I/O Psychology Chapter 1
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What is the purpose of a job description?

  • To conduct a meta-analysis of job performance
  • To outline the work activities and requirements of a job (correct)
  • To determine worker mobility within an organization
  • To evaluate the five-page summary of tasks

    • Job analysis involves using previously collected data or records to answer a research question.

    True

    What is the purpose of Employee Selection?

    identifying requirements, to select tests, and develop interview questions to determine if an applicant possesses job requirements

    Promoting employees until incompetence is known as the ______ Principle.

    <p>Peter</p> Signup and view all the answers

    Match the job analysis method with its description:

    <p>Functional Job Analysis (FJA) = Quick method used by the federal government to analyze and compare jobs Position Analysis Questionnaire (PAQ) = Structured instrument with items about information input, mental processes, work output, and other job-related variables</p> Signup and view all the answers

    What is industrial/organizational psychology?

    <p>A branch of psychology that applies principles of psychology to the workplace.</p> Signup and view all the answers

    Frank Gilbreth and Lillian Moller Gilbreth were pioneers in improving productivity and reducing fatigue in workers.

    <p>True</p> Signup and view all the answers

    In 1921, the first Ph.D. in I/O psychology was awarded to Bruce Moore and Merrill Ream at _____ Tech.

    <p>Carnegie</p> Signup and view all the answers

    What did the Hawthorne studies conducted in 1933 demonstrate?

    <p>interpersonal interactions between managers and employees played a significant role in employee performance</p> Signup and view all the answers

    Match the following historical events in I/O psychology with their corresponding years:

    <p>First issue of The Industrial-Organizational Psychologist (TIP) published = 1964 Americans with Disabilities Act passed = 1990 Equal Pay Act passed = 1963 Civil Rights Act of 1991 passed to overcome 1989 conservative Supreme Court decisions = 1991</p> Signup and view all the answers

    What is the major change in the revision of the Job Structure Profile (JSP) by Patrick and Moore (1985)?

    <p>Change in item content and style</p> Signup and view all the answers

    External equity is important for attracting and retaining employees.

    <p>True</p> Signup and view all the answers

    What is the name of the method used to select employees that should directly tie in with the results of job analysis?

    <p>Recruitment</p> Signup and view all the answers

    In a _____ environment case, sexual harassment occurs when an unwanted pattern of conduct related to gender unreasonably interferes with an individual’s work performance.

    <p>hostile</p> Signup and view all the answers

    Match the type of interview with its description:

    <p>Structured Interview = Job-related, asked to all applicants, and standardized scoring Unstructured Interview = Interviewers ask anything they want, no consistency required</p> Signup and view all the answers

    Which type of interview involves multiple interviewers asking questions and evaluating answers of the same applicant?

    <p>Panel interviews</p> Signup and view all the answers

    Which type of interview allows applicants to answer questions during the same session?

    <p>Panel interviews</p> Signup and view all the answers

    Résumé fraud involves applicants lying on their résumés about their actual experience or education.

    <p>True</p> Signup and view all the answers

    Negligent hiring occurs when an organization hires an applicant without checking their __________ and background.

    <p>references</p> Signup and view all the answers

    Match the following assessment methods with their descriptions:

    <p>Assessment center = Uses multiple assessment methods to observe applicants perform simulated job tasks Reference check = Confirms accuracy of applicant information through former employer feedback Biodata = Selection method considering applicant's life, school, and work experiences Interview = Interactive session to evaluate applicant suitability</p> Signup and view all the answers

    What does reliability measure?

    <p>Consistency/stability of test scores</p> Signup and view all the answers

    What is the purpose of Taylor-Russell tables?

    <p>Provide a percentage of total successful hires</p> Signup and view all the answers

    Validity is about measuring what a test is intended to measure.

