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ETHICAL DILEMMAS:
Type A dilemma, there is a high level of uncertainty as to what is right or wrong,
there appears to be no best solution, and there are both positive and negative
consequences to a decision.
Type B dilemma, also called rationalizing dilemmas, the difference between right
and wrong is much clearer than in a Type A dilemma.
• World War I (1917-1918): Psychology entered the war: to test recruits and then
place them in appropriate positions. The testing was accomplished mainly through
the Army Alpha (could read) and Army Beta (could not read) tests of mental ability.
• Robert Yerkes – screening of army recruits
• Walter Scott – placement, evaluation, and job duties
• 1917 Journal of Applied Psychology began
• 1950s and 1960s: Significant events: several major pieces of civil rights legislation
e.g. developing fair selection techniques.
• 1950 – Ergonomics Society Began (UK)
• 1954 – John Flanigan outlined Critical Incident Technique
• 1964 – Civil Rights Act passed in the US
• Illegal to discriminate in the workplace
• Mid 1960s onwards – job analysis techniques
• Sensitivity training and T-groups (laboratory training groups) for managers.
I/O psychology made its first major impact in: World War I.
Which of the following is NOT a factor that will affect I/O psychology in the next
decade? Global warming
Asking "will the results of laboratory research generalize to organizations in the "real
world" is related to: external validity.
Which of the following survey methods has the lowest response rate? Email.
In general, the majority of the research comparing college student samples with
actual employee samples conclude that college students behave different than real
world samples.
LECTURE 2
DEFINITION OF A JOB ANALYSIS
• DEFINITION: The process of gathering, analysing, and structuring information
about a job’s components, characteristics, and requirements
• A systematic investigation of the tasks, duties, and responsibilities of a job
and the necessary knowledge, skills and abilities a person needs to perform the
job adequately.
• The process of identifying how a job is performed, the conditions under which
it is performed, and the personal requirements it takes to perform the job
• The first step in HR processes such as Recruitment and Selection
• It begins with a consideration of the organisation’s strategy such as designing
selection criteria or determining remuneration.
The typical job analysis involves interviewing and observing subject matter
experts (SMEs) to determine tasks that are performed, the conditions under
which they are performed, the tools and equipment needed to perform them,
and the knowledge, skills, abilities, and other characteristics (KSAOs) needed
to perform them.
Step 1: IDENTIFY TASKS: identify the major job dimensions and the tasks
performed for each dimension, the tools and equipment used to perform the tasks,
and the conditions under which the tasks are performed.
• Methods:
• Gathering existing information: existing job descriptions, task inventories &
training manuals
• Interviewing subject-matter experts (SMEs): SMEs are people who are
knowledgeable about the job and include job incumbents, supervisors, customers,
and upper-level management.
- Individual interviews: the job analyst interviews only one employee at a
time.
- Group interview/SME conference: a larger number of employees are
interviewed together.
- Ammerman technique:
- Convene a panel of experts that includes representatives from all levels of
the organization.
- Have the panel identify the objectives and standards that are to be met by
the ideal incumbent.
- Have the panel list the specific behaviours necessary for each objective or
standard to be attained.
- Have the panel identify which of the behaviours from step are “critical” to
reaching the objective.
- Have the panel rank-order the objectives on the basis of importance.
• Observing incumbents: job analyst observes incumbents performing their jobs
in the work setting Disadvantage: very obtrusive, behaviour changes when being
observed.
• Job Participation: One can analyse a job by actually performing it.
Step 2: WRITE TASK STATEMENTS: write the task statements that will be used in
the task inventory and included in the job description
• Task inventory: A questionnaire containing a list of tasks each - The job
incumbent rates each task on a series of scales such as: Importance of task &
Time spent on task
Required elements of a task statement:
1) Action (what is done)
2) Object (to which the action is done)
Job Structure Profile (JSP): • Designed as a replacement for the PAQ • Easier
to read than the PAQ • Good reliability.
• Job Elements Inventory (JEI): • 153 items • 10th grade readability level •
Correlates highly with PAQ.
Functional Job Analysis (FJA) • Identifies the amount of time spent on: • Data •
People • Things
Jobs analysed by FJA are broken down into the p percentage of time the
incumbent spends on three functions: data (information and ideas), people
(clients, customers, and co-workers), and things (machines, tools, and
equipment).
