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EPPP > IO Psych > Flashcards

IO Psych Flashcards

1
Q

Holland’s Personality Types

Hint: RIASEC hexagon

A

Realistic, Investigative, Artistic, Social, Enterprising, & Conventional. Proposed all bx, including career choice, are a fx of personality & environment.

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2
Q

In Holland’s model, a highly differentiated person

A

Scores high on only one of the 6 personality types. Differentiation best predicts outcome of a personality & occupational match

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3
Q

What is a trainability test?

A

Designed to determine whether a potential employee is suitable for training, not if the person will do well on the job. Typically include job samples

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4
Q

Ohio State U study of leadership dimensions

A

Initiating structure and Consideration

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5
Q

Tiedeman & Ohara Career Development Model

A

Based on Erikson’s theory of ego identity development; Develop vocational ID thru many differentiations & reintegrations throughout lifespan (goodness of fit w/personality)

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6
Q

Big 5 Personality Characteristics

A

OCEAN: Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism

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7
Q

Major assumption of John Holland’s theory

A

Individuals & job traits can be matched

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8
Q

Self Directed Search

A

Holland’s test to determine RIASEC personality type-receive up to 3 letter code

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9
Q

Key Concepts in Holland’s Career Development Model

A 
Congruence
Consistency
Differentiation
Environmental Identity
Vocational Identity
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10
Q

Congruence

A

Degree of match between personality type & work environment

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11
Q

consistency

A

How closely related are individual’s first two code letters (think of hexagon)

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12
Q

Differentiation

A

Distinctness of a profile (more represented by one personality type); easiest to predict bx of highly differentiated person

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13
Q

Environmental Identity

A

Ind’s perception that work environ has clear & stable system of goals & rewards

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14
Q

Vocational Identity

A

Ind’s clarity and stability of their own goals & standards; high voc id leads to making decisions with ease & confidence

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15
Q

Super’s Life/Career Rainbow

A

Career decision making involves a range of changes & decisions from career entry to retirement

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16
Q

5 Stages of Career Dev according to Super

A
  1. Growth- to age 14
  2. Exploratory- 15 to 24
  3. Establishment-25 to 44
  4. Maintenance- 45 to 64
  5. Decline- 65+
17
Q

Super Life Rainbow proposes that career patterns determined by ___, ___, ___, and ___

A

SES
Ind abilities
Personal Charac
exposure to opportunities

18
Q

Super: career viewed as combo of 8 life roles:

A 
son/daughter
learner
worker
spouse/friend
homemaker
parent
leisurite
citizen
19
Q

Krumboltz Social Learning Theory of Career Dev

A

Developmental theory, choose career based on learning through modeling & reinforcement combined w/genetic influences

20
Q

Tiedeman & O’Hara’s theory of career dev

A

Focuses on processes of differentiation & integration and self awareness; critical role of decision making

21
Q

Differentiation in Tiedeman & Ohara’s theory

Integration

A
  • Making distinctions about oneself & the environment (i.e. seeing various aspects of a job rather than one factor
  • Unifying these different parts. which results in better decisions, more refined goals, more useful plans
22
Q

2 Stages of Every Decision (Tiedeman & Ohara)

A
  1. Anticipation

2. Implementation & Adjustment

23
Q

Schein’s Career Anchor Theory-8 Categories

A

Self concept acts as anchor to career decisions

  1. Autonomy/independence
  2. Security/stability
  3. Technical/functional competence
  4. General managerial competence
  5. Entrepreneurial creative
  6. Service/dedication to a cause
  7. Pure challenge
  8. Lifestyle
24
Q

Hertzberg’s 2 Factor Theory

A

that increasing employees’ responsibility (a motivator) will result in increased satisfaction and performance.

25
Q

Vroom’s Expectancy Theory/General Expectancy/VIE Theory

A 
Do things because we expect reward to follow
3 Components: must all be present
Valence-value of the reward
Instrumentality-expect reward
Expectancy-expect success
*think of it in reverse order
26
Q

Griggs vs. Duke Power (1971)

A

ruled that certain tests, such as the Wonderlic, were unfair to use in making decisions about hiring and promotion. Broad, general testing was faulted, and testing was required to measure the specific skills required by a particular job.

27
Q

Fiedler’s LPC Theory (or Contingency Theory)

A

LPC stands for least preferred colleague
Looks at whether a leader is task oriented (Low LPC) or relationship oriented (High LPC)
High LPC leaders rate LPC high
Low LPC leaders rate LPC poorly

28
Q

LPC Theory Findings

A

Low LPC leaders do best at extremes (situations that are highly favorable or unfavorable)
High LPC leaders do best in moderately favorable situations

29
Q

Doctrine of comparable worth

A

workers (particularly men & women) should get equal pay for jobs of equiv work
job evaluation determines worth or value of jobs

30
Q

Vroom & Yetton’s Normative Model

A 
Leadership theory focused on decision making 
5 Styles:
Autocratic
Consultative
Groud dec making w/the leadere
group decision making without the leader
Autocratic w/information
31
Q

House’s Path Goal Theory

A 
Focus on finding what each employee finds rewarding, assessing strengths & weaknesses, helping employee to achieve those goals
Leadership styles:
Directive
Supportive
Achievement oriented
Participative
32
Q

Hersey & Blanchard’s situational Leadership

A 
Looks at employees' readiness to perform
4 styles of leadership corresponding to level of readiness:
Telling
Selling
Participating
Delegating

EPPP (18 decks)

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