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Flashcards in I/O Psychology Deck (336)
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31

Job Analysis

Method to describe jobs and human attributes necessary to perform them (KSAOs). Used to inform selection, placement, training, and other organizational processes.

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Focus of job analysis

selection, placement, training and development, job redesign

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Selection

Choosing the right person for the right job

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placement

assigning person with appropriate assignments

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Training and development

modification of knowledge, skills and abilities

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Job Redesign

remaking the assignment fit person more appropriately

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Components of Job Analysis

Determining KSAOs; group tasks into positions, then into jobs, then into job families; task statements (descriptions of the work), subject matter experts

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Subject Matter Experts (SME)

current holders of position, supervisors, verify task statements

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Functional job analysis

Task statements include how employee accomplishes the task (i.e. the physical, mental, and interpersonal resources called upon for job completion)

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Worker-based job analysis

Focused directly on KSAOs, task statements (represents KSAOs: knowledge of, skill in, ability to); and linkage analysis (confirms linkage of KSAOs to immediate task.

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Assessment of KSAOs

Interviews, work diaries, questionnaires, direct observation, id'ing CIs; position analysis questionnaire

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Needs assessment

A 3-part process (organization, operations, and person analysis) for ID'ing specific job relevant skills and bxs that must be trained to achieve optimal organizational and individual performance.

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Job Evaluation

An organizational activity supported by job analysis that consists of ID'ing the monetary value of each job to the organization; this helps organizations determine how much to pay individuals in different positions

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Realistic job description

AKA a realistic job preview (RJP). It is a technique for providing practical information about a job to prospective employees: includes information about the task and context of the work

Reduces turnover by 20%

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Job Characteristics Assessment

Hackman and Oldman; To understand how employment positions affect motivation, satisfaction, and performance of employees.

46

Employee motivation related to what 3 psychological states while working

knowledge of actual results, sense of responsibility, and job meaningfulness

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Job Characteristics Model

States that in order for an employee to be highly motivated, they must have these 5 characteristics: skill variety, task identity, task significance, autonomy and feedback

48

Utility analysis

  • measures the effectiveness of an intervention in the workplace in terms of the dollar value of the benefits generated
  • Performed when organization wants to understand economic return of a HR strategy they employ/are contemplating;
  • utility is dollar payoff of one strategy over another
  • conducted w/reference to selection or training program & compared to performance and productivity
  •  

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Utility value equation

Utility value = rewards (profits w/new strategy) x expected payoff over time (how long strategy will produce benefit) x # of applicants accommodated - expense of strategy

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High utility value

Strategy profitable/cost effective

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Effective Analysis

Often conducted with Utility Analysis to determine which strategy was statistically related to performance improvements

52

Taylor-Russell Selection Tables

A utility model predicting success ratio of HR strategies based on validity, selection ratio, and base rate

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Differential validity

When there is a significant difference in the predictive validity for different subgroups (usually ethnic groups)

54

Four characteristics of assessment centers

Supervisors and mid-level managers evaluated only; group/team oriented: assesed in groups of 10-20; multiple evaluators used; variety of asset activities implemented.

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Goals of assmt centers

Evaluate individuals on many dimensions; info. used to make predictions on typical managerial skills

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360-degree feedback

Multisource feedback procedure in which multiple rating sources provide feedback to managers. Sources include supervisors, subordinated, peers, and managers' self-ratings. Allows managers to see discrepancies in how they see self and others see them.

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Job Selection Procedures

interviews, work samples, biota, and personality or cognitive tests. Procedures are known as predictors since they are assumed to predict job performance (criterion)

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What big 5 trait is most related to job performance?

Conscientiousness

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High conscientiousness, agreeableness, and emotional stability =

High measures of integrity

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Low agreeableness, low conscientiousness, high extraversion and high neuroticism =

antisocial personality dx