IO Aamodt: D-F Flashcards
A method of determining the
readability level of written material by looking at
the number of commonly known words used in the
document.
Dale-Chall Index
Employees who receive much grapevine
information but who seldom pass it on to others.
Dead-enders
Informing the subject in an experiment
about the purpose of the study in which he or she
was a participant and providing any other relevant
information.
Debriefing
The second stage of change, in which employees
accept that change will occur but try to justify the old
way of doing things
Defense
The first stage in the emotional reaction to
change or layoffs, in which an employee denies that
an organizational change or layoff will occur.
Denial
One of five categories
from the trait approach to scoring letters of
recommendation.
Dependability-reliability
The measure of behavior that is expected to change as a result of changes in the
independent variable.
Dependent variable
A group of employees who were
used in creating the initial weights for a biodata
instrument.
Derivation sample
The extent to which a trait or behavior is
valued as being good in society.
Desirability
An organizational climate characterized by low
morale.
Despair
A group member who intentionally
provides an opposing opinion to that expressed by
the leader or the majority of the group.
Devil’s advocate
Titles The DOT is
a directory that was published by the federal
government that supplied information for almost
30,000 jobs. It has been replaced by O*NET.
Dictionary of Occupational
A type of effect size used in
meta-analysis that is signified by the letter d and
indicates how many standard deviations separate
the mean score for the experimental group from the
control group.
Difference score
The characteristic of a test that
significantly predicts a criterion for two groups,
such as both minorities and nonminorities, but
predicts significantly better for one of the two
groups.
Differential validity
The amount of money paid to an
employee (does not count benefits, time off, and so
forth).
Direct compensation
A method of recruitment in which an
organization sends out mass mailings of information
about job openings to potential applicants.
Direct mail
The third stage of change, in which
employees accept that change will occur and decide
to discard their old ways of doing things.
Discarding
Tasks for which the performance
of a group is based on the performance of its most
talented member.
Disjunctive tasks
A climate in which the organization
has the necessary knowledge and resources but does
not know how to efficiently use the knowledge or
the resources.
Disorganization
A situation when two parties do not agree.
Dispute
A type of structured interview question in
which a wrong answer will disqualify the applicant
from further consideration.
Disqualifier
A formal research paper required of most
doctoral students in order to graduate.
Dissertation
The idea that social inhibition occurs
because the presence of others provides a distraction
that interferes with concentration.
Distracting
Stress that results in negative energy and
decreases in performance health.
Distress
Learning a few things at a time.
Distributed practice
Rating errors in which a rater
will use only a certain part of a rating scale when
evaluating employee performance.
Distribution errors
The perceived fairness of the
decisions made in an organization.
Distributive justice
Communication within an
organization in which the direction of communication
is from management to employees.
Downward communication
Requires federal contractors
to maintain a drug-free workplace.
Drug-Free Workplace Act
Tests that indicate whether an applicant
has recently used a drug.
Drug testing
Conflict that keeps people from
working together, lessens productivity, spreads to
other areas, or increases turnover.
Dysfunctional conflict
Using computer-based training (CBT) over
the Web.
e-learning
Used in meta-analysis, a statistic that
indicates the amount of change caused by an
experimental manipulation.
Effect size
The combination of air
temperature, humidity, airflow, and heat radiation that
determines how hot or cold the environment feels.
Effective temperature
The fourth step in Maslow’s hierarchy,
concerning the individual’s need for recognition and
success.
Ego needs
The extent to which employees have
links to their jobs and community, the importance
of these links, and the ease with which they can be
broken and replaced at another job.
Embeddedness
The listening style of a person who
cares primarily about the feelings of the speaker.
Empathic listening
Evaluating the effectiveness
of a training program by measuring how much
employees learned from it.
Employee learning
A standardized use of
the critical-incident technique developed at General
Motors.
Employee Performance Record
A method of evaluating training
in which employees are asked their opinions of a
training program.
Employee reactions
A method of recruitment in which
a current employee refers a friend or family member
for a job.
Employee referral
An organization that specializes
in finding jobs for applicants and finding applicants
for organizations looking for employees.
Employment agency
A method of selecting
employees in which an interviewer asks questions of
an applicant and then makes an employment decision
based on the answers to the questions as well as the
way in which the questions were answered.
Employment interview
The opinion of courts
in most states that employers have the right to hire
and fire an employee at will and without any specific
cause.
Employment-at-will doctrine
Statements in employment
applications and company manuals reaffirming an
organization’s right to hire and fire at will.
Employment-at-will statements
A chart made for each employee
that shows what level of input the employee has for
each task.
Empowerment chart
A method of drug testing that uses enzymes to detect
the presence of drugs in a urine sample.
Enzyme multiplied immunoassay technique (EMIT)
A branch of the Department of Labor
charged with investigating and prosecuting
complaints of employment discrimination.
Equal Employment Opportunity Commission
(EEOC)
A theory of job satisfaction stating that
employees will be satisfied if their ratio of effort to
reward is similar to that of other employees.
Equity theory
Aldefer’s needs theory, which describes
three levels of satisfaction: existence, relatedness,
and growth.
