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Job Performance and Individual Differences Flashcards

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1
Q

What is the schema of a data-driven approach

A
  1. Obtain existing measures of job performance
  2. Attempt to correlate several test results with job performance, or design a new test altogether
  3. Use statistical results to judge the best test
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2
Q

The data-driven approach is designed to answer the following questions:

A
  1. Which test best predicts job performance?
  2. Are cognitive or personality tests better predictors of job performance?
  3. Is my newly developed test better than the last?
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3
Q

Limitation of data-driven approach

A

It focuses purely on the tests’ statistical characteristics and lacks theoretical insight

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4
Q

Data-driven approach cannot answer questions like….

A
  1. Why does one test work better than another?
  2. What construct were the tests measuring?
  3. Could I expect the same result if a different test was used?
  4. What can I practically do to improve performance?
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5
Q

What are constructs (simple definition)?

A

Concepts

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6
Q

Definition of constructs

A

Hypothetical attributes or mechanisms that help explain and predict behavior in a theory

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7
Q

Characteristics of constructs

A
  1. They cannot be seen; only assumed to exist
  2. They must be grounded in theory
  3. There must be a valid evidence of their existence
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8
Q

Explain multidimensional constructs

A
  1. The higher-order factor (second-order factor) is defined by another layer of factors
  2. First order factor (subfactor/facet) is defined by observable variables
  3. The number of items deployed to measure a construct may vary.
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9
Q

What is the schema of a construct-oriented approach

A
  1. Use job analysis to define the nature of the job
  2. Hypothesize what are the constructs needed for an accurate prediction
  3. Choose or design a measure for the construct
  4. Different researchers may use different measures, but if they measure the same construct, the conclusion will be same
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10
Q

What are the benefits of a construct-oriented approach?

A
  1. Develops research that tests theories of human functioning
  2. It makes better tests due to higher construct validity
  3. Enables test-generic research
  4. Can detect and remove confounds
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11
Q

Definition of Personality

A

An individual’s stable and characteristic way of thinking, feeling, and behaving
Or chronic patterns of behavior

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12
Q

4 reasons why MBTI lacks validity

A
  1. Reliability
  2. Validity
  3. Mis-specified theory
  4. Incomplete theory of personality
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13
Q

2 ways how factorizing the complex human world into key concepts helps

A
  1. Provides standardized labels and definition
  2. Predict how certain factors typically affect each other
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14
Q

Definition of factor analysis

A

It tries to extract parts of all the measured variables that are commonly correlated

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15
Q

A good personality theory tries to…

A

Factorize as much of human characteristics as possible

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16
Q

Each factor in a personality theory is referred to as…

A

Personality trait

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17
Q

The existence of personality implies that…

A

Everyone is different to different extents, in similar ways

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18
Q

What does the lexical hypothesis in the Big 5 model of personality assume?

A

Important ways to describe people will eventually be captured in language

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19
Q

What are the five factors of general personality in Big 5 model of personality?

A
  1. Extraversion
  2. Agreeableness
  3. Conscientiousness
  4. Emotional stability (Opposit of neuroticism)
  5. Openness to experience
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20
Q

What is the HEXACO model?

A

The original factors of Big 5 personality model plus honesty/humility

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21
Q

Is the big 5 Model a data-driven model?

A

Yes

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22
Q

Definition of conscientiousness

A

A tendency for dedicated and disciplined pursuit of goal-directed accomplishments

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23
Q

What are the 2 subfactors under Conscientiousness?

A
  1. Industriousness
  2. Orderliness
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24
Q