Structured Job Analysis Method: KSAOs
Methods Providing Information about Tools and Equipment:
• Job Components Inventory (JCI) • Over 400 questions • 5 main categories:
1. Tools and equipment used 2. Perceptual and physical requirements 3.
Mathematical requirements 4. Communication requirements 5. Decision making
and responsibility
• Good reliability
EVALUATION:
Although no job analysis method is always better than others, each is better
for certain purposes. For example, the Position Analysis Questionnaire (PAQ)
is an excellent method for compensation uses, and the Critical Incident
Technique (CIT) is an excellent method for performance appraisal
Survey research by Levine, Ash, and their colleagues found the following:
1) The PAQ is seen as the most standardized technique and the CIT the least
standardized.
2) The CIT takes the least amount of job analyst training and task analysis the
most.
3) The PAQ is the least costly method and the CIT the most.
4) The PAQ takes the least amount of time to complete and task analysis the
most.
5) Task analysis has the highest-quality results and TTA the lowest.
6) Task analysis reports are the longest and job-elements reports the shortest.
7) The CIT has been rated the most useful and the PAQ the least.
8) Task analysis gives the best overall job picture and the PAQ the worst.
Determining a Sex and Race Equity: pay audits should also be conducted to
ensure that employees are not paid differently on the basis of gender or race.
Conducting a Sex and Race Equity Study: Two types of statistical analyses are
typically used: hierarchical regression and Fisher’s exact tests.
The job analysis is the process of determining the work activities and requirements,
and the job description is the written result.
Which of the following sections in a job description can affect a person's perceptions
of the status and worth of a job? Job title
According to the author, the section of a job description which contains the
knowledge, skills, abilities, and other characteristics necessary to be successful on
the job is labelled job competencies; the section containing a list of tasks and
activities in which the worker is involved is labelled work activities.
Gertrude is writing job descriptions and can't decide whether she should include
"getting coffee for the boss" as a task. Her decision is related to the issue of: formal
vs. informal requirements
During the job analysis interview, the questions asked should be: open ended
Which of the following job analysis methods provides information about working
conditions? AET
An employee who enquires about his/her level of pay compared to other employees
within the same organization is addressing the issue of internal equity.
The job evaluation process determines the amount of money that a job is worth; this
amount is called direct compensation.
Recruitment: attracting people with the right qualifications (as determined in the job
analysis) to apply for the job.
• Internal Method: Recruiting employees already employed by the organisation
• External Method: Recruiting employees from outside the organisation
Recruitment Methods
Formal or Direct - Media Advertisements, Point of Purchase, Direct Mail,
Employment Agencies, University/College Recruiters, Computer Databases,
Special Events & Employee Referral Programs.
Informal or Indirect - Situation-wanted Ads, Direct Applicants & Employee
Referrals
Effective Recruitment
Effective recruitment methods should: • Get the attention of the public • Screen
unqualified applicants • Motivate qualified people to apply • be cost effective • be
timely
Evaluating Effectiveness (of Recruitment Strategies)
Evaluating recruitment effectiveness – points to consider:
1) Number of applicants each recruitment source yield.
2) Cost per applicant: Cost of the recruitment campaign: dividing the number of
applicants by the amount spent for each strategy.
3) Cost per qualified applicant
4) Time to fill position
5) Job performance
6) EEO/diversity impact
7) Employee retention rates.
Employee Selection Techniques:
Selection: Ensuring the best person for a specific job
Optimal Employee Selection Systems:
1) Are valid: Based on job analysis (content validity) - Predict work-related
behaviour (criterion validity).
2) Reduce the chance of a legal challenge: Face validity - Don’t invade
privacy or intentionally discriminate - Minimise adverse impact.
3) Are cost effective: Cost to develop/purchase, administer, and score.
Employment Interview
• Interviews vary on 3 main factors:
1. Structure: Structured vs. Unstructured - determined by the source of the
questions, the extent to which all applicants are asked the same questions, and
the structure of the system used to score the answers.
• Structured Interview: 1) Source of questions is a job analysis (job-related)
2) All applicants are asked the same questions 3) Standardised scoring to
evaluate each response. ADVANTAGES: Highly structured interviews are
more reliable and valid than those with less structure, from a legal
standpoint, structured interviews are viewed more favourably, structured
interviews result in substantially lower adverse impact than do unstructured
interviews
• Unstructured Interview • Does not require consistency in what is asked of
each applicant • No standardised scoring of responses - interviewers are
free to ask anything they want. DISADVANTAGES: Poor Intuitive Ability,
Lack of Job Relatedness, Primacy Effects, Contrast Effects, Negative-
Information Bias, Interviewer-Interviewee Similarity, Interviewee Appearance
& Nonverbal Cues.
