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I/O Psychology > Employee Recruitment > Flashcards

Employee Recruitment Flashcards

1
Q

performing simple tasks while someone is watching you and because you’re being watched, your performance is enhanced

A

demonstration of social facilitation

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2
Q

study of human behavior in the workplace

A

I/O psych

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3
Q

founding father of I/O in early 1900s, wrote textbook

A

Hugo Munsterberg

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4
Q

during this time, personnel selection test was used to recruit ppl for their strengths

A

WW1 1918

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5
Q

75% of ppl failed this b/c they were illiterate

A

Army Alpha test

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6
Q

this test was provided for those who were illiterate but they were still able to figure out their strengths

A

Army Beta test

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7
Q

beginning Western electric plan that women worked and there were studies done there

A

Hawthorne studies

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8
Q

doing a simple task with others watching with an increase in performance

A

social facilitation

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9
Q

doing a difficult task with others watching with an impaired performance

A

anxiety

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10
Q

during this time, psychologists designed uniforms, military products, layout of cockpits, weapons

A

WW2

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11
Q

year of the testing movement, Myers-Briggs

A

1942

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12
Q

early biases began in the ‘70’s and had lawsuits but in the ___, there was no more biases

A

90’s

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13
Q

this was flawed research Walter Mischell did that personality didn’t exist, which caused some colleges to drop personality classes

A

person situation debate

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14
Q

during this time, there was a compromise that behavior was a product of personality and our situations that we are faced with

A

1986

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15
Q

during this time, there was an intro to psych subjects only and tried to make that apply for any sample

A

subject pool bias

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16
Q

only in this year did psych collect applied samples of research

A

1990s

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17
Q

5 areas of I/O psych

A
  • human resources & personnel psych
  • organizationial behavior
  • saftey psych
  • leadership psych
  • human factors psych
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18
Q

these are used for selecting employees

A

HR & personnel psych

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19
Q

how the organization fxns as a whole, quality

A

org. behavior

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20
Q

what makes a good leader, personality characteristics

A

leadership psych

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21
Q

human factors aka

A

engineering/ economics psych

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22
Q

making the workplace user friendly, focus groups

A

human factors

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23
Q

OSHA

A

safety psych

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24
Q

variable manipulated by experimenter

A

IV

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25
Q

recorded down as human behavior, response to the IV

A

DV

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26
Q

how you will measure DV, important to do before the study

A

operationalizing variables

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27
Q

DV/IV in lab setting

A

experimental

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28
Q

advantage of experimental design

A

controlled situation, when you’re done with the study you know if the IV caused the DV (causation)

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29
Q

disadvatage of experimental design

A

artificial setting, low generalizability, doesn’t always apply to the real world

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30
Q

experiment conducted in the real world with no random assignments of participants to the conditions

A

quasi- experimental

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31
Q

advantage of quasi-experimental design

A

conducted in real world, generalizability

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32
Q

disadvantage of quasi-experimental design

A

b/c there is no random assignments of participants, you don’t know if the IV caused the DV

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33
Q

which method is best to use for an experiment?

A

multiple methods are best

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34
Q

this looks at the relationship between 2 naturally occurring variables

A

correlational

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35
Q

example of naturally occurring varibale

A

height, weight, shoe size,SAT score

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36
Q

anything that belongs to you

A

naturally occurring variable

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37
Q

naturally occurring variable doesn’t have

A

IV/DV

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38
Q

advantage of correlational

A

nothing artificial about this design

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39
Q

disadvantage of correlational

A

can’t determine if 1 variable caused the other b/c there was no experiment

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40
Q

this design is out in the real world & observes human behavior

A

observational

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41
Q

participants don’t know they’re being observed

A

unobtrusive

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42
Q

advantage of unobtrusive

A

capture real behavior

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43
Q

disadvantage of unobtrusive

A

is it ethical?

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44
Q

where ppl know they’re in a study

A

obtrusive

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45
Q

advantage of obtrusive

A

ethical

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46
Q

disadvantage of obtrusive

A

ppl might change their behavior b/c they’re in the study

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47
Q

this is the most common data collection method, self report data/questionaires

A

survey

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48
Q

quick, easy to get responses from ppl, right to the source

A

advantage of a survey

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49
Q

ppl can lie & give socially desirable responses, make themselves look good or answer the way they think the experiment should go

A

disadvantage of survey

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50
Q

template/diary to write about your day

A

diary data

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51
Q

get pieces of what your life is really like

A

advantage of diary data

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52
Q

retrospective, memory issues come into play when writing at the end of the day

A

disadvantage of diary data

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53
Q

beeper method 8x randomly during the day & you fill out what you’re doing, who you’re with, different snippets during the day

A

experience sampling

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54
Q

ask friend/coworkers of participant to complete survey about the participant

A

peer report

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55
Q

different perspective

A

advantage of peer report

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56
Q

use database to support your hypothesis

A

content analysis

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57
Q

how truthful/accurate a measure/survey is, is it really assessing what it’s supposed to be assessing?

