PSY 255 Exam 1 2022 questions and answers 100% correct

PSY 255 Exam 1 Employee comparison techniques used for PA purposes. Ans: Rank order Paired Comparison Forced Distribution What is the main thing that 360 feedback is supposed to overcome? Ans: Individual rater biases One item on the course evaluation form is "This instructor uses personal examples to help get the points across in class," and students will rate the instructor on a scale of 1 = inferior, 2 = below average, 3 = average, 4 = above average, and 5 = superior. This item is an example of: Ans: Graphic rating scale element Ans: the smallest unit of work activity For a school bus driver, turning a key to start the bus engine is an example of a unit of work activity known as a: Ans: element Daisy conducted a job-oriented job analysis and wrote up the report. Her report may be criticized for: Ans: being too narrowly focused Performance Appraisal (PA) Ans: systematic observation and evaluation of job performance, and provision of feedback. What is the belief that the results of PA are fair and will continue to be so? Ans: trust in the PA system The four goals of science Ans: Description, explanation, prediction, control Assumption of 360 feedback Ans: participation is liked What error could Daisy make for grading an assignment that is most likely to make the class very happy? Ans: leniency Where are you most likely to find an I/O psychologist? Ans: Academic institutions like MSU If Daisy follows a forced distribution method to assign grade for this class, this means that Ans: A fixed proportion of students will get 4.0 regardless of how well they perform. Daisy gave a statistics test to a group of students at two points in time and found out the high (and low) scorers on the first test were also the high (and low) scorers on the second test. This means that her test has: Ans: Test-retest reliability Data collection methods Ans: Case study Survey Archival Data Protected ground in personnel law Ans: Race Gender Age The 3 assumptions of science Ans: Empiricism Determinism Discovrability Criteria for a good theory Ans: Precision Testability Parsimony Forms of reliability Ans: Test-retest Parallel Forms Internal Consistency Forms of Validity Ans: Internal External Construct Job analysis approaches Ans: Worker Oriented Job Oriented Factors that determine the worth of a job Ans: Effort Skill Responsibility Products of Job analysis Ans: Job description Job evaluations Job specification Criteria of job Criteria Ans: Relevance Sensitivity Fairness Contributors to the Criterion problem Ans: Criteria are multidimensional Criteria are dynamic Criteria are used for different purposes Important components of performance appraisal Ans: Observation Evaluation Feedback Employee comparison techniques used for performance appraisals Ans: Paired comparison Rank order Forced distribution Potential rater errors Ans: Halo primacy similar-to-me components of the due process model Ans: Fair hearing Judgment based on evidence Adequate notice Benefits of the 360 approach Ans: Overcomes individual rater biases Participation in liked Gives multiple viewpoints What discipline applies psychological principles and theories to the workplace? Ans: I/O Psychology Who was the father of I/O Psychology Ans: Walter Dill Scott Who established the division of Applied Psychology at Carnegie Tech? Ans: Walter Bingham Who wrote the first I-O textbook? Ans: Hugo Munsterberg Who made famous the theory of Scientific Management? Ans: Frederick Taylor What is the term for consistency of measurement Ans: Reliability What is the term for accuracy of measurement Ans: Validity Job analysis Ans: The process of defining a job in terms of component tasks and duties and the human KSAs required to perform them OCBs Ans: The activities that contribute to the social and psychological context which support the technical core? WWI Ans: Large scale event that saw the rise of selection practices and cognitive ability tests for placement Hawthorne Studies Ans: Series of studies that led to greater interest in the "O" side of I-O psychology What has performance appraisal research changed its focus to? Ans: social context What did performance appraisal research first emphasize? Ans: the accuracy of appraisals System knowledge Ans: The textbook term for one's understanding of how performance appraisal system operates in his or her organization If Daisy wants to conduct a job analysis using Position Analysis Questionnaire, what do her SMEs need? Ans: a college-level reading ability If Daisy wants to conduct a job analysis for the job of college professors, what groups would be helpful to get information from? Ans: Department chairs who supervise professors Professionals at the HR department of the University Current college professors The Hawthorne effect Ans: being observed should enhance performance Criteria Ans: evaluative standards used as a yardsticks to measure successful performance When students are rating Daisy's performance as an instructor, what will be true about their ratings? Ans: Those who like Daisy more may give her a higher rating. Those who think Daisy likes them more may give her a higher rating. Those who trust the system more may give her a more accurate rating. Industrial-Organizational Psychology Ans: Application of psychological principles and theories to the workplace The pieces of I-O Ans: Industrial (personnel) Organizational Human factors Organizational psychology Ans: The systematic study of dispositional and situational variables that influence the behaviors and experiences of individuals and groups at work. Personnel Psychology Ans: a subfield of I/O psychology that focuses on employee recruitment, selection, placement, training, appraisal, and development Human Factors Ans: A branch of psychology that explores how people and machines interact and how machines and physical environments can be made safe and easy to use Scientist-Practitioner model Ans: Scientist- generator of knowledge Practitioner- Consumer and appliers of knowledge Walter Dill Scott Ans: Father of I-0 1st professor of Applied Psychology (Carnegie Mellon) Walter VanDyke Bingham Ans: Established the division of Applied Psychology at Carnegie Mellon Hugo Munsterberg Ans: Wrote textbook "Psychology and Industrial efficiency" Frederick W. Taylor Ans: Scientific Management Advocated division of labor and designing work so as to maximize efficiency Title VII of Civil Rights Act (1964) Ans: -Addressed discrimination in employment decisions -Can't recruit, hire, fire, promote, ect., based on