IO Psych Flashcards
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.
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
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
Ohio State U study of leadership dimensions
Initiating structure and Consideration
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)
Big 5 Personality Characteristics
OCEAN: Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism
Major assumption of John Holland’s theory
Individuals & job traits can be matched
Self Directed Search
Holland’s test to determine RIASEC personality type-receive up to 3 letter code
Key Concepts in Holland’s Career Development Model
Congruence Consistency Differentiation Environmental Identity Vocational Identity
Congruence
Degree of match between personality type & work environment
consistency
How closely related are individual’s first two code letters (think of hexagon)
Differentiation
Distinctness of a profile (more represented by one personality type); easiest to predict bx of highly differentiated person
Environmental Identity
Ind’s perception that work environ has clear & stable system of goals & rewards
Vocational Identity
Ind’s clarity and stability of their own goals & standards; high voc id leads to making decisions with ease & confidence
Super’s Life/Career Rainbow
Career decision making involves a range of changes & decisions from career entry to retirement
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
