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io psych > exam 1 study guide > Flashcards

exam 1 study guide Flashcards

1
Q

major areas of trends that have characterized io psych over time

A

application of psych principles to work and the workplace; talent assessment; change management; talent management; human capital consultant; org development consultant; people analytics/employee experience/inclusion and diversity; principal data scientist; test development; people science; etc

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2
Q

training trends that have characterized io psych over time

A

must have a masters or dr degree to be considered an io psychologist; intense coursework, research, masters thesis, comprehensive exams to qualify, dissertation

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3
Q

central tenets that have characterized io psych over time

A

keeping workers engaged, happy, productive, and healthy; SCIENTIST-PRACTITIONER MODEL

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4
Q

what are industrial psych topics

A

using psych principles to GUIDE HUMAN RESOURCE PROCEDURES; job analysis, selection, training, performance appraisal

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5
Q

what are org psych topics

A

HUMAN SIDE; motivation, leadership, teams, satisfaction, work/life balance

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6
Q

training approach/model of io psych

A

SCIENTIST-PRACTITIONER MODEL = training as a researcher and a practitioner at the same time; must be able to do research AND understand applicability

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7
Q

influence of WWI on io

A

discovered that psychologists can help with a lot of things in the workplace (mostly industrial at the time)

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8
Q

influence of WWII on io

A

IO assisted in selection of enlistees: use of biographical data in selection

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9
Q

taylorism and influence

A

father of scientific management; PROPOSED THAT ‘BEST MAN’ SHOULD BE MANAGER, not just friend or relative; led to increases in financial incentives

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10
Q

Lillian Gilbreth and Frank and influence

A

Lillian Gilbreth = first person to receive dr degree in IO; used motion pictures to conduct time and motion studies aimed at understanding the most efficient ways to do work

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11
Q

hawthorne studies

A

studies that found that people changed their behaviors when they knew they were being observed–meaning this must be controlled during studies

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12
Q

influence of human relations movement

A

effects of worker’s feelings and attitudes on performance; wanted to see how environmental factors impacted productivity and performance

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13
Q

influence of civil rights act of 1964 and title VII

A

focused on FAIRNESS OF HIRING PRACTICES; protecting (un)intentional discrimination; challenged orgs to develop and implement fair and legally defensible selection procedures

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14
Q

influence of societal movements on io

A

HIGH TECH = hr procedures changed to utilizing internet; HUMANITARIAN WORK = improving welfare of people in low-income areas; OCCUPATIONAL HEALTH = health, wellbeing, and safety

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15
Q

basic steps in research process

A
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16
Q

IV

A

something that can be manipulated by research to see what outcomes it creates (antecedant/predictor)

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17
Q

DV

A

depends on other factors and doesn’t change itself (consequence, outcome, criterion variable)

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18
Q

deductive approaches

A

start with a strong set of theory and then set out to test hypotheses based on the theory

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19
Q

inductive approaches

A

start with observing a phenomenon and then develop a theory to explain it

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20
Q

requirements for demonstrating causality

A

must be a true experiment; use temporal ordering to help; utilize multiple sources of data; using a series of daily surveys

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21
Q

typical research designs/methods in io psych studies

A

field experiments and lab experiments; surveys; observation; analyzing archives of data

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22
Q

true experiment: char, str, weak

A
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23
Q

quasi: char, str, weak

A

‘almost’ true designs, one element is ‘off’, making it not a fully true experiment

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24
Q

non-exp: char, str, weak

A

no manipulation and no random assignment, basically just observing people and recording

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25
Q

reliability

A

DEPENDABILITY OF A MEASURE, or its consistency in measurement; as this goes up, error and variance go down

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26
Q

test-retest

A

test is given at two or more different times to same group of people to see how scores change over time; high reliability and consistent = similar answers; low reliability and inconsistent for different answers

27
Q

parallel forms

A

where two forms of a test are given to the same group at the same time to test if those tests can be considered ‘equal’; want to yield equitably the same results

28
Q

internal consistency

A

somewhat about relevance or appropriateness and inconsistency; focused on relationship between many questions on tests but don’t care about actual content

29
Q

interrater reliability

A

where ratings of one rater are correlated with the rating of another rater; receiving consistent ‘scores’ even from completely different scorers (people)

