exam 1 study guide Flashcards
major areas of trends that have characterized io psych over time
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
training trends that have characterized io psych over time
must have a masters or dr degree to be considered an io psychologist; intense coursework, research, masters thesis, comprehensive exams to qualify, dissertation
central tenets that have characterized io psych over time
keeping workers engaged, happy, productive, and healthy; SCIENTIST-PRACTITIONER MODEL
what are industrial psych topics
using psych principles to GUIDE HUMAN RESOURCE PROCEDURES; job analysis, selection, training, performance appraisal
what are org psych topics
HUMAN SIDE; motivation, leadership, teams, satisfaction, work/life balance
training approach/model of io psych
SCIENTIST-PRACTITIONER MODEL = training as a researcher and a practitioner at the same time; must be able to do research AND understand applicability
influence of WWI on io
discovered that psychologists can help with a lot of things in the workplace (mostly industrial at the time)
influence of WWII on io
IO assisted in selection of enlistees: use of biographical data in selection
taylorism and influence
father of scientific management; PROPOSED THAT ‘BEST MAN’ SHOULD BE MANAGER, not just friend or relative; led to increases in financial incentives
Lillian Gilbreth and Frank and influence
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
hawthorne studies
studies that found that people changed their behaviors when they knew they were being observed–meaning this must be controlled during studies
influence of human relations movement
effects of worker’s feelings and attitudes on performance; wanted to see how environmental factors impacted productivity and performance
influence of civil rights act of 1964 and title VII
focused on FAIRNESS OF HIRING PRACTICES; protecting (un)intentional discrimination; challenged orgs to develop and implement fair and legally defensible selection procedures
influence of societal movements on io
HIGH TECH = hr procedures changed to utilizing internet; HUMANITARIAN WORK = improving welfare of people in low-income areas; OCCUPATIONAL HEALTH = health, wellbeing, and safety
basic steps in research process
IV
something that can be manipulated by research to see what outcomes it creates (antecedant/predictor)
DV
depends on other factors and doesn’t change itself (consequence, outcome, criterion variable)
deductive approaches
start with a strong set of theory and then set out to test hypotheses based on the theory
inductive approaches
start with observing a phenomenon and then develop a theory to explain it
requirements for demonstrating causality
must be a true experiment; use temporal ordering to help; utilize multiple sources of data; using a series of daily surveys
typical research designs/methods in io psych studies
field experiments and lab experiments; surveys; observation; analyzing archives of data
true experiment: char, str, weak
quasi: char, str, weak
‘almost’ true designs, one element is ‘off’, making it not a fully true experiment
non-exp: char, str, weak
no manipulation and no random assignment, basically just observing people and recording
reliability
DEPENDABILITY OF A MEASURE, or its consistency in measurement; as this goes up, error and variance go down
test-retest
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
parallel forms
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
internal consistency
somewhat about relevance or appropriateness and inconsistency; focused on relationship between many questions on tests but don’t care about actual content
interrater reliability
where ratings of one rater are correlated with the rating of another rater; receiving consistent ‘scores’ even from completely different scorers (people)
validity
the extent to which the measure is actually measuring what is wants to
content validity
a process demonstrating a measure was developed in a way that sampled the domain of interest
face validity
how suitable content from a test seems ON THE SURFACE; measure has EMPIRICAL relationship with an outcome
criterion-related validity
involves the empirical demonstration that the test predicts a criterion or outcome that you care about
validity coefficient
the coefficient calculated between the test and the criterion, commonly a correlation between the two variables
construct validity
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
descriptive stats
summarize, organize, describe data; measures of central tendency (median) and variability
inferential stats
aid in testing hypothesis and making inferences from sample data to larger sample/pop
formats of personnel selection
paper/pencil tests, online tests, protored/unproctored, individual/group administered, POWER TESTS (move at own pace and looking at responses), SPEED TESTS
cognitive ability tests
measure applicant’s general cognitive ability or specific cog ability; BEST WAY TO PREDICT PERFORMANCE–larger adverse impact
non-cognitive
personality tests to look at individual differences that are not cognitive
general mental ability
overall factor of intelligence as suggested by the positive correlations among specific intellectual ability dimensions; BEST PREDICTOR ACROSS ALLL ASSESSMENTS; reasonably good utility
wonderlic personnel
50-item test administered in 12 minutes; assumes most won’t finish; arranged in order of difficulty; primarily measured verbal comprehension
psychomotor tests
assess precision, coordination, control, dexterity, and reaction time for candidates
validity of personnel selection options
accurateness of inferences made based on tests or performance data
utility of personnel selection options
dollar value of using a selection procedure
adverse impacts of personnel selection options
unintended discrimination against people from specific group;
selection methods: def, types, pros, cons, ex
personality tests
tests relatively stable set of characteristics that influence an individual’s behaviors, feelings, thoughts, etc; low adverse impact
O-ocean
OPENNESS TO EXPERIENCE = interest in learning and culture
C-ocean
CONSCIENTIOUSNESS = achievement-oriented, detail-ori, dependable (MOST IMPORTANT TO EMPLOYERS)
E-ocean
EXTRAVERSION = sociable, assertive, friendly
A-ocean
AGREEABLENESS = being compliant, kind, and sympathetic to others
N-ocean
NEUROTICISM = anxious or easily upset
integrity tests: pros, cons, issues, concerns
finding if people are honest, reliable, and dependable; OVERT = directly asking about behaviors; COVERT = indirectly asking about trends that may assume behaviors
interviews: pros, cons, issues, concerns
structured or unstructured; SITUATIONAL Q = hypothetical and asking what one would do; BEHAVIORAL = asking to describe a moment in the past
work samples: pros, cons, issues, concerns
assessing how well an applicant does the actual job; clear content validity, high psychological and physical fidelity; time consuming to eval, can be expensive
SJTs: pros, cons, issues, concerns
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
faking and legal issues and their adverse impact
concern with privacy: credit history, increased use of tech and AI, looking at applicants’ social media profiles to help make choices
assessment centers
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
biodata (short for biographical data)
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
personal history measures
resume, training, experience issues, reference check
physical ability test
assess dimensions like endurance and explosive strength for physically demanding jobs
