Industrial/Organizational Psych (assessing employee performance) Flashcards
the development of performance assessment techniques usually begins with a job _________, which is a systematic method for collecting the information needed to develop a job description and appropriate _______ (job performance) measures
analysis; criterion
Job analysis should not be confused with job ______, which is conducted specifically to set wages and salaries and is often used to establish ______ worth
evaluation; comparable
_______ criterion measures include direct measures of production and employee data
objective
Subjective criterion measures often take the form of _____, which are most often completed by _______
rating scales; employee’s supervisor
Criterion ________ refers to the extent to which a criterion measure actually measures the ultimate criterion
relevance
Criterion ______ occurs when a rater’s knowledge of a ratee’s performance on the predictor affects how the rater evaluates the ratee on the criterion
contamination
relative techniques include the ________ technique, which is time-consuming when there are many employees to rate, and the _______ technique, which resembles “grading on the curve”
paired comparison; forced distribution
Absolute techniques include the ______ technique, which entails creating checklists that consist of specific behaviours associated with successful and unsuccessful job performance, and BARS, a type of graphic rating scale that attempts to reduce biases by anchoring points on the scale with _________
critical incident; behavioural anchors (critical incidents)
Unfortunately, rating scales are susceptible to a number of rater biases. The ______ bias occurs when the rater tends to use the mid-range of the rating scale for all ratees, while the _______ occurs when a rater’s rating of an employee on one dimension of performance affects how the rater rates the employee on all other dimensions
central tendency; halo bias
Rater biases can be alleviated through rater training and incorporating critical incidents into the rating scale. With regard to the former, ________ training is particularly effective because it provides raters with a common conception of what constitutes effective and ineffective job performance
frame-of-reference
A supervisor’s ratings are affected by a “halo bias.” This means that the supervisor rates:
each employee the same on all dimensions of job performance.
“Criterion contamination” is a concern when:
the measure of performance is subjectively scored.
Frame-of-reference training is used to:
improve the ability of raters to assign accurate performance ratings to employees.
In the context of performance assessment, “critical incidents” are best described as:
behaviors that clearly contribute to successful and unsuccessful job performance
When using the Critical Incident Technique, critical incidents are ordinarily identified by:
the supervisor who observes an employee while he or she works.