Observable variables under industriousness

A
  1. Achievement striving
  2. Competence
  3. Self-discipline
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25
Observable variables under orderliness
1. Deliberation 2. Dutifulness 3. Order
26
Definition of agreeableness
A sympathetic and cooperative interpersonal inclination
27
What are the 2 subfactors under agreeableness?
1. Compassion 2. Politeness
28
Observable variables under compassion
1. Tender-mindedness 2. Altruism 3. Trust
29
Observable variables under politeness
1. Compliance 2. Modesty 3. Straightforwardness
30
Definition of neuroticism
A tendency to experience negative emotions and psychological distress
31
What are the 2 subfactors under neuroticism?
1. Volatility 2. Withdrawal
32
Observable variables under volatility
1. Angry hostility 2. Impulsiveness
33
Observable variables under withdrawal
1. Anxiety 2. Depression 3. Self-consciousness 4. Vulnerability
34
Definition of openness
A sense of curiosity and acceptance of novel and diverse experiences
35
What are the 2 subfactors under Openness?
1. Intellect 2. Aesthetic openness
36
Observable variables of intellect
Ideas
37
Observable variables of aesthetic openness
1. Actions 2. Aesthetics 3. Fantasy 4. Feelings 5. Values
38
Definition of Extraversion
A broad group of traits reflecting one's tendency to seek activity, positive emotions. and social interaction
39
What are 2 subfactors under extraversion?
1. Enthusiasm 2. Assertiveness
40
Observable variables of enthusiasm
1. Gregariousness 2. Positive emotions 3. Warmth 4. Excitement-seeking
41
Observable variables of assertiveness
1. Excitement-seeking 2. Activity 3. Assertiveness
42
3 different dimensions in Core Self Evaluation theory
1. Evaluation-focus 2. Fundamentality 3. Scope
43
2 ends of evaluation-focus
1. Descriptive 2. Evaluative
44
2 ends of fundamentality
1. Peripheral 2. Central to self-concept
45
2 ends of scope
1. Narrow 2. Broad
46
4 traits of CSE traits
1. Generalized self-efficacy 2. self-esteem 3. Emotional stability 4. Locus of control
47
Definition of generalized self-efficacy
Estimate of one's own ability to perform successfully
48
Definition of self-esteem
Individual's own appraisal of self-worth
49
Definition of emotional stability
Propensity to feel calm and secure
50
Definition of locus of control
Belief in one's own ability to control one's environment
51
Different theories of intelligence
1. General Intelligence 2. Cattell and Horn's model 3. Cattell, Horn, and Caroll theory
52
Explain general inteligence theory
A single underlying factor explained 40-50% of the variation across various forms of cognitive performance as below 1. Verbal comprehension 2. Mathematical reasoning 3. Mental rotation 4. Working memory 5. Processing speed
53
Explain Cattell & Horn's model
1. Fluid intelligence (Now called fluid reasoning) -> The broad ability to reason and form concepts 2. Crystallized intelligence (Now called comprehension knowledge) -> The breadth & depth of a person's acquired knowledge, and ability to communicate the said knowledge
54
Explain Cattell, Horn, Caroll theory
Organizes cognitive ability measures into three stratum Stratum 1: 64 narrow cognitive abilities Stratum 2: Broad abilities; 8-9 domains of intelligence Stratum 3: General intelligence factor
55
The 5 nature of values
1. Values are beliefs that are linked to affect 2. Pertains to desirable end-states 3. Values transcend situations 4. Values serve as standards which we use to evaluate people, things, and ideas 5. A set of values is ordered by relative importance which guides behaviors
56
Characteristics of Schwartz's values
1. Values next to each other are positively related 2. Values opposite each other conflict 3. Left side is on personal focus 4. Right side is on social focus 6. Upper half is growth-oriented 7. Lower half is self-protection oriented
57
Explain Holland vocational interest model (RIASEC model)
Summarizes vocational interests (people's preference fro work activities and environments) into 6 factors
58
Important characteristics of Holland vocational interest model
1. People have a dominant preference 2. Adjacent fields are thought as correlated 3. Opposite fields are thought as highly differentiated
59
6 factors of Holland's RIASEC model
1. Realistic 2. Invetigative 3. Artistic 4. Social 5. Enterprising 6. Conventional
60
Definition of job performance
Total expected value to the organization of the behaviors an individual carries out
61
Job performance is about...
1. Performance is about behavior 2. Expected value and not the actual value 3. Not about factors that are beyond individual control
62
2 reasons why we study behaviors and not results for job performance
1. Construct validity -> If results are counted as performance, there are confounding factors such as cheating behaviors and luck 2. Psychology -> Interest is to study and manage behavior rather than business outcomes
63
The construct space of job performance
1. Task performance 2. Contextual performance 3. Adaptive performance 4. Organizational citizenship behavior 5. Counterproductive work behaviors

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