    <p>True</p> Signup and view all the answers

    ___ validity is related to the content a test is supposed to measure.

    <p>Content</p> Signup and view all the answers

    Match the following evaluation techniques with their purposes:

    <p>Forced-choice rating scale = Providing employee training &amp; feedback Ratings of performance = Making termination decisions Behavioral checklists = Rating employee performance on an interval or ratio scale</p> Signup and view all the answers

    What should the presentation state regarding what learners are expected to do?

    <p>The presentation should state what learners are expected to do.</p> Signup and view all the answers

    How can employees be motivated to attend training? (Select all that apply)

    <p>Provide food</p> Signup and view all the answers

    Employees should be provided incentives to perform well in training. Is this statement true or false?

    <p>True</p> Signup and view all the answers

    __________ allows the trainee to perform necessary interpersonal skills by acting out simulated roles.

    <p>Role play</p> Signup and view all the answers

    Match the training method with its description:

    <p>Programmed instruction = A training method in which employees learn information at their own pace. Behavior modeling = Employees learn by watching how other employees perform or model a behavior. Classroom training = Seminar, lecture, or workshop as a common training method. On-the-job training = Teaching employees how to perform tasks traditionally performed by other employees.</p> Signup and view all the answers

    What is the purpose of the 'secret shoppers' in the customer evaluation process?

    <p>To evaluate customer service and overall experience</p> Signup and view all the answers

    Which of the following are examples of trait-focused performance dimensions? Select all that apply.

    <p>Dependability</p> Signup and view all the answers

    Employee performance record is standardized through the _________ technique developed at General Motors.

    <p>critical-incident</p> Signup and view all the answers

    Central tendency error occurs when a rater consistently gives extreme ratings, either high or low.

    <p>False</p> Signup and view all the answers

    Match the following types of analysis with their descriptions:

    <p>Organizational Analysis = Determine organizational factors that affect training effectiveness Task Analysis = Identify tasks performed and competencies needed Person Analysis = Determine which employees need training and in which areas</p> Signup and view all the answers

    What is the Employment-at-Will Doctrine?

    <p>The right of employers to hire and fire employees at will and without specific cause</p> Signup and view all the answers

    What is the Pygmalion effect?

    <p>Higher expectation lead to higher performance</p> Signup and view all the answers

    What are the components of Herzberg's Two-factor Theory?

    <p>Motivators</p> Signup and view all the answers

    Employees will be more satisfied with their jobs if they perceive fair treatment according to Equity Theory.

    <p>True</p> Signup and view all the answers

    _______ theory states that employees will be more motivated if rewards have value to them.

    <p>Equity</p> Signup and view all the answers

    Match the following theories with their descriptions:

    <p>Expectancy Theory = Motivation is a function of expectancy, instrumentality, and valence Self-Regulation Theory = Employees monitor their progress and regulate behavior towards goals Operant Conditioning = Employees engage in behaviors for which they are rewarded</p> Signup and view all the answers

    Study Notes

    Here are the study notes for the text:

    Introduction to I/O Psychology

    • I/O psychology applies psychology principles to the workplace to enhance dignity and performance of humans and organizations.
    • Developed training programs, incentive plans, work groups, and understanding employee conflict using principles of learning, social psychology, motivation, and emotion.

    Major Fields of I/O Psychology

    • Industrial approach: determines job competencies, staffs organizations, and increases competencies through training.
    • Organizational approach: creates an organizational structure and culture that motivates employees, provides necessary information, and ensures a safe and satisfying work environment.
    • Personnel psychology: analyzes jobs, recruits applicants, selects employees, determines salary levels, trains employees, and evaluates performance.
    • Organizational psychology: concerned with leadership, job satisfaction, motivation, communication, conflict management, and group processes.
    • Human Factors/Ergonomics: focuses on workplace design, human-machine interaction, ergonomics, and physical fatigue and stress.