ERG theory
Deviation from a standard of quality; also a
type of response to communication overload that
involves processing all information but processing
some of it incorrectly.
Error
A response to communication overload in
which the employee leaves the organization to
reduce the stress.
Escape
Stress that results in positive energy and
improvements in performance and health.
Eustress
The idea that a person
performing a task becomes aroused because he or
she is concerned that others are evaluating his or her
performance.
Evaluation apprehension
One way our bodies maintain a normal
temperature, in which perspiration reduces excess
heat.
Evaporation
Employment agencies, often
also called headhunters, that specialize in placing
applicants in high-paying jobs.
Executive search firms
In expectancy theory, the perceived
probability that a particular amount of effort will
result in a particular level of performance.
Expectancy
Vroom’s theory that motivation is a
function of expectancy, instrumentality, and valence
Expectancy theory
A type of research study in which
the independent variable is manipulated by the
experimenter.
Experiment
In an experiment, the group of
subjects that receives the experimental treatment of
interest to the experimenter.
Experimental group
Power that individuals have because they
have knowledge.
Expert power
The amount of knowledge or skill possessed
by a leader.
Expertise
The extent to which employees within
an organization are paid fairly compared with
employees in other organizations.
External equity
The extent to which people
believe that their success and failure is determined
by external sources (e.g., luck, other people).
External locus of control
Recruiting employees from
outside the organization.
External recruitment
The extent to which research results
can be expected to hold true outside the specific
setting in which they were obtained.
External validity
Work motivation that arises from
such nonpersonal factors as pay, coworkers, and
opportunities for advancement.
Extrinsic motivation
The extent to which a test appears to be
valid.
Face validity
A measure of job satisfaction in which
raters place a mark under a facial expression that is
most similar to the way they feel about their jobs.
Faces Scale
Passed in
1993, the FMLA provides 12 weeks of unpaid leave
for birth, adoption, or serious illness of a child,
parent, spouse, or the employee. All organizations
that physically employ 50 or more people within a
70-mile radius of one another are covered by the act.
Family and Medical Leave Act (FMLA)
The third emotional stage following the
announcement of a layoff, in which employees worry
about how they will survive financially.
Fear stage
Providing employees with specific
information about how well they are performing a
task or series of tasks.
Feedback
The ancient Chinese practice of arranging
objects to maximize positive energy and improve the
quality of life.
Feng shui
A theory of leadership
that states that leadership effectiveness is dependent
on the interaction between the leader and the
situation.
Fiedler’s contingency model
Research conducted in a natural setting
as opposed to a laboratory.
Field research
The amendment to the U.S.
Constitution that mandates that the federal
government may not deny a person equal protection
under the law.
Fifth Amendment
The gathering of biodata from employee
files rather than by questionnaire.
File approach
A method of absenteeism control in
which employees who meet an attendance standard
are given a cash reward.
Financial bonus
A shift schedule in which employees never
change the shifts they work.
Fixed shift
The part of a flextime schedule in which
employees may choose which hours to work.
Flexible hours
A flextime schedule in which employees have
flexibility in scheduling but must schedule their
work hours at least a week in advance.
Flexitour
A work schedule that allows employees to
choose their own work hours.
Flextime
A method of determining the readability
level of written material by analyzing sentence
length and the number of three-syllable words.
(The term is interpreted as either the measure of
the “fog” a reader may be in or as the acronym FOG,
for “frequency of gobbledygook.”)
FOG Index
A performance appraisal
method in which a predetermined percentage of
employees are placed into a number of performance
categories.
Forced distribution method
A method of performance
appraisal in which a supervisor is given several
behaviors and is forced to choose which of them is
most typical of the employee.
Forced-choice rating scales
The conflict style of a person who
responds to conflict by always trying to win.
Forcing style
Constant worrying about the future.
Forecasting
The extent to which the scores on two
forms of a test are similar.
Form stability
The first stage of the team process, in
which team members “feel out” the team concept
and attempt to make a positive impression.
Forming stage
When the selection ratio for one group
(e.g., women) is less than 80% (four fifths) of the
selection ratio for another group (e.g., men), adverse
impact is said to exist.
Four-fifths rule
The amendment to the U.S.
Constitution that mandates that no state may deny a
person equal protection under the law.
Fourteenth Amendment
The amendment to the U.S.
Constitution that protects against unreasonable
search or seizure; the amendment has been ruled to
cover such privacy issues as drug testing, locker and
office searches, psychological testing, and electronic
surveillance.
Fourth Amendment
A method of training
raters in which the rater is provided with job-related
information, a chance to practice ratings, examples
of ratings made by experts, and the rationale behind
the expert ratings.
Frame-of-reference training
A method of determining the
readability level of written material by analyzing
sentence length and the average number of syllables
per word.
Fry Readability Graph
Conflict that results in increased
performance or better interpersonal relations.
Functional conflict
A job analysis method
developed by Fine that rates the extent to which
a job incumbent is involved with functions in the
categories of data, people, and things.
Functional Job Analysis (FJA)
A résumé format in which jobs are
grouped by function rather than listed in order by
date.
Functional résumé
A type of structured
interview question in which applicants are given a
situation and asked how they would handle it.
Future-focused question
