Terminology and Concepts in Human Resource Management and Organizational Behavior, Quizzes of Industrial and organizational psychology

Download Terminology and Concepts in Human Resource Management and Organizational Behavior and more Quizzes Industrial and organizational psychology in PDF only on Docsity! TERM 1 selection ratio DEFINITION 1 # of positions/# of applicants**organizations want a low ratio bc the more ppl they assess, the more likely they'll find high performers TERM 2 false negative prediction DEFINITION 2 expects applicant to be a poor performer, but turns out successful. TERM 3 false positive prediction DEFINITION 3 expects applicant to be a good performer, but turns out bad TERM 4 true positive prediction DEFINITION 4 accurate prediction that someone is a high performer TERM 5 true negative prediction DEFINITION 5 accurate prediction that someone is a poor performer TERM 6 cut score DEFINITION 6 the score below that a candidate would be rejected;used to assess employees/candidates qualifications TERM 7 criterion referenced/domain-referenced cut score DEFINITION 7 a way to determine cut score by giving current employees an assessment & collect their performance ratings.--> the score that correlates with "average performance" is the cut score. TERM 8 norm-referenced cut score DEFINITION 8 cut score is fixed to an actual score that previous test takers have scored TERM 9 Clinical combination DEFINITION 9 experts decide how to weight different predictors TERM 10 Statistical Combination in selection DEFINITION 10 weight predictors based on stats- collect info on which variables are most imp't & weight them accordingly***ALWAYS better to use than clinical!! TERM 21 social learning theory DEFINITION 21 behavioral modeling --> observing other demonstrating behavior TERM 22 broad approach to learning theory includes DEFINITION 22 self-efficacy - belief in capacity to performgoal settingfeedback TERM 23 learning goal orientation DEFINITION 23 i seek challenging classes and value learning something different TERM 24 performance-approach goal oriented DEFINITION 24 i seek classes that allow me to demonstrate the skills TERM 25 performance-avoidant goal orientation DEFINITION 25 I tend to avoid classes where I may fail or not do well thus appear incompetent TERM 26 ___ goal orientation is useful for a training session. DEFINITION 26 Learning goal orientation TERM 27 4 Principles for training success DEFINITION 27 1. relevant info provided2. knowledge, abilities, & skills demonstrated3. opportunites for practice4. feedback given during and after TERM 28 1 overall goal for training is... DEFINITION 28 transfer of training (the ability to transfer your knowledge to different tasks and settings) TERM 29 purposes of training evaluation DEFINITION 29 1. to see if trainees achieved objectives2. to get feedback to improve the program3. to justify the cost of the program to top management TERM 30 strongest training evaluation designs include... DEFINITION 30 - random assignment- control group- measures obtained before and after training TERM 31 a hypothesis should be ___ & ____ DEFINITION 31 specific & testable TERM 32 mediation DEFINITION 32 - attempts to identify the intermediary process that leads from the IV to the DVx causes the mediator, & the mediator causes y. the mediator EXPLAINS the link btwn x and y TERM 33 moderation DEFINITION 33 - when we attempt to identify variables that strengthen and/or change the direction of the relationship btwn the IV & DVeffect of x & y depends on levelsof the moderatorex) ppl low on prejudice(moderator) will rate female applicants providing counter-stereotypical info (x) higher on job suitability (y) TERM 34 refers to the processes that energize, direct, and sustain behavior over time DEFINITION 34 motivation TERM 35 Big 3 Needs for motivation DEFINITION 35 1. Agency: curiosity/exploration2. Affiliation: belonging, valued by others3. Self-Esteem : belief in the worth of the self TERM 46 extrinsic motivation DEFINITION 46 external motivation; rewardsex) working out with a trainer TERM 47 person as machine DEFINITION 47 people behave like machines towards their motives:- behavior is reflexive and involuntary- pushed by internal needs- pulled by environmental stimuli TERM 48 person as scientist DEFINITION 48 intentional/perfectly rational in their motives- active information-gathering, knowledge-seeking TERM 49 person as intentional DEFINITION 49 assumes individuals are intentional in their behaviors/motives- we've concluded that people are intentional but other factors are considered that influence motivation too, like emotion TERM 50 conditions responsible for variations in behavior DEFINITION 50 1. direction- what are your goals? what is most imp't?2. intensity- how hard do you work?3. persistence- over time how much do you work towards your goals? TERM 51 Maslow's Hierarchy Theory DEFINITION 51 Needs arranged in a hierarchy of importance; once one need is met, move on to the next.