EPPP I/O Psych
Terms
undefined, object
copy deck
- Peer Evaluations predict what two things?
-
1.Training success
2.Who is most likely to be promoted - Types of Criterion Measures
-
1.Objective (direct)
-production data, personnel data
2.Subjective (most are this)
-includes:
RELATIVE (paired comparison, forced-distribution)
-help with rater bias but difficult to use
ABSOLUTE (Critical Incident Techniques, BARS) - 3 Types of Rater Bias
-
1.Leniency (rate everyone high)/Strictness Bias (rate everyone low)
2.Central Tendency Bias (middle of scale)
3.Halo Effect (based globally on only 1 issue of performance, can be positive or negative) - Critical Incidents
-
-Behavioral anchors
-Particular good/bad behavior that results in good or bad performance - Alleviating Rater Bias
-
-use something other than Likert scale
-Incorporate critical incidents into scale
-Train the raters (most significant thing to do) - Establishing Criterion-Related Validity
-
1.Job analysis
2.Select/develop predictor and criterion
3.Obtain and correlate scores on predictor and criterion
4.Check for adverse impact (80% rule)
5.Evaluate incremental validity
6.Cross-validite with a new sample - Frame-of-Reference Training
-
Everyone does training the same way
-very structured - Two Reasons Minorities Have Adverse Impact
-
1.Differential Validity (different success rates for people in different groups)
-very rare
2.Unfairness (look only at predictor score and make a decision) - Most valid predictor of job performance across different jobs and job setttings
- Cognitive Ability Test
- Why is a needs assessment conducted?
- To determine training needs and includes person, job and organizational analysis
- Career Development - Super
-
The job that fits the person's self-concept leads to satisfaction and success.
-Distinguishes between 5 life stages in career development - Career Development - Holland
-
A good personality-job environment match leads to satisfaction, persisitence and productivity.
-Six personality types (RIASEC)
-Best when we are highly differentiated and clearly fit into one category - Career Development - Tiedeman and O'Hara
- Career development is part of ego identity development.
- Career Development - Krumboltz
- The way we learn socially and our interations with others applies to the job area.
- Maslow's Need Hierarchy
- low correlation with work environment
- Alderfer's ERG Theory
-
Reduced Maslow's needs to three (existence, relatedness and growth)
-need fulfilled is what's motivation - Herzberg's 2-Factor Theory
-
1.Hygiene (job context)
-cause dissatisfaction when absent
2.Motivator (job content)
-foster satisfaction and motivation when present