Org. Psych Flashcards
What are the two major outcomes in I/O Psychology?
Job Performance: Behavior under the direct control
of the individual that is directed toward organizational
goals.
* Job Satisfaction: A both affective and cognitive
appraisal of the job.
What are the two main causal factors in I/O Psychology?
Individual Characteristics: Stuff about people that
vary across individuals.
* Organizational Characteristics: Stuff about
organizations that vary across organizations.
What types of questions do I/O Psychologists ask?
How do we select successful people at work?
How do we make good hiring decisions?
What leads to feelings of fairness and justice at work?
How do teams function effectively?
What are signs versus samples?
sings: indicate the
presence of job relevant knowledge, skill, abilities, interests, or personality traits.
– Samples: Direct measures of the relevant job knowledge and skill.
Campbell (1990)
According to the Classic Theory of Job Performance, which two factors predict performance?
Ability, and knowledge.
Can tests (that measure cognitive ability) predict job performance? Are tests more important for more cognitively or less cognitively complex jobs?
Both cognitive ability and practice are important.
Take a paper and pencil test, References or Letters of recommendation, Interview questions, Simulations (e.g., In-Basket), Work history or “Biodata.
What is biodata? Why can gathering biodata be helpful?
By admitting paper boys he would
increase the average persistence, organizational skills, and willingness to work hard in bad conditions of the admitting group of students.
Does personality predict occupational attainment and leadership?
yes, shows things like divorce and death, occupational abtainment
Does it make sense to have an expert (for instance, someone in HR or I/O Psychologist) make hiring decisions about the best applicant?
At this point the magnitude of the
effect should be a key consideration.
Just what is the price paid for using an
Expert vs. Excel? Excel. Experts downgrade
What are the three components of organizational justice?
Distributive Justice: You get your fair share of good stuff.
* Procedural Justice: You think the process for making decisions and distributing good stuff is fair.
* Interactional Justice: Sharing information, explaining decisions, and showing consideration to employees.
– Informational Justice
– Interpersonal Justice
What are some of the conclusions that you can take away from this lecture? (as seen on the slides)