2. Style: One-on-one, panel, group, or serial interviews
3. Medium: Face-to-face, telephone, or video-conference.
Structured Interview Goals
• Understand the Applicant: Clarify and confirm resume information • Obtain
new information
• Predict Job Performance: Ask questions focused on past behaviour • Ask
questions focused on knowledge and skills • Ask questions focused on future
behaviour.
• Predict Organisational Fit: Use several interviewers • Combine interview
impression with test scores
• Sell the Organisation to the Applicant • Provide information about the position
and the organization • Answer the applicant’s
Creating a Structured Interview
1. Conduct a thorough job analysis (and write a detailed job description)
2. Determine best way to measure each KSAO
3. Construct the interview questions
4. Create a scoring key for interview answers: Right/Wrong Approach, Typical-
Answer Approach & Key-Issues Approach.
5. Choose interviewers and panel member’s questions.
To perform well when being interviewed: you need to be on time, learn about the
company, dress neatly, and use appropriate nonverbal behaviour.
2. KNOWLEDGE
• Job Knowledge Test: A test that measures the amount of job-related
knowledge an applicant possesses - designed to measure how much a person
knows about a job.
• Standardised Tests for certain occupations (e.g., Lawyers) • highly specific for
particular jobs
• Excellent content, criterion, and face validity.
3. ABILITY: • Cognitive • Perceptual • Psychomotor • Physical
• Cognitive Ability – abilities involving the knowledge and use of information
such as math and grammar
• Cognitive Ability Test – measures the level of intelligence or amount of
knowledge of an applicant
• High validity (ρ = .51) Predicts training and job performance for all jobs
• The more complex the job, the better cognitive ability tests predict
performance.
• Cognitive ability is thought to predict work performance in two ways: by
allowing employees to quickly learn job-related knowledge and by processing
information resulting in better decision making.
• Disadvantage: high levels of adverse impact and often lack face validity.
Which of the following is NOT part of a highly structured interview? Use of intuition
Applicants attempting to be interviewed immediately after a poor applicant are
demonstrating their understanding of the: contrast effect
Interviews that contain only past-focused interview questions are also known as:
patterned behavior description interviews
How many paragraphs does the typical cover letter contain? Four
Which of the following is NOT true regarding the use of grade point average for
employee selection? GPA has low adverse impact
Conditional reasoning tests are difficult to fake and were developed to measure a
person's tendency to be aggressive.
The human resource manager at Robson Machinery is looking for a method to hire
employees that will predict future performance and have little adverse impact. Which of the
following would you most recommend? Integrity tests
Organisational Psychology has been described as "the science of _____". people at
work
I/O Psychology made its first major impact in: World war 1
I/O Psychology examines the factors that affect the people in an organisation, where
as business fields examine the broader aspects of running an organisation.
Which of the following research methods use previously collected company records?
Archival
The gathering, analysing, and structuring of information about a job's components,
characteristics, and requirements is a process called: Job analysis
What is the most important outcome of a Job Analysis? Job description
Which of the following sections of a job description can best provide the content for
an online job advertisement? Brief summary
A revised version of the Position Analysis Questionnaire which is used by a job
analyst rather than a job incumbent is the: Job Structure Profile
Determining the worth of a job defines: job evaluation
Help-wanted signs, job fairs, and direct mailings are all examples of: external
recruitment methods
Perhaps the best way to ensure that interviewers base their decisions on relevant
information is to: use a structured interview
Interview questions such as "Why did you leave your last job" and "What do you see
yourself doing five years from now" demonstrate which negative aspect of
unstructured interviews? lack of job relatedness
conditional reasoning tests are difficult to fake and were developed to measure a
person's tendency to be aggressive.
