Chapter 4 Study Guide: Job Performance and Job Analysis

Vocabulary flashcards covering industrial-organizational psychology concepts from Chapter 4, including job performance, effectiveness, productivity, KSAOs, criteria concepts, and job analysis procedures.

Job Performance

What an organization pays or hires people to do, and how well they perform those duties.

Effectiveness

A specific, measurable valuation or evaluation of results.

Productivity

The cost-effectiveness ratio, calculated as cost divided by effectiveness ($\text{cost} / \text{effectiveness}$).

Task Performance

A core component of job performance referring to how well an individual performs their specific job duties.

Organizational Citizenship Behavior (OCB)

Job performance behavior that goes beyond formal expectations for the good of the organization.

Counterproductive Work Behavior (CWB)

Behavior that does not support working and undermines the organization, such as stealing.

Generalized Compliance

A subcomponent of organizational citizenship behavior (OCB) consisting of behaviors that support the organization, such as maintaining attention and working.

Altruism

A subcomponent of organizational citizenship behavior (OCB) characterized by helping others within the organization, such as assisting a coworker with a heavy workload.

Conscientiousness

The HEXACO personality trait that most strongly predicts task performance.

Extraversion

The HEXACO personality trait that most strongly supports organizational citizenship behavior (OCB).

Honesty-Humility

The HEXACO personality trait identified as most strongly predicting counterproductive work behavior (CWB).

Criterion Relevance

The components of job performance that are accurately captured by an effectiveness measure.

Criterion Deficiency

The components of job performance that are missed or not captured by an effectiveness measure.

Criterion Contamination

The components of a performance measure that are unrelated or irrelevant to actual job performance.

Knowledge (Declarative)

A KSAO component involving declarative knowing, behavior, and performance principles.

Skills (Procedural)

A KSAO component involving procedural proficiency, such as active listening and social perceptiveness.

Ability

A KSAO component defined as a stable capacity to engage in behavior, such as problem sensitivity and speech clarity.

Other Relevant Characteristics (O in KSAOs)

Relevant personal attributes not covered by knowledge, skill, or ability, including integrity, persistence, and patience.

Job Analysis

The process of identifying the job-relatedness of tasks and the competencies required to successfully perform a job, often providing a legal defense.

Steps of Performing a Job Analysis

The five-stage process consisting of: 1) Decide purpose, 2) Review relevant information, 3) Collect and analyse data, 4) Verify information, and 5) Prepare written report.

Job Analysis Data Collection Methods

The four methods used by I-O psychologists to collect and verify data: identifying KSAOs, direct observations, work diaries, and questionnaires.

Job Description

The basic overview of a job identifying its title, tasks, required skills, and responsibilities as typically seen on a job application.

Job Specification

An extension of a job description detailing the specific competencies, problem-solving skills, credentials, educational attainment, and previous work experience required to perform the job.

Job Evaluation

The process of weighing each job to establish its worth within an organization to determine salary and other compensation.

Internal Job Evaluation

A method of evaluating a job's worth by assessing the required competence, tasks, responsibilities, and work experience within the organization.

External Job Evaluation

A market-pricing method of evaluating a job's worth by comparing salaries of similar external jobs to establish a salary range.