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PSY209 > Personnel Selection > Flashcards

Personnel Selection Flashcards

1
Q

Describe the Basic Model of Personnel Selection

A

We define a psych construct and determine whether or not it is correlated with job performance.

By taking a measure of that psych construct, we take a measure of job performance

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2
Q

What is KSAO? What does it do?

A

KSAO helps to specify what a worker need to eb able to perform a specific job:

Knowledge
Skills
Abilities
Other

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3
Q

What are 3 ways of analyzing a job?

A

Observation
Interview
Job analysis questionnaire

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4
Q

Who can we target for job selection?

A

Referrals
Networks
Family members
Individuals whove worked the same or similar job previously

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5
Q

What should a message to potential hirees contain?

A

Gender neutral language
Realistic Job Preview
Job description
Employee testimonials

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6
Q

What are different ways of measuring an applicant with respect to the psychological construct of choice?

A

Interview measures: past behaviours, intentions
Cognitive abilities Tests: mental functioning, intelligence
Personality tests: Personality traits
Assessment centers: behaviours in job like situations
Physical ability tests: strength, aerobic capacity
Integrity tests: honesty

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7
Q

Describe the “Traditional structure of intelligence”

A

The theory breas down overarching “general intelligence” (measured by ‘G factor’) into Crystallized and Fluid intelligence. Crystallized int: Ability to apply knowledge obtained from life
Fluid Int: Abilities that make u a flexible and adaptive thinker

There is a long list of “Primary Mental Abilities” under these umbrellas (eg. inductive reasoning, numerical facility, word fluency etc)

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8
Q

Describe the relationship between fluid and crystallized intelligence over time

A

Fluid starts high and tends to decrease with age, opposite for crystallized int.

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9
Q

Describe the Dual Process Model of Inteligence

A

Proposes that people have two main forms of intelligence:
Mechanics (basic info processing) -physiologically determined (similar to fluid int)
Pragmatic (Cultural knowledge)- accumulated knowledge and skills (similar to crystallized int)

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10
Q

For what %variance does a cognitive ability test account for?

A

29%

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11
Q

What are the Big 5 Personality Factors

A 
Conscientiousness
Emotional Stability
Extraversion
Agreeableness
Openness to Experience
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12
Q

What kinds of % variances do personality traits account for in job performance measures?

A

5-7% aggregated, but for some specific tasks in specific jobs, can go up to 5-30%

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13
Q

Which 2 personality traits most strongly predict good job performance?

A

Conscientiousness, emotional stability

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14
Q

What are the two main types of interviews

A

Structured and unstructured

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15
Q

What are two subtypes of Structured interviews. Describe them. What are the basics of a structured interview?

A

A structured interview uses standard questions

  • based on job relevant info
  • same questions for all candidates

-Specific examples of behaviours are used for scoring

-Situational interviews: 0.3 validity score. Applicant given a hypothetical and asked how they would respond. Can either give a flat score for answer, or incrementing score (Key Issues Approach) depending on how many key issues they address
-Behavioural description interviews: 0.5 validity score. Focus on previous, rather than hypothetical behaviour. (Past behaviour is a good predictor of future behaviour)
“Tell me about a time when”

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16
Q

What is the RAM?

A

The Realistic Accuracy Model.
The idea is that you need a Good Judge, Good Trait, Good Info, and Good Target.

Good Judge: person interviewing isnt biased, deluded, easily tricked etc.

Good Trait: Is the trait relatively easy to observe? Emotional stability, extroversion, and conscientiousness typically are

Good Info: Quantity and Quality? Structured interviews can be worse bc respondents can pre prepare their answers.

Good Target: Is the person intrinsically easy to judge or not? Multiple obsvs across situations/shifts etc

17
Q

What are 8 common issues with rating people and interviews?

A

Poor prediction: Rater uses ‘gut feeling’
Primacy effects: First answer sets the interviewers decision
Contrast effects: Comparing you to whoever was evaluated immediately previously can skew your rating up or down
Negative info bias: people remember negatives more
Similar-to-me-effect: You like people who are like you
Halo Effect: one strong trait gets all the positive focus
> Flip side of this is the “Horn” effect. one bad trait
given priority and focus
Interviewee Appearance: Visual judgement. Ignores non visual capabilities
Uniqueness: Doesn’t necessarily mean ‘better’ but gets a higher score

18
Q

Assessment centers. What are they? How effective are they?

A

A place where the work environment can actually be simulated for the worker. r=.37 to .45

very good validity for high stress managerial positions with many intangible KSAO’s or too many KSAO’s to measure.

Can include Role Play ;), videogames

19
Q

Describe a way in which bias or discrimination can leak into the evaluation process

A

While under review or consideration, a resume may be overlooked because of the cultural origins of their name, or the name of their school.

20
Q

What are types of data regarding job performance appraisal?

A

Objective data,
Personnel
Judgemental

Get both managers and co workers to rate someone for a more accurate estimate

21
Q

Give me an example of criteria contamination

A

Criteria contamination is when any outside factor influences a result or measurement of some kind. For example, a salesperson might perform poorly because they’re tasked with selling a piece of shit that nobody wants.

22
Q

What is ‘criterion validity?’

A

The question of whether or not the psychological construct being measured is actually a predictor of job performance

23
Q

What are some employment issues Gen Z faces?

A

Skills Gap, Unfilled jobs, Missing skills, Soft skills gap.

24
Q

Name 10 skills that gen Z new hires are reportedly lacking in

A
  1. Critical thinking and problem solving
  2. Creativity
  3. Communication (all forms except memes)
  4. Collaboration
  5. Curiosity
  6. Initiative
  7. Persistence and grit
  8. Adaptability
  9. Leadership
  10. Emotional Intelligence
  11. Personal integrity & professional ethics

Basically y’all are a bunch of fuckin neanderthals and this civilization is poised to crash and burn

25
Q

Name the 4 main psychological construct measures discussed

A

GMA test (general mental ability)
Personality Measure (Big 5)
Interviews
Assessment centers

26
Q

What are the 6 Models Of Employee Turnover

A
  1. Rational Decision
  2. Intermediate Linkage Model
  3. Expanded Turnover Model
  4. Turnover Unfolding Process
  5. Turnover and Control
  6. Stages Of Leaving
27
Q

Explain the Rational Decision Turnover Model

A

-> If a job is highly unsatisfying, and there are alternatives (its easy to leave), a person will leave

28
Q

Explain the Intermediate Linkage Model

A

Frames the act of leaving with respect to intermediate actions

(thoughts of quitting -> absence -> lateness etc)

29
Q

Explain the Expanded Turnover Model

A

Looks at a wider set of conditions as influencers of decisions to leave

  • > Labour market conditions
  • > ‘distal antecedents’ (organizational characteristics)
    • > high pay or no, benefits?, work support, other stressors such as relocations, demotions, layoff, impending civil war
30
Q

Explain the Turnover and Control Model

A

The model formulates the decision to leave as a yes or no based on a summation of forces acting on a worker influencing them to leave or to stay

affective forces, alternative forces, attachment forces, HRM practices, mental/ethical forces

31
Q

Explain the Stages Of Leaving Turnover model

A 
characterizes a person and their decision:
enthusiastic stayer
enthusiastic leaver
reluctant stayer
reluctant leaver

PSY209 (16 decks)

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