Arbeits- & Organisationspsychologie at Universität Hamburg | Flashcards & Summaries

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Lernmaterialien für Arbeits- & Organisationspsychologie an der Universität Hamburg

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Job Diagnostic Survey (JDS)

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Job Diagnostic Survey (JDS) a questionnaire that measures core job characteristics

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Job Rotation 

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Job Rotation the systematic movement of workers from one type of task to another to alleviate boredom and monotony (as well as training workers on different tasks)

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Performance Criteria

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Performance Criteria measures used to determine successful and unsuccessful job performance

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Employee Training 

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Employee Training planned organizational efforts to help employees learn job-related knowledge, skills, and other characteristics

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Facet Approach

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Facet Approach views job satisfaction as made up of individual elements, or facets

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Organizational Commitment 

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Organizational Commitment a worker’s feelings and attitudes about the entire work organization

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Test Utility

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Test Utility the value of a screening test in determining important outcomes, such as dollars gained by the company through its use

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Snap Judgment

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Snap Judgment arriving at a premature, early overall evaluation of an applicant in a hiring interview

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Cognitive Ability Tests 

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Tests of cognitive ability range from tests of general intellectual ability to tests of specific cognitive skills.

Designed to measure the ability to learn simple jobs, to follow instructions, and to solve work-related problems and difficulties.

One criticism of using general intelligence tests for employee selection is that they measure cognitive abilities that are too general to be effective predictors of specific job-related cognitive skills. However, research indicates that such general tests are reasonably good predictors of job performance

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Individual Methods

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Individual Methods performance appraisal methods that evaluate an employee by himself or herself, without explicit reference to other workers

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Inputs

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Inputs elements that a worker invests in a job, such as experience and effort

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Work Overload

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Work Overload a common source of stress resulting when a job requires excessive speed, output, or concentration

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Q:

Job Diagnostic Survey (JDS)

A:

Job Diagnostic Survey (JDS) a questionnaire that measures core job characteristics

Q:

Job Rotation 

A:

Job Rotation the systematic movement of workers from one type of task to another to alleviate boredom and monotony (as well as training workers on different tasks)

Q:

Performance Criteria

A:

Performance Criteria measures used to determine successful and unsuccessful job performance

Q:

Employee Training 

A:

Employee Training planned organizational efforts to help employees learn job-related knowledge, skills, and other characteristics

Q:

Facet Approach

A:

Facet Approach views job satisfaction as made up of individual elements, or facets

Mehr Karteikarten anzeigen
Q:

Organizational Commitment 

A:

Organizational Commitment a worker’s feelings and attitudes about the entire work organization

Q:

Test Utility

A:

Test Utility the value of a screening test in determining important outcomes, such as dollars gained by the company through its use

Q:

Snap Judgment

A:

Snap Judgment arriving at a premature, early overall evaluation of an applicant in a hiring interview

Q:

Cognitive Ability Tests 

A:

Tests of cognitive ability range from tests of general intellectual ability to tests of specific cognitive skills.

Designed to measure the ability to learn simple jobs, to follow instructions, and to solve work-related problems and difficulties.

One criticism of using general intelligence tests for employee selection is that they measure cognitive abilities that are too general to be effective predictors of specific job-related cognitive skills. However, research indicates that such general tests are reasonably good predictors of job performance

Q:

Individual Methods

A:

Individual Methods performance appraisal methods that evaluate an employee by himself or herself, without explicit reference to other workers

Q:

Inputs

A:

Inputs elements that a worker invests in a job, such as experience and effort

Q:

Work Overload

A:

Work Overload a common source of stress resulting when a job requires excessive speed, output, or concentration

Arbeits- & Organisationspsychologie

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