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