IO Aamodt: D-F

Question 1

A method of determining the
readability level of written material by looking at
the number of commonly known words used in the
document.

Answer 1

Dale-Chall Index

Question 2

Employees who receive much grapevine
information but who seldom pass it on to others.

Answer 2

Dead-enders

Question 3

Informing the subject in an experiment
about the purpose of the study in which he or she
was a participant and providing any other relevant
information.

Answer 3

Debriefing

Question 4

The second stage of change, in which employees
accept that change will occur but try to justify the old
way of doing things

Answer 4

Defense

Question 5

The first stage in the emotional reaction to
change or layoffs, in which an employee denies that
an organizational change or layoff will occur.

Answer 5

Denial

Question 6

One of five categories
from the trait approach to scoring letters of
recommendation.

Answer 6

Dependability-reliability

Question 7

The measure of behavior that is expected to change as a result of changes in the
independent variable.

Answer 7

Dependent variable

Question 8

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

Answer 8

Derivation sample

Question 9

The extent to which a trait or behavior is
valued as being good in society.

Answer 9

Desirability

Question 10

An organizational climate characterized by low
morale.

Answer 10

Despair

Question 11

A group member who intentionally
provides an opposing opinion to that expressed by
the leader or the majority of the group.

Answer 11

Devil’s advocate

Question 12

Titles The DOT is
a directory that was published by the federal
government that supplied information for almost
30,000 jobs. It has been replaced by O*NET.

Answer 12

Dictionary of Occupational

Question 13

A type of effect size used in
meta-analysis that is signified by the letter d and
indicates how many standard deviations separate
the mean score for the experimental group from the
control group.

Answer 13

Difference score

Question 14

The characteristic of a test that
significantly predicts a criterion for two groups,
such as both minorities and nonminorities, but
predicts significantly better for one of the two
groups.

Answer 14

Differential validity

Question 15

The amount of money paid to an
employee (does not count benefits, time off, and so
forth).

Answer 15

Direct compensation

Question 16

A method of recruitment in which an
organization sends out mass mailings of information
about job openings to potential applicants.

Answer 16

Direct mail

Question 17

The third stage of change, in which
employees accept that change will occur and decide
to discard their old ways of doing things.

Answer 17

Discarding

Question 18

Tasks for which the performance
of a group is based on the performance of its most
talented member.

Answer 18

Disjunctive tasks

Question 19

A climate in which the organization
has the necessary knowledge and resources but does
not know how to efficiently use the knowledge or
the resources.

Answer 19

Disorganization

Question 20

A situation when two parties do not agree.

Answer 20

Dispute

Question 21

A type of structured interview question in
which a wrong answer will disqualify the applicant
from further consideration.

Answer 21

Disqualifier

Question 22

A formal research paper required of most
doctoral students in order to graduate.

Answer 22

Dissertation

Question 23

The idea that social inhibition occurs
because the presence of others provides a distraction
that interferes with concentration.

Answer 23

Distracting

Question 24

Stress that results in negative energy and
decreases in performance health.

Answer 24

Distress

Question 25

Learning a few things at a time.

Answer 25

Distributed practice

Question 26

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

Answer 26

Distribution errors

Question 27

The perceived fairness of the decisions made in an organization.

Answer 27

Distributive justice

Question 28

Communication within an organization in which the direction of communication is from management to employees.

Answer 28

Downward communication

Question 29

Requires federal contractors to maintain a drug-free workplace.

Answer 29

Drug-Free Workplace Act

Question 30

Tests that indicate whether an applicant has recently used a drug.

Answer 30

Drug testing

Question 31

Conflict that keeps people from working together, lessens productivity, spreads to other areas, or increases turnover.

Answer 31

Dysfunctional conflict

Question 32

Using computer-based training (CBT) over the Web.

Answer 32

e-learning

Question 33

Used in meta-analysis, a statistic that indicates the amount of change caused by an experimental manipulation.

Answer 33

Effect size

Question 34

The combination of air temperature, humidity, airflow, and heat radiation that determines how hot or cold the environment feels.

Answer 34

Effective temperature

Question 35

The fourth step in Maslow’s hierarchy, concerning the individual’s need for recognition and success.