I/O psychology is best define as: The application of the methods, facts, and
principles of psychology to people at work
which subspecialty of I-O psychology deals with enhancing employee skills,
preparing employees for managerial positions, and helping employees work together
effectively? training and developments
walter dill scott is best known for his applications of psychology to advertising
which of the following tests was developed during world war 1 to assess illiterate
recruits? Army beta
which of the following is true of the Hawthorne study: productivity increased when
illumination decrease, Productivity decreased when illumination increase & Workers
were flatter by attention from the researchers
In a laboratory experiment, the variable that is manipulated by the experimenter is
called the ______variable: Independent
The variable that is expected to change as a result of the manipulation is call
the_________variable: dependent
in experimental research, the group of participants that is exposed to the
independent variable is call the _______: Experimental group
Group of participants that is not exposed to the independent variable is called
the_________: control group
In research on the correlation between applicant's interview performance and their
job performance 6 months later, job performance is a: criterion variable
In an experiment designed to test the effect of noise an employee performance,
noise is the Independent variable And the employee performance is
the___________ dependent variable
which of the following research methods uses previously collected company
records? archival
Job analysis includes collecting data describing all of the following except:each
employee's level of job performance
Job analysis includes collecting data describing all of the following: what is
accomplished on the job, technology used by the employees & the physical job
environment
which of the following is not a method for collecting job analysis in formation? job
evaluations
methods used for collecting job analysis information?direct observation, interviews &
structured questionnaires
job analysis can serve as a foundation for: selecting employees, training employees
& evaluating employees performance
a_______is the process of determining the work activities and requirements: job
analysis
and________is the written result: job description
the procedure used to determine the relative value or importance of jobs in the
organization is called: job evaluation
scott just received a job an accounting firm. Scott feels that the firm is paying him a
fair wage in comparison to what other employers are paying, a concept also known
as:external equity
the three types of interview are: unstructured, structure, and situational
an average applicant is rated highly immediately after a less desirable applicant. this
is an example of which of the following? contrast effect
which selection technique involves a simulated job situation in which candidates deal
with actual problems? assessment centers
in the situational interview, applicants are asked: how they would respond to a
hypothetical scenario
There are three major ways to determine whether a test is reliable. with the test-
retest method, several people each take the same test twice. reliability
the extent to which tests or test items sample the content that they are supposed to
measure refers most specifically to: content validity
Criterion- related validity refers to the extent to which a test score is related to some
measure of job performance:
concurrent validity involves testing current employees and correlating the results with
their job performance.
With a predictive validity design, the test is administered to a group of job applicants
who are going to be hired. The test scores are then compared to a future measure of
job performance.
if a police applicant is asked questions about her favorite hobbies and religious
beliefs, she may feel the test is not valid. In this case, her impression demonstrates
the importance of face validity.
The consistency or stability of a response on a psychological test is known as
reliability
The split-halves technique is away to determine the reliability by dividing the items of
a test into two groups and correlating the two sets of scores.
the most important test requirements is validity
a test that measure specific abilities is a aptitude test.
An organization has difficulty getting enough qualified applicants from its existing
employees to fill a vacant position. As a result, the organization seeks qualified
applicants from outside the organization. This best exemplifies: external recruitment
Which of the following factors would suggest emphasizing your strengths and
concealing your weaknesses in an interview? negative information bias
Which of the following arrival times will have the most dramatic effect on an interview
score? arrive 5 minutes late
Realistic job previews involve telling potential applicants the ____ a job with an
objective of increasing _____. truth about / tenure
Which of the following is NOT an advantage of employer-based websites for
recruitment? all three are advantages
Which of the following is NOT an important principle used in writing a resume?
relativity
What is the first step in constructing a structured interview? conducting a job analysis
The most effective realistic job previews (RJPs) are presented in a(n) ______ format:
multimedia
Based on the available research, which of the following recruitment strategies may
enhance employee moral and motivation? internal recruitment
Which of the following factors would suggest that making a favorable first impression
is important? primacy effects
Bastion Manufacturing plans to start a formal employee referral program in which
employees referring an applicant will get an incentive. According to research, which
of the following incentives would result in the most number of employee referrals?
the size of incentive doesn't matter
About what percent of external hires in large organizations were recruited through
print media? very few (2%)
"Suppose that an angry customer started yelling at you in front of other customers.