protected groups protected groups Ans: race, gender, religion, color, national orgin What makes I-O relevant Ans: global competition downsizing increasing workplace diversity technology advancement ethical consideration Empiricism Ans: Learning via observation and collecting data Determinism Ans: Phenomena are orderly and systematic Discoverability Ans: Phenomena are knowable Theory Ans: A set of interrelated concepts and propositions that present systematic view of phenomenon -building block of science -describe, explain, and predict Criteria of good theories Ans: -Parsimonious -Precise -Testable -useful -Generative Parsimonious Ans: Simple is best Precise Ans: specific and accurate Testable Ans: falsifiable: "not yet determined" Generative Ans: stimulates future research Induction Ans: -Data to theory -Look for patterns from the data -Data colection Deduction Ans: -Moving from theory to data -Design studies to test existing theory -theory development Casual inference Ans: conclusion about causal relationship between 2 variables -x precedes y -X and Y are related -No plausible alternative explanation Internal validity Ans: -Accuracy of causal inferences -control extraneous variables: hold it constant, manipulate, statistically control, random assignment, double blind method External validity Ans: Extent that findings generalize to/across different people, settings, and times Research process Ans: Formulate the Hypotheses, design the study, collect the data, analyze the data, report the findings random assignment Ans: Participants have equally-likely chance of being assigned to an condition Variable manipulation Ans: Manipulate IV only and control all other variables Field experiments Ans: random assignment and manipulation in "real world" settings Quasi-experiments Ans: -No random assignment, uses intact group -Very common in I-O Observational methods (correlational design, descriptive methods) Ans: -Neither random assignment nor manipulation -Good for description and prediction, but difficult to make definitive statement about causality Naturalistic observation Ans: observing someone or thing in its natural environment case studies Ans: examination of single person, group, company, society Archival research Ans: use of existing or secondary datasets Surveys (most common) Ans: Self-administered Interviews Measurement Ans: Assignment of numbers to objects or events using rules in such a way as to represent specified attributes Attribute Ans: Dimension along which individual vary and can be measured Measurement Error! Ans: Unsystematic (reliability) and systematic (validity) error Reliability Ans: -Consistency and stability of a measure Test-retest Ans: consistency of test over time -coefficient of stability Parallel forms Ans: Consistency or equivalence of two independent measures -Coefficient of equivalence Internal consistency Ans: -Interrelatedness of items -split half reliability -Cronbach's Alpha Split half reliabilty Ans: split the test in half to see if one-half is equivalent to the other Validity Ans: Does a measure what it purports to measure Types of validity Ans: Construct Content Criterion-related Construct validity Ans: Extent that test measures underlying construct it is intended to measure -Demonstrated by showing content or criterion-related validity Construct Ans: abstract quality that is unobservable and difficult to measure -e.g., justice, intelligence, self-esteem Content validity Ans: -Degree that measure is a representative sample of domain of interest -more subjective that quantitative Criterion-related validity Ans: -Is the test a good predictor of attitudes, behavior, or performance? -Important for selection -Concurrent versus predictive Statistics Ans: -Mathematical way to organize, summarize and interpret numerical data -Descriptive and inferential statistics Correlation (r) Ans: Index of the strength of relationship between two variables Regression Ans: -Used to predict one variable via knowledge of other variable(s) -Coefficient of determination (r^2) Meta-Analysis Ans: -Methodology used to conduct quantitative literature reviews -Previously only narrative reviews were conducted -Used to combine the results of multiple studies to arrive at the best estimate of the true relationship Job anaylsis Ans: Process of defining jobs in terms of component tasks and the knowledge and skills required to perform them -Building block of industrial psych -Describes observable job behaviors and characteristics of job environment Targets positions, not specific employees Ans: Job analysis Key terms of job analysis Ans: -Element -Task -Position -Job -Job family -KSAs (or KSAOs) -Competencies Job element Ans: In job analysis, the smallest unit of work Task Ans: A work activity that is performed to achieve a specific objective Position Ans: An individual's place in the organization defined by the tasks performed Job Ans: A collection of positions similar enough to one another to share a common job title. KSAs Ans: knowledge, skills, and abilities Competencies Ans: The skills, behaviors, and capabilities that allow employees to perform specific functions Job family Ans: Group of jobs having common organizational characteristics Purpose of Job Analysis Ans: -Necessary for success of HR functions -Provides legal defense against employment related litigation Uses of Job Analysis Ans: -Job classification: categorize into job families -Criterion development and performance appraisal -job re/design -training -selection & placement -compensation Approaches to Job Analysis Ans: -Job or worker oriented -Person or worker oriented Job or worker oriented Ans: Describes various tasks performed on the job Person or worker-oriented Ans: Describes human behaviors and KSAs involved in work activities Functional job analysis Ans: obtain info from SMEs about what tasks are performed and come -Incumbents rate task statement based on following dimensions: data, people, things SMEs Ans: subject matter experts Comparable worth Ans: equal pay for equal worth Central tendency mistake messes with which criteria for good criteria? Ans: Senstvity What are examples of job-oriented approach for job analysis? Ans: Task inventory and functional job analysis What are the traditional compensable factors which help determine the worth of a job? Ans: working conditions effort skill What is the oldest, and most commonly used format for PA? Ans: graphic rating scale Daisy believes her cat's scratching behavior is orderly and systematic, and doesn't happen by chance or randomly. This fits with..? Ans: determinism