PSY 3711: MIDTERM 1
82 Cards in this Set
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who is the father of industrial psychology
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Hugo Munsterberg
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Hawthorne studies suggested...
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people aren't just machines --> have feelings and beliefs that influence their work
birth of organizational psychology
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What is a .35 cohen's d considered?
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small
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What is a .60 cohen's d considered?
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moderate
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What is a .85 cohen's d considered?
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large
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What does no deficiency mean
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no missing info
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what odes no contamination mean
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no unrelated info
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definition of performance (4 parts)
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observable actions
under control of individual
can be scaled in degree of proficiency
relevant to organizational goals
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characteristics of performance definition (2)
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flexible (may change over time)
general (can be more specific)
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indirect determinants of performance (4)
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traits
states
treatments
other
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direct determinants of performance (3)
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declarative knowledge
procedural knowledge motivation
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declarative knowledge
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right now job knowledge
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procedural knowledge
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right now job skill
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3 parts of motivation
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direction
magnitude
persistance
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tripartite model
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task/technical performance
organizational citizenship behavior
CWB avoidance
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subfactors of tripartite model
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approach/avoidance
individual/organizaitonal
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3 types of measures of performance
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objective
personnel
subjective
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objective performance measures
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quantitative count of results towards organizational goals (e.g. sales)
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personnel measures
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archival records (e.g. absences, tardiness, salary)
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subjective/judgmental measures
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evaluations of effectiveness of work usually odne by a supervisor
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drawbacks of objective measures
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usually not measures of performance and are measures of outcomes
not actual behaviors
fail to capture nuances of actual behaviors
tend to be narrow indicators
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drawbacks of personnel measrues
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records of events and not evaluations of performance
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benefits of subjective measures
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only method that corresponds with definition of performance
less narrow
captures nuances of performance
360 degree sources --> self, peer, supervisor, subordinate, customer
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drawbacks of subjective measrues
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time consuming, difficult to develop good measures
rater biases
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6 OCB components
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helping behavior
sportsmanship
organizational loyalty
organizational compliance
individual initiative
civic virtue
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OCB civic virtue
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general interest in or commitment to the organization
e.g. participate actively in meetings, debates; keep up with changes in the industry, reporting suspicious activities
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Two divisions of OCB
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individual OCB-I
organizational OCB-O
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subfactors of CWB-O
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property deviance
production deviance
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what is always the first step in i/o research and application
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job analysis
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job analysis
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process used to determine the important tasks and human attributes necessary to successfully perform task
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job description
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duties and tasks of work that needs to be done for job analysis
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job specification
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KSAOs of personal characteristics needed to do the work
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duties
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broad description of what the job entails
e.g. (establishing relationships, providing customized solutions for clients)
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tasks
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tasks
narrow list of tasks that compose duties
e.g. analyze compensation policies to establish competitive programs and ensure compliance with legal requirements, plan and conduct new employee orientation
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what established job relatedness
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KSAOs link job duty or task
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construct
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hypothetical attribute
not measurable
e.g. happiness, job performance
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theory
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hypothetical relationship between constructs
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operational definition
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real word way of measure construct
predictor and criterion measures
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hypothesis
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real world way of testing theory
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construct is to operational definition as theory is to _________
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hypothesis
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how are constructs related to measrues
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reliability and validity
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what is transient error and how is it tested
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inconsistent situational effects
e.g. mood, noise, fatigue
tested with test-retest reliability
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what is item sampling and how is it measured
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effects of particular items that were chosen
e.g. ACT
parallel forms reliability
internal consistency reliability
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how is internal consistency measured
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cronbach's alpha
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what is rater sampling and how is it measured
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effects of particular raters that were chosen
measured with inter-rater realiabilty
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what is construct validity and how is it measured
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do operational definitions represent the constructs they should
assessed using the correlations between the measrues
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what is content validity and how is it measured
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does the substance of the operational definition match the construct
assessed using content analysis
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what are the two types of construct validity
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convergent
divergent
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what is criterion related validity and how is it measured
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does the measure predict important criteria
assessed using the correlation between the predictor and criterion measures
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can a measure be valid and not reliable
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NO
a measure can be reliable and not valid but not the other way around
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incremental validity
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when we use multiple predictors we want each predictor to provide unique information about the applicant
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how is incremental validity tested
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run multiple regression model and find R^2
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what are thurstone's primary abilities (6)
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verbal comprehension
word fluency
space
number
memory
reasoning
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What is the cattell-horn-carroll theory
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at highest level there is g
followed by primary abilities
increasingly narrow abilities going down
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what are the primary abilities of chc
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motor
perception
controlled attention
knowledge
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investment theory
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individuals are born with a given mental potential
mental ability is influenced by factors that direct the invest of mental potential
specific abilities represent an investment of attention, time, and effort
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true or false: tests can only measure an individual's current set of behaviors
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true
they are not a window into innate talent
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what is the validity of ability test for moderately complex jobs
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.52
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three dimensions of job complexity
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data
people
things
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what happens to the relationship between intelligence and job performance as complexity increases
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the strength of the relationship increases
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which shows lower validity, specific ability or general ability measrues
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specific abilities (except for spatial motor abilities for certain jobs like pilots or drivers)
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is the relationship between ability and job performance linear or does it increase and reach an asymptote
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linear
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tacit knowledge
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procedural knowledge learned that is not taught or even verbalized
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what are the 3 steps of taxonomy evolution
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convenience
structural
theoretical
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what are the 3 levels of personality traits
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level 3: super domain
level 2: domain
level 1: sub-domain
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two lower aspects of neuroticism
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volatility
withdrawl
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what big 5 measure is does this correspond to: i have frequent mood swings
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N
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what big 5 measure is does this correspond to: i seldom feel blue
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N
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two lower aspects of agreeableness
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politeness
compassion
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what big 5 measure is does this correspond to: i have a good word for everyong
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A
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what big 5 measure is does this correspond to: i avoid imposing my will on others
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A
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what big 5 measure is does this correspond to: i am not interested in other people's problems
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A
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two lower aspects of conscientiousness
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industriousness
orderliness
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what big 5 measure is does this correspond to: i mess things up
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C
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what big 5 measure is does this correspond to: i carry out my plans
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C
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two lower aspects of extraversion
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assertiveness
enthusiasm
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what big 5 measure is does this correspond to: lack the talent for influencing people
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E
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what big 5 measure is does this correspond to: i warm up quickly to others
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E
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what are the higher order traits of the big 5
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alpha/stability
beta/plasticity
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is personality a direct or indirect determinant of performance?
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indirect
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what are some predictor oriented scales of personality
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BFI
NEO-PI R
IPIP
MM
BFAS
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what are some criterion oriented scales
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integrity tests
stress tolerance
drug and alcohol scales
sales performance scale
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PSY 3711: MIDTERM 2