    Brief History of I/O Psychology

    • 1903: Walter Dill Scott wrote on applying psychology to business.
    • 1913: Hugo Munsterberg published on psychology and industrial efficiency.
    • 1918: Journal of Applied Psychology first published.
    • 1930s: I/O psychology involved in World War I and II efforts.
    • 1940s-1980s: Development of I/O psychology as a field, with formation of societies and publication of texts.

    Research in I/O Psychology

    • Reasons for conducting research: answering questions, making decisions, and understanding everyday life.
    • Types of research:
      • Laboratory research: high internal validity, low external validity.
      • Field research: high external validity, low internal validity.
      • Quasi-experiments: no random assignment.
      • Surveys: ask people their opinions.
      • Archival research: uses previously collected data.
    • Importance of random assignment and debriefing in research.
    • Meta-analysis: statistical method for combining results from multiple studies.

    Ethics in I/O Psychology

    • Ethical dilemmas: ambiguous situations requiring personal judgments.
    • Informed consent: participants must understand and agree to participate voluntarily.
    • Considerations in conducting research: random assignment, debriefing, and intervening variables.

    Job Analysis and Evaluation

    • Job analysis: gathering, analyzing, and structuring information about a job's components and requirements.
    • Importance of job analysis: writing job descriptions, employee selection, training, personnel planning, compensation, and job evaluation.
    • Steps in conducting a job analysis: identify tasks performed, write task statements, and gather existing information.
    • Methods of job analysis: committee-based, field-based, and job competency approaches.### Job Analysis
    • A task statement must contain an action and an object, and may also include details about where, how, why, and when the task is done.
    • The Occupational Information Network (O*NET) is a national job analysis system that understands jobs at four levels: economic, organizational, occupational, and individual.
    • Critical Incident Technique (CIT) is used to discover actual incidents of job behavior that make a difference between a job's successful or unsuccessful performance.

    Competencies

    • Knowledge is a body of information needed to perform a task.
    • A skill is the proficiency to perform a learned task.
    • Ability is a basic capacity for performing a wide range of different tasks, acquiring knowledge, or developing a skill.
    • Other characteristics include personal factors such as personality, willingness, interest, and motivation, and tangible factors such as licenses, degrees, and years of experience.

    Job Evaluation

    • Job evaluation is the process of determining a job's worth.
    • It involves determining internal pay equity and external pay equity.
    • Internal pay equity involves comparing jobs within an organization to ensure that the people in jobs worth the most money are paid accordingly.
    • External pay equity involves determining the worth of a job by comparing it to the external market.

    Job Analysis Methods

    • Position Analysis Questionnaire (PAQ) is a structured instrument that contains 194 items organized into six main dimensions.
    • Job Structure Profile (JSP) is a revised version of the PAQ.
    • Job Elements Inventory (JEI) is another instrument designed as an alternative to the PAQ.
    • The legal process involves resolving complaints internally, including policies for alternative dispute resolution (ADR) such as grievance processes, mediation, and arbitration.
    • Sexual harassment can take two forms: quid pro quo or hostile environment.
    • Quid pro quo harassment involves granting sexual favors in exchange for employment decisions.
    • Hostile environment harassment involves unwanted patterns of behavior that interfere with an individual's work performance.

    Employee Selection: Recruiting and Interviewing

    • Recruitment involves attracting people with the right qualifications to apply for the job.
    • Methods of recruitment include media advertisements, campus recruiters, outside recruiters, and incentives.
    • Realistic Job Previews (RJP) involve giving an applicant an honest assessment of a job.
    • Expectation-lowering procedures (ELP) lower an applicant's expectations about work and expectations in general.

    Interviewing

    • Types of interviews include structured, unstructured, one-on-one, serial, return, and panel interviews.
    • Structured interviews are job-related, asked to all applicants, and have standardized scoring.
    • Unstructured interviews lack consistency and may assign points at the interviewer's discretion.
    • Interviewer biases include poor intuitive ability, lack of job-relatedness, primacy effects, contrast effects, negative-information bias, and interviewer-interviewee similarity.

