JOB ANALYSIS AND EVALUATION
The idea that organizations tend to promote good employees until they reach the level at which they are not competent—in other words, their highest level of incompetence.
Peter Principle
The interpretation of a law by a court through a verdict in a trial, setting prece- dent for subsequent court decisions.
Case law
A method of recruitment in which job applicants are told both the positive and the neg- ative aspects of a job.
Realistic job preview (RJP)
The amount of goods lost by an organization as a result of theft, breakage, or other loss.
Shrinkage
Anteethod of controlling for order effects by giving half of a sample Test A first, followed by Test B, and giving the other half of the sample Test B first, followed by Test A
Counterbalancing
By far the most common source of performance appraisal is
supervisor rating
A cluster of jobs of similar worth.
Grade
A branch of the Department of Labor charged with investigating and prosecuting complaints of
Equal Employment Opportunity Commission (EEOC)
A form of RJP that lowers an applicant’s expectations about the various aspects of the job.
Expectation-lowering procedure (ELP)
The intentional placement of untrue information on a résumé.
Resume fraud
The extent to which responses to the same test items are consistent
Item stability
A method of performance ap- praisal in which a supervisor is given several behaviors and is forced to choose which of them is most typical of the employee
Forced-choice rating scale
The knowledge, skills, abilities, and other characteristics needed to perform a job.
Competencies
A process in which an employee files a complaint with the organization and a person or committee within the organization makes a decision regarding the complaint
Grievance system
Recruitment ads that instruct applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.
Blind box
The extent to which a score from a test or from an evaluation is consistent and free from error.
Reliability
The extent to which two people scoring a test agree on the test score, or the extent to which a test is scored correctly
Scorer reliability
In situations not covered by employment-at-will, there are only four reasons that an employee can be legally terminated: probationary period, violation of company rules, inability to perform, and an economically caused reduction in force
1. probationary period
2. violation of company rules
3. inability to perform
4. economically caused reduction in force (;layoff)
A process in which employees unofficially change their job duties to better fit their interests and sk
Job crafting
A method of resolving conflict in which a neutral third party is asked to help the two parties reach an agreement.
Mediation
The fact that information presented early in an interview carries more weight than information presented later.
Primacy effect
A test that measures the amount of job-related knowledge an applicant possesses.
Job knowledge test
A type of test taken on a computer in which the computer adapts the diffi- culty level of questions asked to the test taker’s success in answering previous questions.
Computer-adaptive testing (CAT)
U.S. self-appraisal systems tend to suffer from ____________, while Japanese, Korean, and Taiwanese workers suffer from _____________.
leniency; modesty
Sources such as supervisors and incumbents who are knowledgeable about a job.
Subject-matter experts (SMEs)
The amendment to the U.S. Constitution that mandates that the federal government may not deny a person equal protection under the law
Fifth Amendment
A recruitment method in which several employers are available at one location so that many applicants can obtain in- formation at one time
Job fair
Measure of facility with such processes as finger dexterity and motor coordination
Psychomotor ability
The extent to which a test score is related to some measure of job performance.
Criterion validity
In an environment in which employees are very cohesive, the use of ______________might reduce the cohesiveness.
peer ratings
The person conducting the job analysi
Job analyst
The amendment to the U.S. Constitution that mandates that no state may deny a person equal protection under the law
Fourteenth Amendment
The amount of money spent on a recruitment campaign divided by the number of people that subsequently apply for jobs as a result of the recruitment campaign.
Cost per applicant
Also called handwriting analysis, a method of measuring personality by looking at the way in which a person writes.
Graphology
The degree to which inferences from test scores are justified by the evidence.
Validity
In an environment in which there is ________________________, developing a numerically complex system will become frustrating, and the results of the evaluation may not be taken seriously.
no money available for merit pay
A job analysis method in which the job analyst watches job incumbents perform their jobs.
Observations
A type of sexual harassment in which the granting of sexual favors is tied to an employment decision.
Quid pro quo
The process of attracting employees to an organization.
Recruitment
A relatively dated term that refers to the knowledge, skills, and abilities needed to successfully perform a job. “Competencies” is the more common term used today.
Job specifications
Coefficient alpha
A statistic used to determine internal reliability of tests that use interval or ratio scales
By far, the most important use of performance evaluation is:
To improve employee per- formance by providing feedback about what employees are doing right and wrong.
A job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker.
Ammerman technique
An employment practice that results in members of a protected class being negatively affected at a higher rate than members of the majority class.
Adverse impact
The fact that negative information receives more weight in an employment decision than does positive information.
Negative Information Bias
A method of selection involving application blanks that contain questions that research has shown will predict job performance
Biodata
A statistic used to determine internal reliability of tests that use items with dichotomous answers (yes/no, true/false).
Kuder-Richardson Formula 20 (K-R 20)
The four ways to focus performance dimensions are
Trait-Focused
Competency-Focused
Task-Focused
Goal-Focused