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io psych > exam 1 study guide > Flashcards

exam 1 study guide Flashcards

(63 cards)

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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
reliability
DEPENDABILITY OF A MEASURE, or its consistency in measurement; as this goes up, error and variance go down
26
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
27
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
28
internal consistency
somewhat about relevance or appropriateness and inconsistency; focused on relationship between many questions on tests but don't care about actual content
29
interrater reliability
where ratings of one rater are correlated with the rating of another rater; receiving consistent 'scores' even from completely different scorers (people)
30
validity
the extent to which the measure is actually measuring what is wants to
31
content validity
a process demonstrating a measure was developed in a way that sampled the domain of interest
32
face validity
how suitable content from a test seems ON THE SURFACE; measure has EMPIRICAL relationship with an outcome
33
criterion-related validity
involves the empirical demonstration that the test predicts a criterion or outcome that you care about
34
validity coefficient
the coefficient calculated between the test and the criterion, commonly a correlation between the two variables
35
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
36
descriptive stats
summarize, organize, describe data; measures of central tendency (median) and variability
37
inferential stats
aid in testing hypothesis and making inferences from sample data to larger sample/pop
38
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
39
cognitive ability tests
measure applicant's general cognitive ability or specific cog ability; BEST WAY TO PREDICT PERFORMANCE--larger adverse impact
40
non-cognitive
personality tests to look at individual differences that are not cognitive
41
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
42
wonderlic personnel
50-item test administered in 12 minutes; assumes most won't finish; arranged in order of difficulty; primarily measured verbal comprehension
43
psychomotor tests
assess precision, coordination, control, dexterity, and reaction time for candidates
44
validity of personnel selection options
accurateness of inferences made based on tests or performance data
45
utility of personnel selection options
dollar value of using a selection procedure
46
adverse impacts of personnel selection options
unintended discrimination against people from specific group;
47
selection methods: def, types, pros, cons, ex
48
personality tests
tests relatively stable set of characteristics that influence an individual's behaviors, feelings, thoughts, etc; low adverse impact
49
O-ocean
OPENNESS TO EXPERIENCE = interest in learning and culture
50
C-ocean
CONSCIENTIOUSNESS = achievement-oriented, detail-ori, dependable (MOST IMPORTANT TO EMPLOYERS)
51
E-ocean
EXTRAVERSION = sociable, assertive, friendly
52
A-ocean
AGREEABLENESS = being compliant, kind, and sympathetic to others
53
N-ocean
NEUROTICISM = anxious or easily upset
54
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
55
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
56
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
57
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
58
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
59
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
60
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
61
personal history measures
62
resume, training, experience issues, reference check
63
physical ability test
assess dimensions like endurance and explosive strength for physically demanding jobs

io psych (1 decks)

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