Introduction to Nursing Practice 4203 (INP
4203) Exam 1 Questions and Answers Study
Guide
Personnel Psychology - ANSWER>>The field focused on applying psychological
measurement and methods to people-at-work decisions: hiring/selection,
training, performance management, promotions, retention/exit, and legal
fairness.
Work Analysis (Personnel Psych areas) - ANSWER>>Broad umbrella covering job
analysis + workforce planning: understanding work, workers, and work context so
you can design selection, training, and performance systems.
Job Analysis - ANSWER>>Systematic process to identify what a job requires and
what it involves: tasks/duties, responsibilities, work context, and the KSAOs
needed to perform it.
Performance Management - ANSWER>>Ongoing system for defining, measuring,
developing, and rewarding performance (goal-setting, feedback/coaching,
appraisals, and decisions like pay/promotion/termination).
Organizational Exit - ANSWER>>How and why employees leave (voluntary
turnover, involuntary termination, retirement) + managing offboarding,
replacement, and legal risk.
Selection Ratio - ANSWER>># hired ÷ # applicants. Lower selection ratio means
more applicants per opening (you can be more selective).
, Selection Ratio Example - ANSWER>>If 20 hired out of 400 applicants, SR = 20/400
= .05.
Psychological Contract - ANSWER>>Unwritten expectations between employee
and employer (e.g., loyalty ↔ job security/development). Violations reduce
trust/commitment and increase turnover intentions.
Psychological Contract Violation - ANSWER>>When employees believe the
organization failed to meet implied promises (e.g., "growth opportunities" but no
promotions/training).
Criterion - ANSWER>>Any measure used to represent job performance or some
valued outcome (e.g., supervisor ratings, sales, errors, turnover, training success).
Criterion Problem - ANSWER>>The fact that we can't directly observe "true job
performance," so our chosen criteria are imperfect and can be
deficient/contaminated.
Ultimate Criterion - ANSWER>>The true, complete job performance we want to
measure (the ideal "real effectiveness"), but can't capture perfectly.
Criterion Measure - ANSWER>>The actual observed measure used as the criterion
(e.g., ratings, productivity metrics).
Criterion Deficiency - ANSWER>>When the criterion measure misses important
parts of job performance (too narrow; leaves out key performance domains).
Criterion Contamination - ANSWER>>When the criterion measure includes
irrelevant factors or bias (noise, luck, rater bias, territory advantage).
Criterion Relevance - ANSWER>>How well the criterion measure captures the
ultimate criterion (high relevance = low deficiency and low contamination).
4203) Exam 1 Questions and Answers Study
Guide
Personnel Psychology - ANSWER>>The field focused on applying psychological
measurement and methods to people-at-work decisions: hiring/selection,
training, performance management, promotions, retention/exit, and legal
fairness.
Work Analysis (Personnel Psych areas) - ANSWER>>Broad umbrella covering job
analysis + workforce planning: understanding work, workers, and work context so
you can design selection, training, and performance systems.
Job Analysis - ANSWER>>Systematic process to identify what a job requires and
what it involves: tasks/duties, responsibilities, work context, and the KSAOs
needed to perform it.
Performance Management - ANSWER>>Ongoing system for defining, measuring,
developing, and rewarding performance (goal-setting, feedback/coaching,
appraisals, and decisions like pay/promotion/termination).
Organizational Exit - ANSWER>>How and why employees leave (voluntary
turnover, involuntary termination, retirement) + managing offboarding,
replacement, and legal risk.
Selection Ratio - ANSWER>># hired ÷ # applicants. Lower selection ratio means
more applicants per opening (you can be more selective).
, Selection Ratio Example - ANSWER>>If 20 hired out of 400 applicants, SR = 20/400
= .05.
Psychological Contract - ANSWER>>Unwritten expectations between employee
and employer (e.g., loyalty ↔ job security/development). Violations reduce
trust/commitment and increase turnover intentions.
Psychological Contract Violation - ANSWER>>When employees believe the
organization failed to meet implied promises (e.g., "growth opportunities" but no
promotions/training).
Criterion - ANSWER>>Any measure used to represent job performance or some
valued outcome (e.g., supervisor ratings, sales, errors, turnover, training success).
Criterion Problem - ANSWER>>The fact that we can't directly observe "true job
performance," so our chosen criteria are imperfect and can be
deficient/contaminated.
Ultimate Criterion - ANSWER>>The true, complete job performance we want to
measure (the ideal "real effectiveness"), but can't capture perfectly.
Criterion Measure - ANSWER>>The actual observed measure used as the criterion
(e.g., ratings, productivity metrics).
Criterion Deficiency - ANSWER>>When the criterion measure misses important
parts of job performance (too narrow; leaves out key performance domains).
Criterion Contamination - ANSWER>>When the criterion measure includes
irrelevant factors or bias (noise, luck, rater bias, territory advantage).
Criterion Relevance - ANSWER>>How well the criterion measure captures the
ultimate criterion (high relevance = low deficiency and low contamination).