30
Q

validity

A

the extent to which the measure is actually measuring what is wants to

31
Q

content validity

A

a process demonstrating a measure was developed in a way that sampled the domain of interest

32
Q

face validity

A

how suitable content from a test seems ON THE SURFACE; measure has EMPIRICAL relationship with an outcome

33
Q

criterion-related validity

A

involves the empirical demonstration that the test predicts a criterion or outcome that you care about

34
Q

validity coefficient

A

the coefficient calculated between the test and the criterion, commonly a correlation between the two variables

35
Q

construct validity

A

accumulation of evidence that the measure is measuring what it is supposed to be; CONVERGENT = measures what it should; DIVERGENT = does not have relationship with things it should not

36
Q

descriptive stats

A

summarize, organize, describe data; measures of central tendency (median) and variability

37
Q

inferential stats

A

aid in testing hypothesis and making inferences from sample data to larger sample/pop

38
Q

formats of personnel selection

A

paper/pencil tests, online tests, protored/unproctored, individual/group administered, POWER TESTS (move at own pace and looking at responses), SPEED TESTS

39
Q

cognitive ability tests

A

measure applicant’s general cognitive ability or specific cog ability; BEST WAY TO PREDICT PERFORMANCE–larger adverse impact

40
Q

non-cognitive

A

personality tests to look at individual differences that are not cognitive

41
Q

general mental ability

A

overall factor of intelligence as suggested by the positive correlations among specific intellectual ability dimensions; BEST PREDICTOR ACROSS ALLL ASSESSMENTS; reasonably good utility

42
Q

wonderlic personnel

A

50-item test administered in 12 minutes; assumes most won’t finish; arranged in order of difficulty; primarily measured verbal comprehension

43
Q

psychomotor tests

A

assess precision, coordination, control, dexterity, and reaction time for candidates

44
Q

validity of personnel selection options

A

accurateness of inferences made based on tests or performance data

45
Q

utility of personnel selection options

A

dollar value of using a selection procedure

46
Q

adverse impacts of personnel selection options

A

unintended discrimination against people from specific group;

47
Q

selection methods: def, types, pros, cons, ex

A
48
Q

personality tests

A

tests relatively stable set of characteristics that influence an individual’s behaviors, feelings, thoughts, etc; low adverse impact

49
Q

O-ocean

A

OPENNESS TO EXPERIENCE = interest in learning and culture

50
Q

C-ocean

A

CONSCIENTIOUSNESS = achievement-oriented, detail-ori, dependable (MOST IMPORTANT TO EMPLOYERS)

51
Q

E-ocean

A

EXTRAVERSION = sociable, assertive, friendly

52
Q

A-ocean

A

AGREEABLENESS = being compliant, kind, and sympathetic to others

53
Q

N-ocean

A

NEUROTICISM = anxious or easily upset

54
Q

integrity tests: pros, cons, issues, concerns

A

finding if people are honest, reliable, and dependable; OVERT = directly asking about behaviors; COVERT = indirectly asking about trends that may assume behaviors

55
Q

interviews: pros, cons, issues, concerns

A

structured or unstructured; SITUATIONAL Q = hypothetical and asking what one would do; BEHAVIORAL = asking to describe a moment in the past

56
Q

work samples: pros, cons, issues, concerns

A

assessing how well an applicant does the actual job; clear content validity, high psychological and physical fidelity; time consuming to eval, can be expensive

57
Q

SJTs: pros, cons, issues, concerns

A

situational judgement tests; place ob applicant into work-related situation and ask what they believe to be the right move; can be given feedback based on response

58
Q

faking and legal issues and their adverse impact

A

concern with privacy: credit history, increased use of tech and AI, looking at applicants’ social media profiles to help make choices

59
Q

assessment centers

A

work samples for managers; INBOX/BASKET = prioritizing emails and messages; ROLE PLAY = play out situations that may happen; LEADERLESS GROUP DISCUSSION = evaluating teamwork and leadership

60
Q

biodata (short for biographical data)

A

systematic approaches to collecting data by asking questions with low face value of their actual input (what sports did you play in high school?); trying to understand things like gender, age, etc

61
Q

personal history measures

A
62
Q

resume, training, experience issues, reference check

A
63
Q

physical ability test

A

assess dimensions like endurance and explosive strength for physically demanding jobs

io psych (1 decks)

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