Org Psych Flashcards
Job Analysis
Identify how a job is performed and what it takes to perform the job well. Used for generating job descriptions, performance measures and selection measures.
Work oriented vs worker oriented job analysis
Work oriented- focuses on tasks for the job
Worker-oriented focuses on knowledge, skills, abilities and other employee characteristics
Competency Modeling
Always worker-oriented, what are the core competencies needed for all jobs in an organization
Job evaluation
To determine the comparable worth of a job, make compensation decisions. starts with a job analysis then uses point system to generate value of the job.
Types of performance appraisal measures
Objective- e.g., productivity, absences, etc.
Subjective- performance ratings, subject to bias
* absolute- without considering other employees
* Relative- compared to other employees
Types of relative performance ratings
- paired comparisons- all employees in pairs vs each other
- forced distribution- assign predetermined % of employees to each category (poor, below average, average, etc.)
Types of absolute rating scales
- critical incident technique- focuses on extremes of behavior associated with very poor or excellent performance
- graphic rating scales- likert type, very subject to bias.
- behaviorally anchored rating scales- assigns behavioral description to each item, helps reduce bias
criterion deficiency vs criterion contamination
When looking at actual criterion of a performance measure,
criterion deficiency = the measure missed this aspect
criterion contamination = unrelated characteristics (e.g., gender, race) affected ratings on measure
Distribution error
Halo error
Contrast Error
Similarity bias
- distribution error- includes central tendency (rate all as average), leniency bias (rate all positively), strictness bias (rate all negatively)
- Halo error: ratings on one characteristic affect ratings on other characteristics (either positively or negatively)
- Contrast error: ratings for an employee affected by comparing to the employee just previously rated
- similarity bias: rate employees who are similar to rater positively
Frame of reference training
For job raters, helps them understand nature of job performance and company’s definition of successful vs unsuccessful performance. Reduces rater bias.
What are the most valid predictors of job performance?
Mental ability tests, followed by structured and unstructured interviews.
Behavioral interviews vs situational interviews
Behavioral interivews- ask about past behavior
Situational interviews- ask about hypothetical situations. Recent meta-analysis showed situational interviews are better predictors than behavioral interivews.
What are the pros and cons of general mental ability tests as job predictors?
Pros: most valid predictors
Cons: potentially biased against certain racial/ethnic groups
Which personality traits are used for job prediction and which specific trait is the best predictor?
Big Five personality traits (openness to experience, extraversion, conscientiousness, agreeableness and emotional stability).
Conscientiousness is the best predictor.
Overt integrity tests vs personality-based integrity tests
Integrity tests used to predict counterproductive behaviors.
Overt integrity tests- record of past behaviors (e.g., theft), better predictors of counterproductive behaviors.
Personality based integrity tests- assess traits linked to counterproductive behaviors, dishonesty, disciplinary problems, etc. Better predictors of job performance.
Work sample
trainability work sample test
Work sample- peform on-the-job activities in realistic conditions
Trainability work sample test- to see how trainable a candidate is, provide training then test their learning. Part of a realistic job preview (RJP)
Assessment centres
Multiple raters evaluate candidates on multiple performance dimensions with multiple methods (personality/ability tests, structured interviews, work samples). Used for managerial level jobs.
In-basket exercise
Leaderless group discussion
In-basket exercise: respond to calls, messages, memos. Assesses decision-making skills.
Leaderless group discussion- have group work together to solve a problem. Assesses leadership potential.
What are pros and cons of using biodata?
Pros: Good predictors for several jobs.
Cons: May lack face validity.
Compensatory methods of combining predictors
Performance on one aspect can compensate for low performance on another aspect.
Clinical judgment- subjective decision. can be biased.
Multiple regression- assign a weight to each predictor.
Noncompensatory methods for combining predictors
High score on one predictor cannot compensate for low score on another. Can be combined with multiple regression for candidates who meet all the cutoffs.
Multiple cutoff- must meet cutoff for each predictor to be considered.
Multiple hurdles- sequential; must meet cutoff on each predictor to be tested on the next one. Good if testing is expensive.
