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Exam 4: Measuring Work Performance

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Question 31

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Of the following, which is NOT a subjective criterion measure:

A) customer satisfaction
B) sales revenue
C) supervisor ratings
D) coworker ratings

E) A) and B)
F) A) and C)

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Question 32

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What are problems with using tardiness as a performance measure?

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Question 33

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Adaptive performance includes all of the following behaviors EXCEPT:

Criterion deficiency is when an actual criterion measure includes something that it should not (e.g., bias), leading to error.

The idea that an individual's job performance changes over time (even within the same day) is referred to as _____.

Behaviors that support the social environment in the workplace are called _____.

An employee comes to work sick, perhaps because they believe their boss expects it. This is referred to as _____.

What is shrinkage and why are measures of shrinkage used for in performance measurement?

The degree to which organizational materials, inventory, or supplies disappear is called _____.

A group of I-O psychology experts concludes that they are unable to capture the entirety of what goes into being a good employee. This is an example of _____.

What are two characteristics of good actual criterion measures?

Which of the following is true of absenteeism as a performance criterion?

Multiple criteria involves treating each criterion measure separately in an analysis.

Given the respective challenges associated with both subjective and objective measures of performance, what should an organization do to measure performance?

The actual criterion is an abstract idea of the "essence" of a job and cannot be measured directly.

When choosing multiple actual criterion measures that are intended to overlap with the same conceptual criterion, what is an important consideration?

The difficulty of capturing the conceptual criterion with the actual criterion measures is called _____.

Provide an example of a situation (real or hypothetical) in which it would be preferable to use a multiple-criteria approach (as opposed to a composite-criteria approach).

Differentiate task performance from contextual performance.