Answer 35

Ego needs

Question 36

The extent to which employees have links to their jobs and community, the importance of these links, and the ease with which they can be broken and replaced at another job.

Answer 36

Embeddedness

Question 37

The listening style of a person who cares primarily about the feelings of the speaker.

Answer 37

Empathic listening

Question 38

Evaluating the effectiveness of a training program by measuring how much employees learned from it.

Answer 38

Employee learning

Question 39

A standardized use of the critical-incident technique developed at General Motors.

Answer 39

Employee Performance Record

Question 40

A method of evaluating training in which employees are asked their opinions of a training program.

Answer 40

Employee reactions

Question 41

A method of recruitment in which a current employee refers a friend or family member for a job.

Answer 41

Employee referral

Question 42

An organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees.

Answer 42

Employment agency

Question 43

A method of selecting employees in which an interviewer asks questions of an applicant and then makes an employment decision based on the answers to the questions as well as the way in which the questions were answered.

Answer 43

Employment interview

Question 44

The opinion of courts in most states that employers have the right to hire and fire an employee at will and without any specific cause.

Answer 44

Employment-at-will doctrine

Question 45

Statements in employment applications and company manuals reaffirming an organization’s right to hire and fire at will.

Answer 45

Employment-at-will statements

Question 46

A chart made for each employee that shows what level of input the employee has for each task.

Answer 46

Empowerment chart

Question 47

A method of drug testing that uses enzymes to detect the presence of drugs in a urine sample.

Answer 47

Enzyme multiplied immunoassay technique (EMIT)

Question 48

A branch of the Department of Labor charged with investigating and prosecuting complaints of employment discrimination.

Answer 48

Equal Employment Opportunity Commission (EEOC)

Question 49

A theory of job satisfaction stating that employees will be satisfied if their ratio of effort to reward is similar to that of other employees.

Answer 49

Equity theory

Question 50

Aldefer’s needs theory, which describes three levels of satisfaction: existence, relatedness, and growth.

Answer 50

ERG theory

Question 51

Deviation from a standard of quality; also a type of response to communication overload that involves processing all information but processing some of it incorrectly.

Answer 51

Error

Question 52

A response to communication overload in which the employee leaves the organization to reduce the stress.

Answer 52

Escape

Question 53

Stress that results in positive energy and improvements in performance and health.

Answer 53

Eustress

Question 54

The idea that a person performing a task becomes aroused because he or she is concerned that others are evaluating his or her performance.

Answer 54

Evaluation apprehension

Question 55

One way our bodies maintain a normal temperature, in which perspiration reduces excess heat.

Answer 55

Evaporation

Question 56

Employment agencies, often also called headhunters, that specialize in placing applicants in high-paying jobs.

Answer 56

Executive search firms

Question 57

In expectancy theory, the perceived probability that a particular amount of effort will result in a particular level of performance.

Answer 57

Expectancy

Question 58

Vroom’s theory that motivation is a function of expectancy, instrumentality, and valence

Answer 58

Expectancy theory

Question 59

A type of research study in which the independent variable is manipulated by the experimenter.

Answer 59

Experiment

Question 60

In an experiment, the group of subjects that receives the experimental treatment of interest to the experimenter.

Answer 60

Experimental group

Question 61

Power that individuals have because they have knowledge.

Answer 61

Expert power

Question 62

The amount of knowledge or skill possessed by a leader.

Answer 62

Expertise

Question 63

The extent to which employees within an organization are paid fairly compared with employees in other organizations.

Answer 63

External equity

Question 64

The extent to which people believe that their success and failure is determined by external sources (e.g., luck, other people).

Answer 64

External locus of control

Question 65

Recruiting employees from outside the organization.

Answer 65

External recruitment

Question 66

The extent to which research results can be expected to hold true outside the specific setting in which they were obtained.

Answer 66

External validity

Question 67

Work motivation that arises from such nonpersonal factors as pay, coworkers, and opportunities for advancement.

Answer 67

Extrinsic motivation

Question 68

The extent to which a test appears to be valid.

Answer 68

Face validity

Question 69

A measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way they feel about their jobs.

