Exam Flashcards
What are the different Research Methods ?
Observation Case Study Questionnaire/Survey Experiments Quasi-Experiment
Benefits of observation?
Behaviour is captured in natural context
Used to generate hypotheses
Disadvantage of observation?
Takes a long time
Experimenter bias
Obtrusiveness
Frequency of behaviour occurring – mystery shoppers!
Benefits of a case study?
Detailed account of why particular event occurred
Helps to frame related research questions
Disadvantage of a case study?
Little generalizability – but this is not really why you would choose a case study
Benefits of a survey?
Can collect a large quantity of data
Often, chosen survey variables are based on
information from Focus Groups
What are the steps involved in conducting a survey?
1) Identify Variables (maybe from Focus Group)
2) Literature Search
3) Questionnaire Design and Pilot Test
4) Sampling
5) Data Collection
6) Data Analysis and Presentation
Disadvantage of a survey?
Accuracy of reporting
Representativeness of sample
Return rate
The four basic types of scales are:
Nominal Scale
Ordinal Scale
Interval Scale
Ratio Scale
Good test or measurement system should be:
- reliable
- valid
- objective
- standardized
Benefits of Experiments?
Provides more safety
Cause and effect relationships:
-Manipulate I.V. (e.g., leadership style)
-Measure D.V. (e.g., task performance)
-Random assignment
-Control extraneous variables (e.g., experience)
Disadvantage of an experiment?
time consuming
Benefits of a Quasi - Experiment?
Real-world research
Able to evaluate the impact of organizational interventions
Disadvantage of a Quasi - Experiment?
not randomized or unable to manipulate IV (e.g., gender)
Little control
A mean is ….
the average score
A median is ….
the middle score
A mode is ….
the most often occuring score
Organizational Psychologists Improve Organizational Functioning by:
Recruiting people that best fit the organization
Selecting the best people
Retaining the best people
Developing fair, legal, and efficient hiring procedures
Improving the skills of the people
Creating a diverse, qualified workforce
The selection process…
Measure applicants’ qualifications
Select the best applicant to hire
Evaluation of process
Application Blankes and Resumes (CVs) are:
Routinely used
Focuses on basic factual information:
Education, training, work history, skills, accomplishments, etc.
Used to screen out applicants who don’t meet minimum qualifications in terms of education, experience, etc.
Problems with Blanks and Resumes (CVs):
Lack of agreement what to look for
Possible discrimination
Need to cross validate
Not stable over time, need to update
Biodata Questionnaires are:
Questionnaire on applicant’s life experiences
Example questions:
Did you ever build a model airplane that flew?
When you were a child, did you collect stamps?
Do you ever repair mechanical things in your home?
Experience & Accomplishments Questionnaires are:
Questionnaire focuses on applicants job-related experiences & accomplishments
Structured Interviews are:
Standardized method of asking same job related questions of all applicants
Carefully planned and constructed based on job analysis
Responses are numerically evaluated
Detailed notes are taken
