Exam (elaborations)
EPPP I/O PSYCHOLOGY EXAM
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EPPP I/O PSYCHOLOGY EXAM
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EPPP I/O PSYCHOLOGY EXAMJob analysis - ANSWER systematic method for collectting info needed to describe
job requirements
job evaluation - ANSWER determine relative worth of job to set wages/salaries
needs analysis/assessment - ANSWER determine if training is needed to improve
performance and what should go into that performance
criterion measures - ANSWER tools used to evaluate job performance
types of criterion measures - ANSWER objective and subjective
objective criterion measures - ANSWER direct measure of behavior, quantitative
measures, # of units
subjective criterion measures - ANSWER subjective and relative ratings of
performance
types of rater bias - ANSWER halo effect, central tendency bias, leniency/strictness
bias
halo effect - ANSWER rater values one characteristic highly and employee is good at
that characteristic so rater rates the employee good on everything - can be negative
also
central tendency bias - ANSWER Raters consistently use only the middle range of
the rating scale.
criterion contamination - ANSWER
ways to reduce bias in ratings - ANSWER relative or comparative rating scales,
critical incident technique, provide raters with adequate training
pros and cons of paired comparison technique - ANSWER
pros and cons of critical incident technique - ANSWER
critical incident technique examples - ANSWER behaviorally anchored likert scale
(BARS)
predictors - ANSWER facilitate decisions related to selection, promotion, training
examples of predictors - ANSWER interviews, objective tests, biographical info, work
samples
, types of predictors - ANSWER general mental ability tests, job knowledge tests,
personality tests, work samples, assessment centers
general mental ability tests (GMA) - ANSWER highest validity coefficients across
jobs and settings
adverse impact - ANSWER if use of a predictor will discriminate against a legally
protected class
adverse impact ratio - ANSWER 80%, selection rate of majority and multiply by 80%,
if it is larger than the selection rate of the minority group then there is an adverse
impact
causes of adverse impact - ANSWER differential validity and unfairness
multiple cutoff approach - ANSWER an approach in which an applicant has to reach
a minimum score on each measure to remain in the running for a particular job
multiple hurdle model - ANSWER each predictor is administered if the previous one
was successfully passed or completed
Lifespan Theory of Careers theorist - ANSWER Donald Super
Lifespan Theory of Careers - ANSWER that match between self-concept and job will
maximize satisfaction and success
stages of lifespan theory of careers - ANSWER growth, exploration, establishment,
maintenance, and disengagement
career maturity - ANSWER ability to cope with developmental tasks of life
life space - ANSWER social roles, life career rainbow
John Holland's Theory - ANSWER Career success involves matching your interests
with a career type. 6 types:
Realistic (example = auto mechanic or athlete)
Investigative (scientist)
Artistic (writer, artist, actor, etc.)
Social (counselor, teacher, etc.)
Enterprising (business, sales)
Conventional (accountant, computer programmer, etc.)
Hollands differentiation - ANSWER high on one of the personality factors, low on the
others - knows what they like
Roe Career Theory - ANSWER occupation choice linked to basic needs and
personality
Tiedman & O'Hara Career Theory - ANSWER tied to ego identity and erickson's
stage
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