaluation
41
Q
One common approach to program evaluation is
Kirkpatrick’s model, which posits 4 levels of
training outcomes: 1. ________ focuses on what
participants thought/felt about the program, 2.
________ provides a quantifiable measure of
what has been learned during the program, 3.
________ addresses the impact the program
had on a participant’s performance/behavior in
the workplace, and 4. ________ measures the
effects of the program on broader organizational
goals and objectives.
A
Reaction criteria;
learning criteria;
behavior criteria;
results criteria
42
Q
Phillips proposed this "level 5" evaluation be done at all 4 of Kirkpatrick's levels of criteria, which essentially calculates the money gained or lost as a result of program implementation.
A
Return on
investment
(ROI)
43
Q
Career counseling might involve the administration of \_\_\_\_\_\_\_\_, which help determine and measure one's potential for learning a specific set of skills through future training.
A
Aptitude
tests
44
Q
Regarding aptitude tests, ________ are used to
assess particular abilities required for a specific
job, such as psychomotor abilities (e.g., Purdue
Peg Board, O’Connor Finger Dexterity Test), and
have a high degree of specificity (i.e., different
aptitudes do not correlate); ________ measure
different aptitudes through the administration of
numerous tests (e.g., Differential Aptitude Test,
General Aptitude Test Battery).
A
Special Aptitude
Tests; Multiple
Aptitude
Batteries
45
Q
What type of tests are intended to measure one's previously learned skills and knowledge about a particular domain and might be used in career counseling to determine if a person has the required skills to effectively perform a certain job?
A
Achievement
tests
46
Q
What theory proposes that career choice is ultimately a function of one's personality and social environment?
A
Holland’s
Personality and
Environment
Typology
47
Q
The 6 personality types delineated by Holland’s
Personality and Environment Typology include
________ (practical, physical, hands-on),
________ (analytical, intellectual, scientific),
________ (creative, original, nonconforming),
________ (cooperative, supportive, nurturing),
________ (competitive, persuasive,
manipulative), and ________ (detail-oriented,
organized, clerical).
A
Realistic; Investigative; Artistic; Social; Enterprising; Conventional (acronym = RIASEC)
48
Q
According to Holland, \_\_\_\_\_\_\_\_ refers to the fit between one's personality type and occupational environment, while \_\_\_\_\_\_\_\_ occurs when a person scores high on 1 of the 6 interests and low on all others.
A
Congruence;
differentiation
49
Q
TRUE or FALSE: Regarding Holland's Personality and Environment Typology, personality-environment match most accurately predicts job-related outcomes when there is a low degree of differentiation.
A
FALSE: Higher degrees of differentiation lead to more accurate predictions
50
Q
What are some tests a career counselor might use to measure the personality types as described by Holland's Personality Typology?
A
Strong-Campbell Interest Inventory; Vocational Preference Inventory; Self-Directed Search
51
Q
This theory of vocational choice posits that parenting orientation affects children's needs and personality traits, which subsequently influences occupational outcome.
A
Roe’s Fields
and Levels
Theory
52
Q
What are the 3 parenting orientations distinguished by Roe's Fields and Levels Theory?
A
1. Overprotective, 2. Avoidant, 3. Acceptant; This theory also delineates 8 occupational fields (e.g., business, science) and 6 occupational levels (e.g., managerial, skilled)
