Intro & Methods
This field of psychology focuses on improving workplace productivity and the well-being of employees.
What is Industrial-Organizational (I-O) Psychology?
This process involves defining a job by identifying the necessary skills, tasks, and responsibilities.
What is job analysis?
This type of predictor measures a person’s ability to learn and acquire new skills.
What is cognitive ability test?
This process involves choosing the best candidate for a job from a pool of applicants.
What is selection?
This is a continuous process of identifying, measuring, and developing the performance of individuals and teams.
What is performance management?
This type of validity refers to the extent to which a study's results can be generalized to other settings, people, or times.
What is external validity?
This term refers to the measure or benchmark used to evaluate employee performance.
What is a criterion?
This term describes a measure that assesses traits, behaviors, or qualities that predict job performance.
What is a predictor?
This selection error occurs when you reject an applicant, but they actually would have performed adequately.
What is a false negative?
This method involves comparing an employee’s performance to others in the organization.
What is a forced ranking system?
This is research method is used in I-O psychology to collect data by watching and recording behaviors.
What is observation?
This term refers to the part of the actual criterion that is unrelated to the conceptual criterion.
What is criterion contamination?
This type of test measures personal characteristics such as extraversion, agreeableness, and conscientiousness.
What is a personality inventory?
This discriminatory practice occurs when a selection method has a disproportionate negative effect on protected group members.
What is adverse impact?
This type of bias occurs when an interviewer forms a favorable or unfavorable impression of a candidate early in the interview.
What is the halo error/effect?
This statistical technique is used to determine whether two variables are related.
What is correlation analysis?
This approach to job analysis focuses on the human attributes required to perform a job successfully.
What is worker-oriented job analysis?
This method uses multiple selection tests over 1-2 days to evaluate candidates for a job or promotion.
What is an assessment center?
This is a method of interpreting test scores such that scores that are close together in a given range are regarded as equivalent.
What is score banding?
This type of rating scale assesses performance by identifying specific behaviors linked to different levels of performance.
What is a Behaviorally Anchored Rating Scale (BARS)?
This model, which guides I-O psychology, describes how scientific principles and findings can provide the basis for professional practice.
What is the scientist-practitioner model?
This person is knowledgable about the job and can serve as a qualified information source for a job analysis.
Who is a subject matter expert?
This statistical measure assesses how well a test predicts the criterion it is designed to predict.
What is criterion-related validity?
This is a legal protection that may be given to employers under certain circumstances to allow them to discriminate hiring against protected classes.
Bona Fide Occupational Qualification
This type of performance appraisal uses feedback from a variety of sources, such as supervisors, peers, and subordinates.
What is 360-degree feedback?