IO Aamodt: G-J Flashcards
A group incentive system in which
employees are paid a bonus based on improvements
in group productivity.
Gainsharing
When high self-expectations result in
higher levels of performance.
Galatea effect
An absenteeism control method in which
games such as poker and bingo are used to reward
employee attendance.
Games
A means of analyzing urine samples for the presence
of drugs in which the urine sample is vaporized and
then bombarded with electrons.
Gas chromatography/mass spectrometry analysis
A person who screens potential communication for someone else and allows only
the most important information to pass through.
Gatekeeper
Like external validity, the extent to
which research results hold true outside the specific
setting in which they were obtained.
Generalizability
A flextime schedule in which employees
can choose their own hours without any advance
notice or scheduling.
Gliding time
A method of increasing performance in
which employees are given specific performance
goals to aim for.
Goal setting
When negative expectations of an
individual cause a decrease in that individual’s
performance.
Golem effect
Poorly substantiated information and
insignificant information that is primarily about
individuals.
Gossip
A pattern of grapevine communication
in which a message is passed to only a select group of
individuals.
Gossip grapevine
A cluster of jobs of similar worth.
Grade
A standardized admission
test required by most psychology graduate schools.
Graduate Record Exam (GRE)
An unofficial, informal communication
network.
Grapevine
A method of performance
appraisal that involves rating employee performance
on an interval or ratio scale.
Graphic rating scale
Also called handwriting analysis, a method
of measuring personality by looking at the way in
which a person writes.
Graphology
A process in which an employee files
a complaint with the organization and a person or
committee within the organization makes a decision
regarding the complaint.
Grievance system
The extent to which members of a
group like and trust one another.
Group cohesiveness
Leaders share the problem with the
group and let the group reach a decision or solution.
Group I strategy
The number of members in a group.
Group size
The esteem in which the group is held by
people not in the group.
Group status
Conflict between two or more
groups.
Group–group conflict
A state of mind in which a group is so concerned about its own cohesiveness that it ignores important information.
Groupthink
A type of rating error that occurs when
raters allow either a single attribute or an overall
impression of an individual to affect the ratings they
make on each relevant job dimension.
Halo error
When employees change their
behavior due solely to the fact that they are receiving
attention or are being observed.
Hawthorne effect
A series of studies, conducted
at the Western Electric plant in Hawthorne,
Illinois, that have come to represent any change
in behavior when people react to a change in the
environment.
Hawthorne studies
Groups whose members share
few similarities.
Heterogeneous groups
A system arranged by rank.
Hierarchy
A group of employees who are not
used in creating the initial weights for a biodata
instrument but instead are used to double-check the
accuracy of the initial weights.
Hold-out sample
Groups whose members share
the same characteristics.
Homogeneous groups
A type of harassment
characterized by a pattern of unwanted conduct
related to gender that interferes with an individual’s
work performance.
Hostile environment
A field of study concentrating on the
interaction between humans and machines.
Human factors
In Herzberg’s two-factor theory,
job-related elements that result from but do not
involve the job itself.
Hygiene factors
An educated prediction about the answer
to a research question.
Hypothesis
The need to associate ourselves with the
image projected by other people, groups, or objects.
Identification
An organizational climate in which
important information is not available.
Ignorance
A theory of leadership that states
that there are six styles of leadership (informational,
magnetic, position, affiliation, coercive, and tactical)
and that each style will be effective only in one of six
organizational climates.
IMPACT theory
A style of leadership
in which the leader is concerned with neither
productivity nor the well-being of employees.
Impoverished leadership
An assessment center exercise designed to simulate the types of information that
daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such
information.
In-basket technique
The listening style of a person
who cares about only the main points of a
communication.
Inclusive listening
The manipulated variable in an
experiment.
Independent variable
When one member of a group
dominates the group.
Individual dominance
Conflict between an
individual and the other members of a group.
Individual–group conflict
A branch of
psychology that applies the principles of psychology
to the workplace.
Industrial/organizational (I/O) psychology
Communication among
employees in an organization that is not directly
related to the completion of an organizational task.
Informal communication
A style of leadership in which the
leader leads through knowledge and information;
most effective in a climate of ignorance.
Informational style
The formal process by which
subjects give permission to be included in a study.
Informed consent
The idea that supervisors do
not see most of an employee’s behavior.
Infrequent observation
The extent to which leaders define
and structure their roles and the roles of their
subordinates.
Initiating structure
A person who procrastinates.
Inner con artists
The ratio of how much employees
believe they put into their jobs to how much they
believe they get from their jobs.
Input/output ratio
In equity theory, the elements that employees
put into their jobs.
Inputs
An organizational climate in which people are not sure what to do.
Instability
A committee designated to
ensure the ethical treatment of research subjects.
