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Psychological Assessment > Week 9 - Organisational Assessment > Flashcards

Week 9 - Organisational Assessment Flashcards

1
Q

The first step in developing BARS and BOS is

A

critical incident job analysis

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2
Q

What is not covered by EEO legislation?

A

education

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3
Q

contextual performance is mainly composed of

A

organisational citizenship behaviours

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4
Q

Technology is to job performance as drugs are to

A

sport

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5
Q

Which of the following is true of dissatisfied workers?

A

They are more likely to quit

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6
Q

What are performance appraisal methods?

A

Supervisor ratings
Paired comparisons
Rank ordering

NOT job preview

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7
Q

Peer ratings are

A

assessments made by one’s co-workers and colleagues

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8
Q

Biodata are

A

information about one’s past experience and life history

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9
Q

BARS stands for

A

behaviourally anchored rating scale

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10
Q

In personnel selection, the process of appointing everyone who applied for a position and then retaining only those whose performance is satisfactory after some period of time is referred to as

A

selection on the criterion

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11
Q

Affective commitment refers to

A

one’s overall degree of liking or attachment to the organisation

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12
Q

In personnel selection, the process of appointing everyone who applies for a position and then retaining only those whose performance is satisfactory after some period of time is referred to as

A

selection on the criterion

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13
Q

Peer ratings are

A

assessments made by one’s co-workers and colleagues

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14
Q

The most valid forms of interview are

A

structured interviews

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15
Q

Selection errors can be eliminated by

A

using a predictor with a validity of 1.0

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16
Q

The main problem with selecting on the criterion is that

A

it is extremely expensive

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17
Q

What do I/O psychologists attempt to improve?

A

organisational productivity and worker performance, as well as enhance the quality of working life in general

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18
Q

What is performance appraisal?

A

the assessment of workers’ performance on the job

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19
Q

What are good indicators of job performance at the manufacturing end?

A

simple productivity counts (i.e. number of items produced)

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20
Q

What are good indicators of job performance at the distribution end?

A

the number of products sold or the dollar value of sales

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21
Q

What is a criticism of productivity counts?

A

They provide no information about the quality of the production

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22
Q

What is personnel data?

A

Information about individual employees that is held in personnel files.
Information includes statistics like length of service or absenteeism etc.

23
Q

What is the most common form of job performance measures?

A

Supervisor ratings

24
Q

What is the graphic rating scale?

A

it typically involves marking a line or circling a number to represent the level of performance

25
Q

What is one of the most successful means for establishing scale anchors?

A

Behaviourally anchored rating scales (BARS)

26
Q

What are BARS?

A

rating scales with explicit behavioural statements located along them

27
Q

What are the basic steps in developing BARS?

A
  1. obtain critical incidents
  2. content analysis
  3. rate the incidents within each theme
  4. use the subset of anchors that survive step 3 to represent points on the scale
28
Q

What scale did Latham and Wexley propose?

A

Behavioural observation scales (BOS)

29
Q

What are BOS?

A

stems are composed of the kinds of behaviours that form the anchors of BARS and the scale is based on the frequency with which the rater had observed the behaviour in question

30
Q

What is paired-compairsons?

A

An exhaustive method whereby each worker is paired with every other worker and the supervisor is asked to decide which member of each pair performs better

31
Q

Define task performance

A

the core technical aspects and basic tasks that comprise a job

32
Q

Define contextual performance

A

discretionary social behaviours directed at successful performance of the work group or organisation

33
Q

What is personell selection?

A

The process of choosing which job applicants should receive an offer of employment

34
Q

What is selecting on the criterion?

A

appointing everyone to the job and monitor their performance for a period of time. At the end of the monitoring period, those with the best performance appraisal would be retained

35
Q

What does KSAO stand for?

A

knowledge, skills, abilities and other characteristics

36
Q

What is meant by validity generalisation?

A

the process of meta-analysing validity coefficients

37
Q

What is job analysis?

A

A process of gathering detailed information about a particular job, including the main tasks carried out, and the main requirements for performing the job

38
Q

What advantages does formally scoring an applicant’s answers have?

A

it decreases human judgment and further increases the objectivity of the process

39
Q

What is the main problem with peer ratings?

A

they are virtually impossible to obtain for applicants from outside the organisation

40
Q

What is job knowledge a good predictor of?

A

performance

41
Q

What is job tryout?

A

A form of selecting on the criterion that involves hiring someone for a few months and seeing how well they fare

42
Q

What do integrity tests attempt to gauge?

A

someone’s honesty or good character

43
Q

What are overt tests?

A

they make no attempt to disguise their intent

44
Q

What are covert tests?

A

the intention of the test is less obvious

45
Q

What are assessment centres?

A

they are methods of assessment and usually resemble a large battery of tests comprising many different activities applied to groups of around 10-20 people at a time

46
Q

Why has empirical keying been criticised?

A

for being atheoretical

47
Q

What is Equal Employment Opportunity (EEO)?

A

a law that has the basic idea that all members of society should have equal access to employment and that employment decisions should be based on merit rather than characteristics irrelevant to the job (i.e. cannot discriminate)

48
Q

What is the Wonderlic Personnel Test?

A

A popular test of GMA (general mental ability) that comprises 50 items of varying types. It can be administered and scored in only 20 minutes

49
Q

What does organisational commitment refer to?

A

How much a worker identifies with or is attached to their organisation, especially in terms of shared values and goals

50
Q

What is currently the most influential model of organisational commitment?

A

Meyer and Allen’s (1997) three component model which defines 3 aspects of commitment: affective, continuance and normative

51
Q

What three alternative conceptualistions of organisational commitment where provided by O’Reilly and Chatman (1986)?

A

compliance, identification and internalisation

52
Q

What is the Self-Directed Search?

A

A self-administered, self-scored and self-interpreted test that consists of five categories underpinned by Holland’s theory

53
Q

What are the 5 categories of the SDS?

A 
daydreams
activities
competencies
occupations
self-estimates of ability

Psychological Assessment (10 decks)

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