Jurgensen's Job Quiz

Question 1

Jurgensen’s Job preference Study does what - What was measured in this study?

Answer 1

ranked importance of 10 factors that make a job good or bad - type of work, benefits, pay, security

Question 2

Jurgensen’s Job preference Study-
- How many participants were included in the study

Answer 2

57,000

Question 3

Jurgensen’s Job preference Study-
- Over what time period did the study run for?

Answer 3

30 year period

Question 4

Jurgensen’s Job preference Study-
- What is the name of a study which runs over a long period of time using different/a wide variety of participants?

Answer 4

Longitudinal study

Question 5

Jurgensen’s Job preference Study -
- How was this measured

Answer 5

A questionaire ranking 10 factors - select group of people looking at job applications, deciding ‘good or bad’ job

Question 6

Jurgensen’s Job preference Study-
- What was the key finding from this study?

Answer 6

Data revealled an importance of benefits, pay and type of work, and a decrease in importance of advancement and security.

Question 7

What is the definition of reliability in psychology?

Answer 7

the consistency of the findings or results of a psychology research study

If findings or results remain the same or similar over multiple attempts, a researcher often considers it reliable.

Question 8

Reliability strengths and weaknesses in Jurgensen’s Job preference Study-

Answer 8

weakness - low realiability in its longitude study format - because not getting the same person’s data/values and looking at multiple generations so data may not be consistent.

Question 9

What is the definition of validity in psychology?

Answer 9

assumes that the test in question measures precisely what it aims to measure, meaning the data collected is accurate and represents some truth compared to others outside of the study. If it does, then the test is valid.

relevant and accurate

Question 10

Validity strengths and weaknesses in Jurgensen’s Job preference Study-

Answer 10

Strength: external validity is high because of its extraneous variables–having a wide range of genders, ages, occupations.

Study talks about strengths and weaknesses, makes assumptions

Question 11

Jurgensen’s Job preference Study-
discuss SHE concept of Development and Application

This study explores the work conditions that both men and women value. Discuss how the sociocultural findings from this study could impact the way that Organisational Psychologists advise employers about designing work conditions/writing contracts for employees.

Answer 11

In the context of the SHE concept of the Development and Application - Sociocultural factors/findings can be applied to enhance organisational effectiveness in the design of work conditions and the writing of contracts that cater to diverse preferences. Sociocultural insights improve diversity and inclusion—challenging stereotypes and promoting more inclusive workplaces. Organizational psychologists can advise employers to create environments that enhance satisfaction and productivity for all employees.

Question 12

Jurgensen’s Job preference Study-
discuss SHE concept of Communication and Collaboration

This study, and more broadly Organisational Psychology, relies upon the review and verification of results. This study used a self-rating scale which asked participants to reflect upon working conditions that they valued and then that they perceived other people to value. Discuss the benefits of using this self-reporting scale.

Answer 12

This method supports the SHE Key Concept of Communication by capturing participants’ subjective opinions and perceptions directly. Benefits of the self-reporting scale include insights into individual preferences, comparative analysis of perceived norms, and efficient data collection across diverse populations. Overall, the study’s approach enhances understanding of job preferences and fosters collaborative data collection in organizational psychology.