JIO

• Job Analysis


  Gathering and analyzing information about the work an employee performs, the conditions under which the work is performed, and the worker characteristics needed to perform the work
• Industrial/Organizational Psychology


  A branch of psychology that applies the principles of psychology to the workplace
• Branches of Industrial/Organizational Psychology

  • Personnel Psychology
  • Organizational Psychology
  • Human factors/Ergonomics
• External recruitment


  Recruiting new employees to the organization
• Internal recruitment


  Transferring or promoting someone from within the organization
• Non-experimental approaches


  • Field studies
  • Naturalistic observation
  • Participant observer studies
  • Archival studies
  • Qualitative research
• Between-groups designs


  • Two independent groups design
  • Multiple groups design
  • Matched-groups design
• Structured interview


  View Optic job-related questions, all applicants are asked the same questions, there is a standardized scoring key to evaluate each answer
• Unstructured interview


  Interviewers are free to ask anything they want, not required to have consistency
• Walter Drill Scott wrote Theory of Advertising
• World War 1 had a large scale impact on employee testing and selection
• Frank and Lilian Gilbreth were among the first to improve productivity and reduce fatigue
• Hawthorne studies were published
• Job analysis


  Foundation for almost all human resources activities, includes tasks, conditions, and competencies needed for the job
• Job description


  Summary of tasks and job requirements
• Job design


  Optimal way a job should be performed
• Job evaluation


  Determining a job's worth, including internal and external pay equity
• Types of interviews as to medium

  • Face-to-face interviews
  • Telephone interviews
  • Video Conference interviews
  • Written interviews
• Experimental designs


  • Between-subjects design
  • Within-subjects design
  • Mixed design
• Hygiene factors


  Job-related factors that result from, but do not involve, the job itself
• Motivators


  Job-related factors that concern the actual tasks and duties
• Types of individual incentives

  • Pay-for-performance
  • Merit pay
• Types of incentives used to motivate employees

  • Recognition
  • Travel
• Types of structured interview questions

  • Clarifiers
  • Disqualifiers
  • Skill-level determiners
  • Future-focused questions (situational questions)
  • Past-focused questions (behavioral questions)
  • Organizational-fit questions
• Types of predictors of job performance

  • Cognitive tests
  • Perceptual ability tests
  • Psychomotor ability tests
  • Physical ability tests
• Training


  Acquisition of skills in order to improve performance
• Performance evaluation


  For improving employee performance, determining salary increases, making promotion or termination decisions, and conducting personnel research
• Types of research statements

  • Analytical statements
  • Contradictory statements
  • Falsifiable statements
  • Null hypothesis
  • Alternative hypothesis
• Non-experimental approaches


  • Phenomenology
  • Case studies
• ERG theory


  Developed by Clayton Alderfer, a person can skip levels in the hierarchy of needs
• Variables in research


  • Independent variable
  • Dependent variable
  • Extraneous variable
• Appraisal dimensions


  • Goal-focused performance dimensions
  • Contextual performance
  • Trait-focused performance dimensions
  • Competency-focused performance dimensions
  • Task-focused performance dimensions
• Training needs analysis


  • Organizational analysis
  • Task analysis
  • Person analysis
• Rating employees


  • Employee comparisons
  • Graphic rating scale
  • Behavioral checklists
  • Critical incidents
• Making the hiring decision

  • Top-down selection
  • Rule of three
  • Passing scores
  • Banding
• Research statement types


  • Conceptual definition
  • Operational definition
• Equity theory


  How fairly we believe we are treated in comparison to others, based on inputs (personal elements we put into a job) and outputs (elements we receive from the job)
• Maslow's hierarchy of needs

  • Physiological needs
  • Safety needs
  • Belongingness and love needs
  • Esteem needs
  • Self-actualization needs
• Herzberg's two-factor theory


  • Hygiene factors
  • Motivators
• Weschler intelligence scale subtests

  • Vocabulary
  • Similarities
  • Arithmetic
  • Digit span
  • Information
  • Coding
  • Block design
  • Matrix reasoning
  • Visual puzzles
  • Symbol search