Answer 69

Faces Scale

Question 70

Passed in 1993, the FMLA provides 12 weeks of unpaid leave for birth, adoption, or serious illness of a child, parent, spouse, or the employee. All organizations that physically employ 50 or more people within a 70-mile radius of one another are covered by the act.

Answer 70

Family and Medical Leave Act (FMLA)

Question 71

The third emotional stage following the announcement of a layoff, in which employees worry about how they will survive financially.

Answer 71

Fear stage

Question 72

Providing employees with specific information about how well they are performing a task or series of tasks.

Answer 72

Feedback

Question 73

The ancient Chinese practice of arranging objects to maximize positive energy and improve the quality of life.

Answer 73

Feng shui

Question 74

A theory of leadership that states that leadership effectiveness is dependent on the interaction between the leader and the situation.

Answer 74

Fiedler’s contingency model

Question 75

Research conducted in a natural setting as opposed to a laboratory.

Answer 75

Field research

Question 76

The amendment to the U.S. Constitution that mandates that the federal government may not deny a person equal protection under the law.

Answer 76

Fifth Amendment

Question 77

The gathering of biodata from employee files rather than by questionnaire.

Answer 77

File approach

Question 78

A method of absenteeism control in which employees who meet an attendance standard are given a cash reward.

Answer 78

Financial bonus

Question 79

A shift schedule in which employees never change the shifts they work.

Answer 79

Fixed shift

Question 80

The part of a flextime schedule in which employees may choose which hours to work.

Answer 80

Flexible hours

Question 81

A flextime schedule in which employees have flexibility in scheduling but must schedule their work hours at least a week in advance.

Answer 81

Flexitour

Question 82

A work schedule that allows employees to choose their own work hours.

Answer 82

Flextime

Question 83

A method of determining the readability level of written material by analyzing sentence length and the number of three-syllable words. (The term is interpreted as either the measure of the “fog” a reader may be in or as the acronym FOG, for “frequency of gobbledygook.”)

Answer 83

FOG Index

Question 84

A performance appraisal method in which a predetermined percentage of employees are placed into a number of performance categories.

Answer 84

Forced distribution method

Question 85

A method of performance appraisal in which a supervisor is given several behaviors and is forced to choose which of them is most typical of the employee.

Answer 85

Forced-choice rating scales

Question 86

The conflict style of a person who responds to conflict by always trying to win.

Answer 86

Forcing style

Question 87

Constant worrying about the future.

Answer 87

Forecasting

Question 88

The extent to which the scores on two forms of a test are similar.

Answer 88

Form stability

Question 89

The first stage of the team process, in which team members “feel out” the team concept and attempt to make a positive impression.

Answer 89

Forming stage

Question 90

When the selection ratio for one group (e.g., women) is less than 80% (four fifths) of the selection ratio for another group (e.g., men), adverse impact is said to exist.

Answer 90

Four-fifths rule

Question 91

The amendment to the U.S. Constitution that mandates that no state may deny a person equal protection under the law.

Answer 91

Fourteenth Amendment

Question 92

The amendment to the U.S. Constitution that protects against unreasonable search or seizure; the amendment has been ruled to cover such privacy issues as drug testing, locker and office searches, psychological testing, and electronic surveillance.

Answer 92

Fourth Amendment

Question 93

A method of training raters in which the rater is provided with job-related information, a chance to practice ratings, examples of ratings made by experts, and the rationale behind the expert ratings.

Answer 93

Frame-of-reference training

Question 94

A method of determining the readability level of written material by analyzing sentence length and the average number of syllables per word.

Answer 94

Fry Readability Graph

Question 95

Conflict that results in increased performance or better interpersonal relations.

Answer 95

Functional conflict

Question 96

A job analysis method developed by Fine that rates the extent to which a job incumbent is involved with functions in the categories of data, people, and things.

Answer 96

Functional Job Analysis (FJA)

Question 97

A résumé format in which jobs are grouped by function rather than listed in order by date.

Answer 97

Functional résumé

Question 98

A type of structured interview question in which applicants are given a situation and asked how they would handle it.

Answer 98

Future-focused question