    Employee Selection: References and Testing

    • A reference check is the process of confirming the accuracy of information provided by an applicant.
    • A reference is the expression of an opinion regarding an applicant's ability, previous performance, work habits, character, or potential for future success.
    • Types of tests include cognitive ability tests (verbal, numerical, abstract, spatial, and mechanical), perceptual ability tests (vision, color discrimination, depth perception, glare sensitivity), and psychomotor ability tests (finger dexterity, manual dexterity, control precision).
    • Physical ability tests are often used for jobs that require physical demands.### Jobs Requiring Physical Strength and Stamina
    • Jobs such as police officer, firefighter, and lifeguard require physical strength and stamina
    • Physical ability is measured through job simulations and physical agility tests

    Problems with References and Letters of Recommendation

    • Leniency: most letters of recommendation are positive (less than 1% rate applicants as below average or poor)
    • Lack of knowledge about the applicant: person writing the letter may not know the applicant well
    • Reliability: lack of agreement between two people providing references for the same person
    • Extraneous factors: letters written by references who like the applicant are longer than those written by references who do not like the applicant

    Ethical Guidelines for Reference Providers

    • Explicitly state your relationship with the person you are recommending
    • Be honest in providing details
    • Let the applicant see your reference before sending it and give them the chance to decline to use it

    Predicting Performance Using:

    1. Applicant Knowledge

    • Used primarily in the public sector, especially for promotions
    • Job knowledge tests are designed to measure how much a person knows about a job

    2. Applicant Ability

    • Used primarily for occupations where applicants are not expected to know how to perform the job at the time of hire
    • Cognitive ability includes dimensions such as oral and written comprehension, oral and written expression, numerical facility, originality, and vocational interests

    3. Prior Experience

    • Typically measured in one of four ways: experience ratings of application/resume information, biodata, reference checks, and interviews

    4. Personality, Interest, and Character

    • Personality inventories are becoming increasingly popular as an employee selection method
    • Interest inventories are designed to tap vocational interests
    • Integrity tests tell an employer the probability that an applicant would steal money or merchandise
    • Conditional reasoning tests were initially developed to reduce inaccurate responses and get a more accurate picture of a person's tendency to engage in aggressive or counterproductive behavior

    Predicting Performance Limitations Due to Medical and Psychological Problems

    • Drug testing is a controversial testing method used by HR professionals
    • Psychological exams usually consist of an interview by a clinical psychologist, an examination of the applicant's life history, and the administration of one or more psychological tests
    • Medical exams determine if there are any medical conditions that will keep the employee from safely performing the job

    Establishing the Usefulness of a Selection Device

    • Reliability: stable and free from error
    • Validity: measures what it purports to measure
    • Cost-Efficiency: if two or more tests have similar validities, then costs must be considered

    Making the Hiring Decision

    • Multiple Regression: statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test predicts performance
    • Unadjusted Top-Down Selection: applicants are rank-ordered on the basis of their test scores
    • Compensatory Approach: a high score on one test can compensate for a low score on another test
    • Rule of Three: names of the top three applicants are given to a hiring authority who can then select any of the three
    • Passing Score: minimum test score that an applicant must achieve to be considered for hire
    • Multiple-Hurdle Approach: selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test
    • Banding: hire the top test scorers while still allowing some flexibility for affirmative action

    Evaluating Employee Performance

    • Determine the reason for evaluating employee performance
    • Identify environmental and cultural limitations
    • Determine who will evaluate the employee
    • Select the best appraisal method to accomplish goals
    • Train raters
    • Observe and document performance

    Evaluating Employee Performance Methods

    • Forced-Choice Rating Scale
    • Graphic Rating Scale
    • Behavioral Checklists
    • Comparison with other employees
    • Frequency of desired behaviors
    • Extent to which organizational expectations are met

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    Introduction to Industrial/Organizational psychology, its application in the workplace and its history including contributions of notable figures.

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