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Class: INP 4004 - Industrial Organizational Psychology; Subject: Industrial & Applied Psych; University: University of North Florida; Term: Fall 2013;
Typology: Quizzes
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a set of predictors, or tests, that are used to make employee hiring decisions TERM 2
DEFINITION 2 the process of encouraging potentially qualified candidates to seek employment with a particular company TERM 3
DEFINITION 3 the agreement or match between an individual's KSAO's and values and the demands of a job and characteristics of an organization TERM 4
DEFINITION 4 the use of social media as part of background investigations used to make employee selection decisions TERM 5
DEFINITION 5 a statistical phenomenon reflecting the likelihood a given selection battery will demonstrate lower validity when employed with a different sample
a statistical approach used to demonstrate that test validities do not vary across situations TERM 7
DEFINITION 7 the belief that test validities are specific to particular situations TERM 8
DEFINITION 8 validity that is inferred based on the links between job components and KSA's TERM 9
DEFINITION 9 a noncompensatory model of employee selection in which "passing scores", or cutoffs, are set on each predictor TERM 10
DEFINITION 10 a rendition of the multiple cutoff approach in which the predictors are administered in a predetermined order and applicants are measured on the next predictor only if they scored above the cutoff on the previous predictor
the most accepted operationalization of discrimination, defined in the EEOC Guidelines as the 80% rule of thumb; a selection battery exhibits adverse impact against a group if the selection rate for that group is less than 80% of the selection rate for the group with the highest rate TERM 17
DEFINITION 17 a practice employed in many organizations to increase the number of minorities or protected class members in targeted jobs TERM 18
DEFINITION 18 cases involving employment procedures that apparently unintentionally discriminate against or unfairly affect a minority group TERM 19
DEFINITION 19 cases involving discrimination that results from intentional differential treatment or behavior TERM 20
DEFINITION 20 a characteristic such as one's gender, religion, or nationality that is required or necessary to effectively do the job
behaviors such as unwelcome sexual advances, requests, and other conduct of sexual nature, submission to or rejection of which affects one's job or creates offensive work environments TERM 22
DEFINITION 22 tasks that are significant and meaningful aspects of the job TERM 23
DEFINITION 23 changes or exceptions made by an employer that allow qualified disabled individuals to successfully do a job TERM 24
DEFINITION 24 an accommodation for the disabled that result in significant difficulty or expense given the employer's size and resources