io psych

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Author:
jillmray
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106583
Filename:
io psych
Updated:
2011-10-05 04:49:29
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test
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vocab
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  1. industrial psych is concerned with
    issues of efficient job design, employee selection, employee training and performance appraisal
  2. organizational psych
    • develop from human relations movement
    • focuses more on individ worker including
    • worker attitudes
    • employee behavior
    • job stress and
    • supervisory practices
  3. io psych do not
    deal directly with employ emotional or personal problems
  4. lillian gilbreath was
    first io psych woman studied efficient ways of performing tasks
  5. the world wars contributed
    to the development of io psych
  6. control group
    collection of people who recieve a condition or manipulation different from the one of interest
  7. cross sectional means
    all data were collected at a single point in time
  8. a longitudinal design
    data is collected at more than one point in time
  9. observational design
    researcher observes employees in their organizational settings
  10. test retest reliability
    refers to the consistency of measurement when it is repeated over time
  11. construct validity
    • means that we are able to give an interpretation to scores on a measure
    • we understand results
  12. content validity
    • means that a multiple item measure of a variable does an adequate job of covering the entire doman
    • do questions on exam cover material learned
  13. face validity
    • means that a measure appears to assess what it was designed to
    • subject to those judging it
  14. criterion related validty
    • scores on a measure of interest relate to other measure that they should relate to in theory
    • do good on iq test you should do well on college courses
  15. job-oriented analysis
    provides info about the nature of tasks done on the job
  16. person-oriented job analysis
    • provides description of characteristics or KSAO's necessary for a person to successfully perfom a particular job
    • knowledge skills and abilities
  17. knowledge
    what a person needs to know to do a job
  18. skill
    what a person is able to on job
  19. ability
    persons aptitude or capability to do job tasks or learn to do job tasks
  20. occupation information network O*NET
    info system computer based resource for job related info on approximately 1100 groups of jobs sharing common characteristics
  21. task inventory
    • questionnaire contains a list of specific task that might b done on a job being analyzed
    • job incumbents are usually asked to complete the inventory for their own job results are compiled across incumbents to give a picture of the average importance or time spent on each task
  22. job evaluation
    refers to a family of quant tech that are used to scientifically deter the salary levels of jobs
  23. comparable worth
    • means that different but comparable jobs should be paid the same
    • if jobs are held predom by women contribute as much to organization as jobs held predom by men pay should equal
  24. CRITERION CONTAMINATION
    • PART OIF THE ACTUAL CRITERION THAT REFLECTS SOMETHING OTHER THAN TWHAT IS WAS DESIGNED TO MEASURE
    • CAN ARISE FROM BIASES AND UNRELIABILITY
  25. CRITERION DEFICIENCY
    MEANS THAT THE ACTUAL CRITERION DOES NOT ADEQUATELY COVER THE ENTIRE THEORETICAL CRITERION
  26. CRITERION RELEVANCE
    IS THE EXTENT TO WHICH THE ACTUAL CRITERION ASSESSES THE THEORETICAL CRITERION IS IS DESIGNED TO MEASURE
  27. contextual performance
    consists of extra voluntary things employees do to benefit their coworkers and organizations
  28. objective measures are
    • counts of various behaviors
    • # of days missed work
  29. subjective measures
    ratings by people who should be knowledgable about person job performance
  30. behavior focused forms
    concentrate on specific instances of behave that the person has done or could be expected to do
  31. halo errors
    occurs when a rater gives and individual the same rating across all dimensions despite difference in performance
  32. leniency errors
    occur when the rater rates everyone at the favorable end
  33. 360 degree feedback
    managers evaluated by peers subordinates and supervisors on several dimensions of perform
  34. performance test involves the
    manipulation of apparatus equip and materials
  35. cognitive ability test
    test of general cognitive ability iq test
  36. knowldege and skill test
    designed to assess person present level of profiency
  37. emotional intelligence
    charact that falls b/t a personality trait and cog ability
  38. biographical inventory
    • asks more detailed background questions
    • digs into your past to predict future perform
  39. work sample
    • assesment device requires people to demonstrate how well they can perform task involved in a job under standardized conditions
    • type of simulation in which person does a job or part of it under testing conditions rather that actual
  40. for jobs in which there is an undersupply of people
    a co must expend considerable effort to attract the right people to fill job
  41. six possible resources of applicants
    • ads
    • emp referral
    • emp agencies
    • school recruiter
    • walk in
    • web
  42. two important elements in employee selection
    • the criterion - define of a good emp
    • the predictor- which is anything that relates to the criterion
  43. 5 steps to conduct a validation study
    • conduct a job analysis
    • specify job performance criteria
    • choose predictors
    • validate the predictors
    • cross validate
  44. selection ratio
    • proportion of job applicants an organization must hire
    • # of positions to fill/# of applicants
  45. true positives
    app that would have been hired and been successful on job
  46. false positive
    who was hired but didnt perform well
  47. true negative
    didnt get hired and would not have performed well
  48. false negatives
    apps who were not hired but would have done well
  49. it is illegal to discriminate on the basis of
    • age
    • disablility
    • national origin
    • religion
    • color
    • gender
    • race
  50. adverse impact refers to
    impact on a protected class of a given select practice
  51. 4/5 rule
    the selection ratio for protected class is less than 80% or 4/5 of comparison group
  52. pretest-posttest design
    intended to provide info about how much the trainees gained from training

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