A

validity

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58
Q

database of well documented surveys that are valid

A

yearbook of mental measurements

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59
Q

participants respond how they think you’d want them to, ppl feel pressure when answering truthfully about their job

A

social desirable responding

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60
Q

belief about a person based upon their perceived membership in a particular group

A

stereotypes

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61
Q

example of positive stereotype

A

“ppl who wear glasses are smart”

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62
Q

categorize ppl to help process the world efficiently

A

negative stereotype

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63
Q

negative feeling about a person b/c you believe they belong to a certain group

A

prejudice

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64
Q

negative behavior b/c you believe they belong to a certain group

A

discrimination

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65
Q

illegal to discriminate

A

Civil Rights Act 1964

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66
Q

no one can discriminate ppl who have disabilities during the hiring process

A

Am. with Disabilities Act

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67
Q

minority groups for which protective legislation has been passed

A

protected class

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68
Q

example of protected class

A

veterans, pregnant women

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69
Q

allows you to take 6 months off from job to take care of family issues

A

family leave act

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70
Q

voluntary program that helps remedy (get rid of) the affects of past discrimination by specifically targeting under-represented groups

A

affirmative action

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71
Q

example of affirmative action

A

Northridge earthquake construction needed a variety of workers

72
Q

neg behavior, actions/words based upon someone’s gender

A

sexual harrassment

73
Q

if you feel threatened by anyone in workplace

A

hostile work enviornment

74
Q

this is done if there’s a reasonable cause, a search can happen if anything suspicious is going on

A

locker/purse searches

75
Q

internet usage aka

A

big brother

76
Q

way to reduce discrimination

A

-education

77
Q

competition for scarce resources can create

A

discrimination (scientific)

78
Q

cooperation towards a common goal can help reduce prejudice/discrimination, good for all involved

A

super-ordinate goal

79
Q

occupational safety/health association to make sure workplace is safe, anonymous visits, inspect and can fine workplace if not safe

A

OSHA

80
Q

equal employment opportunity, commision ( if discriminated against, you can call them

A

EEOC

81
Q

go out and find what the job entails, duties, components of the job, talk to encombant

A

job analysis

82
Q

person whose currently doing the job

A

encoumbant

83
Q

why bother with job analysis?

A

practical implication

84
Q

can see if employees are doing all that they should be doing

A

applied

85
Q

written portion of what job entails

A

job description

86
Q

observe encoumbant & write down everything you see

A

observation

87
Q

check all that applies to what someone does

A

check list

88
Q

ask open-ended questions

A

interview

89
Q

know 1st hand what the job is all about

A

do the job yourself

90
Q

who should conduct analysis?

A

HR, manager, encoumbant

91
Q

making sure what you’re paying employees fairly

A

pay equity

92
Q

ppl w/in organization are being paid fairly with regard to responsibility that they have

A

internal pay equity

93
Q

paid fairly compared to similar organizations in the area

A

external pay equity

94
Q

to find out external equity and make sure gender equity

A

salary survey

95
Q

compensayable factors include

A
  • education
  • yrs of experience
  • responsibility
  • hazards of job
  • commute
96
Q

compensayable factors determine how much to

A

pay employee

97
Q

attractive benefits package is “very important” in recruiting/retaining employees

A

true

98
Q

health ins. is most important by 90% of employees

A

true

99
Q

a person who made an example of resume fraud was

A

Scott Thompson, former CEO of yahoo

100
Q

small committees engage in flawed decision making while being pressured to produce results quickly, members feel the need to conform despite their conscience

A

group think

101
Q

while writing a job description, one should limit duties to

A

8

102
Q

a person with or w/o accommodation can perform job

A

qualified disabled individual

103
Q

a person with physical/mental impairment that limits 1 or more major life activity

A

person w/ disability

104
Q

4 factors that determine an increased likelihood you’ll make accurate judgement of applicant

A
  • good judge
  • good trait
  • good target
  • good info
105
Q

this factor is extraverted/outgoiong

A

good judge

106
Q

this factor is observable to the eye

A

good trait

107
Q

this trait is easier to judge

A

good target

108
Q

this factor has quantity/quality of info you have on an applicant

A

good info

109
Q

if incoumbant doesn’t know they’re going to be terminated & you don’t know what company you’re applying to but send your resume in

A

black box

110
Q

how to advertise for position includes

A
  • newspaper
  • internet
  • job boards
  • word of mouth
111
Q

this % of positions aren’t formally advertised b/c of networking

A

60%

112
Q

an accurate presentation of the prospective job/org made to applicants ex: dvds, verbal presentation