Institutional review board
In path–goal theory, a leadership
style in which the leader plans and organizes the
activities of employees.
Instrumental style
In expectancy theory, the perceived
probability that a particular level of performance will
result in a particular consequence.
Instrumentality
Also called an honesty test; a psychological
test designed to predict an applicant’s tendency to
steal.
Integrity test
A collection of individuals who work
together to perform a task.
Interacting group
The perceived fairness of the
interpersonal treatment that employees receive.
Interactional justice
A training technique in which an
employee is presented with a videotaped situation
and is asked to respond to the situation and then
receives feedback based on the response.
Interactive video
The extent to which team members
need and rely on other team members.
Interdependence
A psychological test designed to identify vocational areas in which an individual
might be interested.
Interest inventory
The extent to which people
believe that they are responsible for and in control of their success or failure in life.
Internal locus of control
The extent to which employees
within an organization are paid fairly compared with
other employees within the same organization.
Internal pay equity
Recruiting employees already
employed by the organization.
Internal recruitment
The extent to which responses
to test items measuring the same construct are
consistent.
Internal reliability
A type of stress personality who
takes on too much work because he or she enjoys
doing a variety of things.
Internal timekeepers
The fifth and final stage of organizational
change, in which employees become comfortable with
and productive in the new system
Internalization
A situation in which a student works for
an organization, either for pay or as a volunteer, to
receive practical work experience.
Internship
Communication
between two individuals.
Interpersonal communication
Conflict between two people.
Interpersonal conflict
A third variable that can often
explain the relationship between two other variables.
Intervening variable
A distance zone within 18 inches of a
person, where only people with a close relationship
to the person are allowed to enter.
Intimacy zone
A computer-based employee communication
network used exclusively by one organization.
Intranet
Communication
within an organization.
Intraorganizational communication
Work motivation in the absence
of such external factors as pay, promotion, and
coworkers.
Intrinsic motivation
An employee who receives less than half of all
grapevine information.
Isolate
The degree of physical distance of a group
from other groups.
Isolation
The extent to which test items
measure the same construct.
Item homogeneity
The extent to which responses to the
same test items are consistent.
Item stability
A job analysis
method that taps the extent to which a job involves
eight types of adaptability.
Job Adaptability Inventory (JAI)
The process of identifying how a job
is performed, the conditions under which it is
performed, and the personal requirements it takes
to perform the job.
Job analysis
Obtaining information about a job by talking to a person performing it.
Job analysis interview
The person conducting the job analysis.
Job analyst
The theory proposed by
Hackman and Oldham that suggests that certain
characteristics of a job will make the job more or
less satisfying, depending on the particular needs
of the worker.
Job characteristics theory
An objective test used to
measure various need levels.
Job Choice Exercise (JCE)
A structured job
analysis technique that concentrates on worker
requirements for performing a job rather than on
specific tasks.
Job Components Inventory (JCI)
A written summary of the tasks
performed in a job, the conditions under which the
job is performed, and the requirements needed to
perform the job.
Job descriptions
A measure of job
satisfaction that yields scores on five dimensions.
Job Descriptive Index (JDI)
A measure of the extent
to which a job provides opportunities for growth,
autonomy, and meaning.
Job Diagnostic Survey (JDS)
A structured job analysis
technique developed by Cornelius and Hakel that is
similar to the Position Analysis Questionnaire (PAQ)
but easier to read.
Job Elements Inventory (JEI)
A system in which employees are
given more tasks to perform at the same time.
Job enlargement
A system in which employees are given
more responsibility over the tasks and decisions
related to their job.
Job enrichment
The process of determining the monetary worth of a job.
Job evaluation
A recruitment method in which several
employers are available at one location so that many
applicants can obtain information at one time.
Job fair
A measure of the overall
level of job satisfaction.
Job in General (JIG) Scale
A test that measures the amount of
job-related knowledge an applicant possesses.
Job knowledge test
A job analysis method in which
the job analyst actually performs the job being
analyzed.
Job participation
The extent to which a test or measure taps
a knowledge, skill, ability, behavior, or other
characteristic needed to successfully perform
a job.
Job related
A system in which employees are given
the opportunity to perform several different jobs in
an organization.
Job rotation
The attitude employees have toward their jobs.
Job satisfaction
A work schedule in which two employees
share one job by splitting the work hours.
Job sharing
A relatively dated term that refers
to the knowledge, skills, and abilities needed to
successfully perform a job. Competencies is the
more common term used today.
Job specifications
A revised version of the
Position Analysis Questionnaire (PAQ) designed
to be used more by the job analyst than by the job
incumbent.
Job Structure Profile (JSP)
A written collection of articles describing the
methods and results of new research.
Journal
Conflict caused by a
disagreement about geographical territory or lines of
authority.
Jurisdictional ambiguity