-overall, little support/evidenceIMPLICATIONS:- not everyone has the same needs- not everyone will be motivated by the same thing- any one person might change over time in what they need --> aka what is motivating them. TERM 52 Equity Theory DEFINITION 52 individuals compare their inputs & outcomes to those of "comparison others"- we strive to maintain state of quity, otherwise tension (motivated to reduce)---as magnitude of inequity increase, our motivation to reduce it increases TERM 53 Equity Sensitivities DEFINITION 53 People differ in terms of sensitivity to over- and under- reward; an important moderatorEquity sensitive: desire balanceEntitled: want over-rewardBenevolent:tolerant of under-reward TERM 54 Locus of Control DEFINITION 54 it matters! *Ppl have to believe that there's an internallocus of control to be motivated (that things are under own control)external - have no control TERM 55 Goal setting: DEFINITION 55 - assign specific goals- assign difficult but acceptable goals- involving ppl in the process of goal setting isn't essential but helps- provide feedback regarding goal attainment TERM 56 Job enrichment DEFINITION 56 increase motivational potential of jobs by strengthening core job characteristics (skill variety, task identity & significance, autonomy, & feedback)- this helps employees reach higher order needs (last stages of Maslow's Theory) TERM 57 the degree to which you like or dislike something DEFINITION 57 attitudes**MOST COMMON IN WORKPLACE:- job satisfaction and organizational commitment TERM 58 the pleasurable, positive emotional state resulting from the cognitive appraisal of one's job or job experience DEFINITION 58 job satisfaction TERM 59 __/__ Americans are moderately or very satisfaied w/their jobs DEFINITION 59 9/10 TERM 60 Dispostion & job satisfaction DEFINITION 60 related bc disposition (one's inherent nature/characteristics) influences how you experience emotionally significant events art work & how you react to situations- Ppls levels of satisfaction remain stable over time, even w/job change- childhood temperament is related to adult job satisfaction 40yrs later- job satisfaction of identical twins reared apart is similar TERM 71 Traits of affect DEFINITION 71 enduring, lasting personality characteristics TERM 72 State of affect DEFINITION 72 transient (temporary)ex) emotions TERM 73 Broaden-&-Build Theory DEFINITION 73 Positive Affect (PA) leads you to seek out experiences that make you feel good, engage with the environment more, widen your thoughts/actions, and build your resources. TERM 74 Psychological and emotional attachment 1 feels to a realtionship, org., goals, or occupation DEFINITION 74 commitment TERM 75 affective commitment DEFINITION 75 emotional attachment TERM 76 continuance commitment DEFINITION 76 perceived higher cost of leaving than of staying TERM 77 normative commitment DEFINITION 77 feels obligation to remain/stay TERM 78 ____ commitment has the strongest relationship with absenteeism, turnover, and performance DEFINITION 78 Affective commitment TERM 79 Organizational Identification (OID) DEFINITION 79 individuals derive a feeling of pride and esteem from their association with an organization (related to Social Identity Theory)-***OID PREDICTS:- higher cooperation, efforts, participation, info sharing, and OCBs TERM 80 The Progression Hypothesis DEFINITION 80 says turnover starts slowly, it progresses from lateness, to absence, to turnover. TERM 81 emotional labor DEFINITION 81 requirement to regulate (suppress or express) emotions at work--involves interaction with ppl TERM 82 withdrawal behaviors DEFINITION 82 attemps to adapt to unfavorable job conditions/attitudes by engaging in behaviors such as lateness, absenteeism, and turnover/retirement TERM 83 functional turnover DEFINITION 83 your worst performing employees leave TERM 84 dysfunctional turnover DEFINITION 84 your best performing employees leave TERM 85 Lee et al turnover model DEFINITION 85 unexpected shocks (events/changes) cause voluntary departure not as often as accumulated job dissatisfaction