A

realistic job previews

113
Q

process whether to engage in interview process or not

A

self-selection process

114
Q

RJP stands for

A

realistic job preview

115
Q

example of RJP

A

Linens and Things video in class

116
Q

resume formats are easy on the

A

eyes

117
Q

list work experience in chronological time, most familiar

A

chronological format

118
Q

big career change, highlight skill sets, rather than other jobs held

A

fnxal formal

119
Q

combo of chronological/fxnal format that lists position/skills

A

psych format

120
Q

crime that exaggerates skills

A

resume fraud

121
Q

always preview

A

resume fraud

122
Q

this should have 4 sentences of which job you’re applying for how you heard about it

A

cover letter

123
Q

this call can be scheduled, always have 2 questions to ask them

A

conference call

124
Q

most common, everybody receives standardized questions, formal, rating system on how you answer, this will best predict how well you’ll do when hired

A

structured interview

125
Q

an opportunity to know applicant’s personality over coffee/lunch, small talk, casual and may reveal truths about the person and their integrity, more accurate

A

unstructured interview

126
Q

1 job applicant being interviewed by multiple interviewers

A

panel

127
Q

used for hiring a lot of ppl at the same time

A

multiple applicant/group

128
Q

1st person makes a big impact

A

primacy effect

129
Q

not as strong as 1st person, but still strong

A

recency effect

130
Q

both interviewer/applicant have bias towards each other

A

true

131
Q

if a person is similar to interviewer, you like them

A

similarity effect

132
Q

honesty aka

A

integrity

133
Q

most popular integrity test

A

Reid

134
Q

Reid integrity test is

A

overt

135
Q

open, you know it’s assessing your integrity

A

overt

136
Q

undercover, personality test on how dependable yo are

A

covert

137
Q

any behavior exhibited by employee that costs the employer time/$

A

counter productive behavior

138
Q

example of counter productive behavior

A

lying, stealing, not productive

139
Q

2 main personality tests

A

Myers-Briggs, MMPI

140
Q

this personality test distinguishes clinical population from normals, stable

A

MMPI

141
Q

this is used to describe the average person

A

big 5 factors

142
Q

100 traits

A

Q-set

143
Q

GMA stands for

A

general mental ability

144
Q

assess intelligence level

A

GMA

145
Q

potential to learn on the job

A

apptitude

146
Q

what you’ve already learned, comprehensive

A

achievement

147
Q

apptitude test (12 mins), analogies, similar to SATto figure out a person’s IQ

A

wonderlic test

148
Q

ability to read& respond to ppl

A

emotional intelligene

149
Q

handwriting analysis aka

A

graphology

150
Q

study of handwriting analysis

A

graphology

151
Q

world renound expert to determine if someone is lying

A

Ekman

152
Q

non-verbal cues for deceit

A
  • embalm
  • manipulators
  • asymmetrical facial expressions
  • micro expressions
153
Q

indication of lying with one’s hands

A

embalm

154
Q

a person will mess with their hair, clothing if lying

A

manipulators

155
Q

1 side of one’s face shows a different expression from the other side

A

asymmetrical facial expressions

156
Q

true emotion comes out for a quick second and then covered up with fake emotion

A

micro expressions

157
Q

if you hire someone w/o thorough background check and they endanger someone on the job, then you’ll be held responsible

A

negligent hiring

158
Q

this checks someone out and reads letters of rec carefully

A

background check

159
Q

relations of letters of rec and your future performance isn’t strong, it’s___% weak

A

.20%

160
Q

hire everyone who receives a score of 70+

A

cut-off approach

161
Q

hiring someone who has the highest score & continue down the list if that top person doesn’t take the job

A

linear approach

162
Q

send these out as fast as possible and let the applicants know why they didn’t get the job

A

rejection of applicants

163
Q

Myers-Briggs has ___ dimenstions

A

4

164
Q

MMPI is the most widely used

A

true

165
Q

OCEAN is part of the ____model

A

5 factor model

166
Q

O in OCEAN stands for

A

openness

167
Q

C in OCEAN stands for

A

concientiousness

168
Q

E in OCEAN stands for

A

extraversion

169
Q

A in OCEAN stands for

A

agreeableness

170
Q

N in OCEAN stands for

A

neuroticism

171
Q

how we imagine what we want to become, motivators, what we might become in our future

A

possible selves

172
Q

Myers-BRiggs is self report& objective

A

true

173
Q

example of projective test

A

TAT, tell a story with piks shown and person has to tell the story

174
Q

unconscious personality/desires on the stimuli

A

projective test

175
Q

personality/behavior tendencies for career options

A

strong interest blank

176
Q

interview questions are

A

behavioral

177
Q

list different types of realistic job previews (RJP)

A
  • brouchures/booklets
  • group RJP
  • meeting w/current employees
  • multimedia(videos/web)
  • pre- application (view duties job has online)
  • structured observations

I/O Psychology (3 decks)

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