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17 Cards in this Set
- Front
- Back
Peer Evaluations predict what two things?
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1.Training success
2.Who is most likely to be promoted |
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Types of Criterion Measures
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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) |
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3 Types of Rater Bias
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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) |
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Critical Incidents
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-Behavioral anchors
-Particular good/bad behavior that results in good or bad performance |
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Alleviating Rater Bias
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-use something other than Likert scale
-Incorporate critical incidents into scale -Train the raters (most significant thing to do) |
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Establishing Criterion-Related Validity
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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 |
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Frame-of-Reference Training
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Everyone does training the same way
-very structured |
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Two Reasons Minorities Have Adverse Impact
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1.Differential Validity (different success rates for people in different groups)
-very rare 2.Unfairness (look only at predictor score and make a decision) |
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Most valid predictor of job performance across different jobs and job setttings
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Cognitive Ability Test
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Why is a needs assessment conducted?
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To determine training needs and includes person, job and organizational analysis
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Career Development - Super
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The job that fits the person's self-concept leads to satisfaction and success.
-Distinguishes between 5 life stages in career development |
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Career Development - Holland
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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 |
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Career Development - Tiedeman and O'Hara
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Career development is part of ego identity development.
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Career Development - Krumboltz
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The way we learn socially and our interations with others applies to the job area.
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Maslow's Need Hierarchy
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low correlation with work environment
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Alderfer's ERG Theory
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Reduced Maslow's needs to three (existence, relatedness and growth)
-need fulfilled is what's motivation |
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Herzberg's 2-Factor Theory
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1.Hygiene (job context)
-cause dissatisfaction when absent 2.Motivator (job content) -foster satisfaction and motivation when present |