Industrial Psychology Terms

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75 Terms

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reference check

the process of confirming the accuracy of resume and job applicantion information

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reference

the expression of an opinion, either orally or through a written checklist

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letter of recommendation

a letter expressing an opinion

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resume fraud

intentional placement of untrue information on a resume like a fake diploma

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negligent hiring

an organization’s failure to meet its legal duty to protect its employees and customers from potential harm caused by its employees / an employee with a previous criminal record commits a crime as part of employment

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negligent reference

an organization’s failure to meet its legal duty to supply relevant information to a prospective employer about a former employee’s potential for legal trouble

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assessment center

method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators

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in-basket technique

assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information

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simulations

exercise desgined to place an applicant in a situation that is similar to the one that will be encountered on the job

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work samples

method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks

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business games

exercise found in assessment centers designed to simulate the business and marketing activities that take place in an organization

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biodata

method of selection involving application blanks that contain questions that research has shown will predict job performance

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file approach

gathering of biodata from employee files rather than by questionnaire

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questionnaire approach

method obtaining biodata from questionnaires rather than employee files

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vertical percentage method

for scoring biodata in which the percentage of unsuccessful employees responding in a particular way is subtracted from the percentage of successful employees responding in the same way

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derivation sample

group of employees who were used in creating the initial weights for a biodata instrument

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hold-out sample

group of employees used to double check the accuracy of the initial weights

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vocational counseling

process of helping an individual chooose and prepare for the most suitable career

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overt integrity test

type of honesty test that asks questions about applicants’ attitudes toward theft and their previous theft history

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personality-based integrity test

type of honesty test that measures perfornality traits thought to be related to antisocial behavior

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conditional reasoning tests

tests designed to reduce faking by asking test-takers to select the reason that best explains a statement

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rejection letter

letter from organization to an applicant informing the applicant that they will not receive a job offer

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reliabiltiy

extent to which a score from a test or from an evaluation is consistent and free from error

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test-retest reliability

extent to which repeated administration of the same test will achieve similar results

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  1. openness to experience

  2. conscentiousness

  3. extraversion

  4. agreeableness

  5. emotional stability

Fve factor model [the big five]

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dark triad

aberrant personalities: machiavellianism, narcissim and psychopathy

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alternate-forms reliability

extent to which two forms of the same test are similar

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counterbalance

method for controlling order effects by giving half of a sample

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internal reliability

items of a test measure a similar dimension or construct

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item homogeneity

extent to which test items measure the same construct

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split-hald method

form of internal reliability in which the consistency of item responses is determined by comparing scores on half of the items with scores on the other half of the items

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spearman-brown prophecy formula

used to correct reliability coefficients resulting from the split-half method

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kuder-richardson formula 20

statistic used to determine internal reliability of tests that use items with dichotomous answers [yes/no, true/false]

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cronbach’s coefficient alpha

statistic used to determine internal reliability of tests that use interval or ratio scales, not limited to dichotomous answers

—> how well the items on a test measure the same underlying construct

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which internal consistency methods are more popular but more complicated to compute?

cronbach’s and K-R20 are more popular, more difficult and also accurate methods of determining internal reliability

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scorer reliability

extent to which two people scoring a test agree on the test score

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validity generalization

extent to which a test found valid for a job in one organization is valid for the same job in a different organization

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content validity

extent to which tests or test items sample the content that they are supposed to measure

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criterion validity

extent to which a test score is related to some measure of job performance or relevant outcomes

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construct validity

extent to which a test actually measures the construct that it purports to measure

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face validity

extent to which a test appears to be job related/valid

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barnum statements

statements that are so general they can be true of almost anyone

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utility

degree to which a personnel divide improves the quality of a personnel system, above and beyond what would have occurred had the instrument not been used

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single-group validity

characteristic of a test that predicts a criterion for one class of people but not for another

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differential validity

test predicts a criterion for both groups but better for one

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multiple regression

statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test score predicts the criterion

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rule of three [rule of five]

variation of top-down selection in which the names of the top three applicants are given to a hiring authority who can then select any of the three

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multiple-cutoff approach

selection strategy in which applicants must meet or exceed the passing sore on more than one selection test

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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

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banding

statistical technqiue based on the standard error of measurement that allows similar test scores to be grouped

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traditional banding

college grading system

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standard errors of measurement banding

statistical difference considering the degree of error

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360 feedback for developmental

feedback obtained from multiple sources such as supervisors and peers

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contamination

condition in which a criterion score is affected by the things other than those under the control of the employee

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critical incidents

method of performance appraisal in which the supervisor records employee bejaviors that were observed on the job

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employee performance record

standardized use of the critical-incident technique

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distribution errors

erros in which a rater will use only a certain part of a rating scale when evaluating employee performance

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halo errors

single attribute or an overall impression fo an individual affects the ratings

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proximity errors

one dimension affects the rating made on the dimension that immediately follows it on the rating scale

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contrast errors

when performance rating one person received is influenced by the performance of a previously evaluated person

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assimilation

where raters base their rating of an employee during one rating period on the ratings the rater gave during previous period

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the first of in developing training

needs analysis

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organizational, task and person analysis

training process consists of

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distance learning

provides materials and asks them to self-learn [virtual learning]

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on the job training

informal training by experienced peers and supervisors that occur on the job and during job tasks

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asynchronous

employees complete the training at their own pace and at the time and place of their choosing

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synchronous

employees complete the training at the same pace although they may be in different physical locations

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job rotation

an employee performs several different jobs within an organization

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performance appraisal

a supervisor meets with an employee to discuss strengths and weaknesses on the job

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moderately specific

the best feedback is

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return on investment

amount of money an organization makes after subtracting the cost of training

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organizational citizenship behaviors

voluntary, extra-role actions employees perform that are not part of their formal job requirements, but which help the organization function effectively.

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measurement bias

group differences in test scores that are unrelated to the construct being measured

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predictive bias

the predicted level of job success falsely favors one group over another

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proportion of correct decisions

compares the percentage of times a selection decision was accurate with the percentage of successful employees