IO Psychology Flashcards by Briar Rose

Is a branch of psychology that applies the principles of psychology to the workplace.

Industrial Organizational Psychology

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Study and practice in such areas as analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance.

Personnel Psychology

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Leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change and group processes within an organization.

Organizational Psychology

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Workplace design, human machine interaction and physical fatigue and stress

Human Factors/Ergonomics

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Outcome of this procedure may be a tool in checking employee motivation as proposed by John Stacy Adam.

Job Evaluation (monetary worth/salary)

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Our level of motivation and job satisfaction are related to how fairly we believe treated in comparison with others.

Equity Theory by
John Stacy Adam

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Personal elements that we put in our job (effort,time,energy)

Input

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Elements we receive from doing our jobs (pay, benefits, perquisites)

Output

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Rated as the most effective recruitment method, but consider only those referrals from successful employees.

Referral

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Realistic Job Preview Theory
Personality Similarity Theory
Socialization Theory
Differential Recruitment -Score Theory

Theories that support Referral System

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Example of an employee selection method that reduces the chance of adverse impact

Work Samples

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Work Samples

High in:
Content Validity
Criterion Validity
Face Validity
Low in:
Race Discrimination

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Having goals helps to increase performance of employees at work. But goals must be….
SMART

Specific
Measurable
Attainable
Relevant
Time- bound

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Using lectures to provide

Knowledge

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Using Case Studies to

Apply Knowledge

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Using Simulation Exercises to

Practice New Skills

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Practicing Interpersonal Skills through

Role Play

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Behavior Modelling for

Ideal Behavior

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Errors in Completing the Rating Form

✓Distribution Errors
- leniency
- strictness
- central tendency
✓ Halo Error
✓ Proximity Error- influene others
✓ Contrast Error
✓ Sampling Problems
- Recency/ Primacy
- Infrequent

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Rating forms

1-4 Even

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Two different jobs performing similar task/s

Synthetic Validity

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Taylor Russell Tables

Designed to estimate the percentage of future employees who will be successful on the job of an organization uses a particular test

Data needed:
✓Criterion V Coefficient
✓Selection Ratio
✓Base rate of current performance

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Lawshe Table

Designed to determine the probability of future success of a single applicant

Data needed:
✓ Validity Coefficient
✓ Base Rate
✓ Applicant’s test score

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Validity Generalization

Extent to which a test found valid for a job in one location is also valid for the same job in a different location

Ways to Evaluate Training Results

Content Validity Employee Reactions Employee Learning Application of Training Business Impact Return of Investment

Establishing the Methods of Usefulness of a Selection Device

Methods used: Taylor Russell Tables Proportion of Correct Decisions Lawshe Tables BCG Utility Formula

Brodgen Cronbach Gleser Utility Formula (BCG)

Estimates the amount of money an organization would save if it used the test to select employees Data needed: ✓ number of applicants hired per year ✓ average tenure ✓ test validity ✓ SD of performance ✓ Mean standardized predictor score

Looking for qualified applicants

Recruitment

Choosing who to hire from the pool of applicants

Selection

Effective employee selection Techniques Valid:

Content, Criterion, Construct

Effective employees Selection Technique Reduce Chance of Legal Challenge

Face Validity, x invasion of privacy, x adverse impact

EFFECTIVE EMPLOYEE SELECTION TECHNIQUES Cost Effective:

To purchase, administer, and score

Predicting Performance Using Personality, Interest, Character Common test Used:

Common test Used: HPI CPI MCMI PAI SII CRT

Hogan Personality Inventory (HPI)

"The Brightside of Personality" How People behave in their day-to-day life when they are at their best

California Psychological Inventory (CPI)

Reveals more on social communication and interpersonal relationship tendencies

Milon Clinical Mutliaxial Inventory (MCMI)

Identifies personality disorders With 10 Clinical Scales and 4 Correctional Scales

Personality Assessment Inventory (PAI)

Provide information relevant for clinical diagnosis, treatment planning and screening for psychopathology

Strong Interest Inventory (SII)

Provides insights into a person's career interests to facilitate career counseling or determining the appropriate career choice for an individual

Galatea Effect

Self love

Pygmalion/ Rosenthal Effect +

Positive beliefs of your supervisor Increase your self esteem

Golem Effect -

Negative beliefs of your supervisor Decreases your self esteem

Functional Job Analysis (FJA)

Rates the extent to which an incumbent is involved with functions in the categories of ✓Data (info and ideas) ✓ People (clients, customers, co-workers) ✓ Things (tools, equipment, machine)

Kurt Lewin

Leadership, group dynamics, job satisfaction Linked to the advent of Participative Management (PM) Authoritarian Participative Delegative

Authoritarian Leader

Direct and control all activities without meaningful participation by other members of the team.

Participative Leader

Encourage group members to participate, but retain the final say over the decision-making process.

Delegative Leader

Or laissez-faire leaders Give little or no guidance to group members

Expectancy

Effort Can I hit my targets if I work hard?

Instrumentality

Performance Will heating my targets lead to rewards?

Valence

Reward Do I find the rewards desirable?

Motivation

ExIxV Expectancy x Instrumentality x Valence

Making the Hiring Decision

•Unadjusted top-down Selection -Compensatory Approach •Rule of Three •Passing Score •Multiple cut-off •Multiple Hurdle •Banding

Banding

Involves statistical technique based on standard error of measurement (SEM) that allows similar test scores to be grouped How many parts do two applicants have to be before we say their test scores are significantly different?

Critical Incident Technique (CIT) Developed and first used by John Flanagan

This method involves creating a list of incidents of excellent and poor performance

Employees role and expectations unclear

Role Ambiguity

Job Evaluation

The process of determining the monetary worth of a job.

Internal Pay Equity External Pay Equity

Job Evaluation

Internal Pay Equity

Comparing jobs within an organization to ensure that the people in job worth the most money are paid accordingly

External Pay Equity

Comparing the job to external market

360 Degree Feedback

Feedback is obtained from multiple sources including supervisors, peers, subordinates.