What would you do?" This type of interview question is an example of a: future-
focused (situational) question
Based on your text, newspaper advertisements typically ask the applicant to respond
in one of four ways. Which of the following is NOT one of the four ways? contact a
recruiter
"Can you work weekends" and "Can you work overtime without notice" are examples
of which type of interview question? disqualifier
The most commonly used method to select employees is: employee interviews
Which of the following will increase an applicant's attraction to an organization?
provide realistic information in the ad
A private company whose website lists job openings for thousands of organizations
and resumes for thousands of applicants is called: a job board
In recent years, a trend in help-wanted advertising is to use: creative, high energy
ads
A good example of a _______ interview question is "Your resume says that you
worked for the AMFAM Club, what is that?" clarifying
If a company has a high rate of promoting from within, which of the following may
result? stale work force devoid of many ideas
An employee moving from Engineer I to Engineer II within a company is an example
of a(n): career progression promotion
To help employ qualified veterans, ______ are required to post all job openings with
a state employment agency. federal contractors
Compared to employment agencies, executive search firms: charge higher fees
A good example of a ______ interview question is "If a customer started yelling at
you, how would you handle the situation?" future focused
An applicant who looks around the interviewer's office and pays close attention to
such items as pictures and plaques probably has a good understanding of the role
________ plays in their interview score.: interviewer-interviewee similarity
If you don't know the name of the person to whom you are sending your resume,
use: dear human resource director
Cover letters should never be longer than: 1 page
Which recruitment method is based on the same principles used to market products
to consumers? point-of-purchase methods
Your text identifies eight factors that contribute to the poor reliability and validity of
the interview process. Which of the following is NOT one of the eight factors? Halo
effect
If a group of employees brainstormed possible answers to an interview question,
they would most likely be using the ____ approach to scoring a structured interview.
typical answer
Which of the following factors seems to have the strongest relationship with scores
on a traditional interview? nonverbal cues
When applicants respond to a newspaper advertisement by calling, they should: all
three would be great advice
______ interviews involve several interviewers interviewing one applicant at the
same time: panel
_____ is the process of attracting people with the right qualifications to apply for the
job: recruitment
In a structured interview, if an applicant gets a point for each part of an answer that
taps a main point, she is being scored using the ____ approach: key issues
The majority of the evidence regarding physical attractiveness indicates that, in
general, _______ applicants have an advantage over _______ applicants: more
attractive / less attractive
Which of the following would NOT be good advice about writing a cover letter? use
officious words
When an organization does not want its phones tied up with applicants calling, which
of
the following advertisement types would it NOT use? respond by calling
Both McDonald's and the military often use ______ to recruit new employees:
television ads
How many paragraphs does the typical cover letter contain? four
The resume that most takes advantage of such principles as primacy, priming, and
short-term memory limits is the ______ resume: psychological
Direct mail recruiting works best for positions involving: specialized skills
Employment agencies charge the company or the applicant when the applicant takes
the job. The amount charged usually ranges from _______ of the applicant's first
year salary. 10% to 30%
Placing a help-wanted sign on a pizza box or a placemat is an example of: point-of-
purchase recruitment
To reduce the cost of campus recruiting, many large organizations are using: virtual
job fairs
Your text identifies eight factors that contribute to the poor reliability and validity of
the interview process. Which factor is related to why there is no relationship between
interview length and outcome? primacy effect
Which of the following is NOT a description of an effective resume? qualification are
embellished a little
Based on the information in your text, research suggests that the best day of the
week to schedule an interview is: there is not a best time
Which of the following assessment center techniques allows the applicant to
demonstrate such attributes as creativity, decision-making, and ability to work with
others
Cognitive ability tests are excellent predictors of employee performance, but
because they almost always result in ________, they should be used with caution.
b. adverse impact
__ selection tests are used in jobs where applicants are not expected to know how to
perform the job at the time of hire but learn related procedures once hired.
d. Ability
When personnel professionals are concerned with adverse impact or invasion of
privacy associated with a test, they are assessing the:
d. potential for legal problems.
Interviews that contain only past-focused interview questions are also known as:
patterned behavior description interviews
Direct mail recruiting works best for positions involving: specialized skills
Color discrimination, glare sensitivity, and speech recognition are examples of ____
abilities.
perceptual
Tests of _____ ability might contain measures of finger dexterity and manual
dexterity aptitudes.
psychomotor
Gandy and Dye (1989) believe that proper biodata items must:
be job related, have answers that are verifiable, and deal with events under a
person's control
Though work samples are excellent selection tools for several reasons, the main
reason for not using them is that they can be:
expensive to administer and construct
Which of the following is NOT a concern about using physical ability tests?
reliability
If an employer does not check an applicant's references and the applicant molests a
child after being hired, the employer could be charged with:
negligent hiring
Even though references are commonly used to screen and select employees, they
have not been successful in predicting future employee success. The average
uncorrected validity coefficient for the references and performance is: .18
_______ exercises allow the trainee to work with equipment and in an environment
like that found in the actual job.
simulation