IO Psych Flashcards by Susan Tweeten

Holland’s Personality Types

Hint: RIASEC hexagon

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

How well did you know this?

Not at all

Perfectly

In Holland’s model, a highly differentiated person

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

How well did you know this?

Not at all

Perfectly

What is a trainability test?

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

How well did you know this?

Not at all

Perfectly

Ohio State U study of leadership dimensions

Initiating structure and Consideration

How well did you know this?

Not at all

Perfectly

Tiedeman & Ohara Career Development Model

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

How well did you know this?

Not at all

Perfectly

Big 5 Personality Characteristics

OCEAN: Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism

How well did you know this?

Not at all

Perfectly

Major assumption of John Holland’s theory

Individuals & job traits can be matched

How well did you know this?

Not at all

Perfectly

Self Directed Search

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

How well did you know this?

Not at all

Perfectly

Key Concepts in Holland’s Career Development Model

Congruence
Consistency
Differentiation
Environmental Identity
Vocational Identity

How well did you know this?

Not at all

Perfectly

Congruence

Degree of match between personality type & work environment

How well did you know this?

Not at all

Perfectly

consistency

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

How well did you know this?

Not at all

Perfectly

Differentiation

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

How well did you know this?

Not at all

Perfectly

Environmental Identity

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

How well did you know this?

Not at all

Perfectly

Vocational Identity

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

How well did you know this?

Not at all

Perfectly

Super’s Life/Career Rainbow

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

How well did you know this?

Not at all

Perfectly

5 Stages of Career Dev according to Super

Growth- to age 14
Exploratory- 15 to 24
Establishment-25 to 44
Maintenance- 45 to 64
Decline- 65+

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

SES
Ind abilities
Personal Charac
exposure to opportunities

Super: career viewed as combo of 8 life roles:

son/daughter
learner
worker
spouse/friend
homemaker
parent
leisurite
citizen

Krumboltz Social Learning Theory of Career Dev

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

Tiedeman & O’Hara’s theory of career dev

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

Differentiation in Tiedeman & Ohara’s theory

Integration

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

2 Stages of Every Decision (Tiedeman & Ohara)

Anticipation

2. Implementation & Adjustment

Schein’s Career Anchor Theory-8 Categories

Self concept acts as anchor to career decisions

Autonomy/independence
Security/stability
Technical/functional competence
General managerial competence
Entrepreneurial creative
Service/dedication to a cause
Pure challenge
Lifestyle

Hertzberg’s 2 Factor Theory

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

Vroom's Expectancy Theory/General Expectancy/VIE Theory

``` 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 ```

Griggs vs. Duke Power (1971)

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.

Fiedler's LPC Theory (or Contingency Theory)

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

LPC Theory Findings

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

Doctrine of comparable worth

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

Vroom & Yetton's Normative Model

``` 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 ```

House's Path Goal Theory

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

Hersey & Blanchard's situational Leadership

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