Career And Organisational

Question 1

Organisational psychology (I/O) is…

Answer 1

The application of psychological principles and research methods to improve the functioning and human benefits of businesses and organisations

Includes work environment, job performance, health and well-being, job satisfaction and safety

Question 2

I/O aims to

Answer 2

1- improve productivity/performance
2- support work/life balance and work styles
3- reduce stress and burnout risk
4- support career paths and development
5- recruit, place and retain the best people
6- improve strengths
7- foster a flourishing workforce

Question 3

Areas of I/O

Answer 3

Job analyst
Personal recruitment
Performance appraisal
Individual assessment
Occupational health
Quality assurance
Modernisation
Organisational culture

Question 4

Psych testing in organisations

Answer 4

Career decision making

Recruitment and selection

Question 5

Types of recruitment psych testing

Answer 5

Person-job fit- compatibility between persons needs and supplies that job provides (what person needs and job can give)

Person-organisation fit- compatibility between jobs demands and persons ability to meet demands

Question 6

The scientific method in recruitment psych testing is used to…

Answer 6

• Measure a persons KSAOs (knowledge, skills, abilities)
• determine persons suitability for job or task
• Foster assertive and effective communication
• understand individual differences, strengths and potential talents

Question 7

What tests are used in recruitment psych testing

Answer 7

• Personality and interest tests
• aptitude and ability tests
• structured interviews

Question 8

Recruitment psych testing key evaluation criteria

Answer 8

1-objectivity: free of subjective judgement
2-reliabity: consistent results
3-validity: measures whatit intends to
4-norm; standardised score comparison
5-practicability: eg length and level of ability

Question 9

Steps of recruitment psych testing

Answer 9

1- biographical data, cognitive ability, personality, character, interests
2- rating scales, inventories, projective techniques, behavioural scales
3- aptitude and ability tests, interests (personality) tests, structured interviews

Question 10

Cognitive ability and aptitude tests

Answer 10

Measures cognitive abilities (math) under time pressure in standardised conditions and compare to representative sample
Measure aptitude relevant to job so good predictor of job performance (best for jobs that require specific cognitive skills)
Measures what someone’s already learnt (achievement)
50% companies use

Question 11

Examples of cognitive skills measured

Answer 11

Memory
Processing
Logic and reasoning
Mobility
Perception
Attention

Question 12

Example cognitive and aptitude tests

Answer 12

Wanderlic personnel test (WTP-R)
Otis-lennon mental ability test
General aptitude test battery (GATB)
Employee aptitude survey (EAS)
Mental mechanical ability test
Clerical ability test
Physical ability test

Question 13

Advantages of cog and aptitude tests

Answer 13

• No observer bias
• quantitative and objective
• indirect measure of intelligence/mental ability
• efficient and useful across all jobs
• more complex job= higher validity
• high criterion related validity
• good job performance and training predictor
• administered via paper or online

Question 14

Disadvantages of cog and aptitude tests

Answer 14

• Adverse impact (employment practices that seem neutral but are discrmitory) eg age/gender
• may predict short not long term performance
• measures can do not will do
• not good measure of ability to plan or carry out specific task
• high administration cost

Question 15

Personality tests are helpful how

Answer 15

Personality traits have been identified as effective predictors of job performance.
Conciencsiouness is most useful predictor
Aid in staff selection

Question 16

Most suitable personality and interest tests

Answer 16

Hogan personnel selection series
BFI
DiSC personality types
Occupational personality questionnaire
16 personality factors

Question 17

BFI

Answer 17

Moderate validity for selection with measures of job performance
High e= sales success
High C and O = success in job training
Low A, C and low adjustment = more likely to be counterproductive (abuse sick leave)

Question 18

Hogan Personality inventory

Answer 18

206 item measure
7 primary scales measure positive personality traits
6 occupational scales predict specific role performance (service orientation, stress tolerance, reliability, clerical, sales, managerial potential)
Validated by over 200 occupations
Commonly administered online

Question 19

DiSC assessment

Answer 19

4 specific traits
1- dominance: direct, strong willed
2- influence: sociable, talkative, lively
3- steadiness: gentle, accomodating, soft-hearted
4- conscientoustress: private, analytical, logic
Good-to-excellent internal consistency (average .87 reliability)

Easy administration and concise results for hiring, training and resolving interpersonal conflict

Question 20

Occupational personality questionnaire

Answer 20

32 dimensions to determine preferred work style behaviour

3 domains: relationships with people, thinking styles, feelings and emotions

Question 21

16 personality factor questionnaire

Answer 21

Predict behaviour in contexts
185 MCQ
Scores can be interpreted using different systems

Question 22

Advantages of personality tests

Answer 22

1- identify personalities that fit team and work effectively
2- identify those who adapt easily
3- identify dark personality traits that hinder work culture and safety
4- high potential identification, leadership potential, promotions

Question 23

Disadvantages of personality tests

Answer 23

• Not all are scientifically sound or applicable to work settings
• shouldn’t be standalone recruitment selection
• time consuming
• not every job profile requires similar traits
• could cause lack of diversity
• high admistrasive cost (interpretation,analysis)

Question 24

Integrity tests

Answer 24

Assesses honesty, dependability, trustworthiness, reliability, pro-social behaviour

Overt integrity test ask about dangerous and counterproductive behaviours

Covert integrity test is personality type test drawing conclusions about likely integrity issues

Question 25

Situational judgement tests

Answer 25

Scenarios with several likely response options

All options might be viable but some more effective

Question 26

Work sample tests

Answer 26

Measures performance on technically orientated tasks eg-operating equipment, troubleshooting
Observed by trained assessor while completing simulated work situation
Best for jobs needing specific knowledge day 1 not for entry level jobs

Question 27

Job knowledge tests

Answer 27

Measures critical and technical knowledge areas
Not to predict aptitude
Problem solving task or case study related to job

Question 28

Direct measures of work performance

Answer 28

Work samples
Management assessment centres
Video based situational testing
Miniature job training and evaluation