Lecture 3 - why measurement

Question 1

Why do we need measurement in psychology?

Answer 1

We need a consensus on key constructs & definitions; we need objectivity; we must minimise subjective judgements.

Question 2

What are we measuring?

Answer 2

• We measure the ATTRIBUTES of people, objects, & events.

Question 3

What are these measurement rules?

Answer 3

• scaling: what scale will we use? (Cm, feet for height). How much of an attribute is present? (Low / high depression)
• classification; yes or no for sleeping patterns.

Question 4

What is the issue with measurement?

Answer 4

• desirability
• positivity
• recall bias

Question 5

When using statistical analysis, its possible that …

Answer 5

The statements made based on patterns of relationships can be untrue (its because of extraneous variables; longer studies can help with controlling for external factors; but it’s not always ideal because of time, resources, motivation).

Question 6

(2) Psychological assessments

Answer 6

• Items form a scale & represent an agreed internal mental construct

Question 7

These attributes measured should be related to the construct

Answer 7

Organisational commitment
- affective
- normative
- cognitive

Question 8

Example for items on the scale

Answer 8

• positive & negative affect schedule (PANAS)

Question 9

(3) Factor Analysis

Answer 9

To measure whether or not things are similar. If not similar, then we have an issue (the attribute is highly unrelated).

Question 10

Spearman’s Factor Analysis

Answer 10

A combinations of theory & statistics based on how similar the questions are

Question 11

Job satisfaction vs Organisational commitment

Answer 11

These two constructs are different and are analysed using two different sets of questions.

Question 12

What are the Latent Factor?

Answer 12

What are the Optimal factors?

Question 13

Intention to leave (related to Job Sat & Commit)

Answer 13

Job satisfaction (positive)
Intention to leave (negative)
* but both are still different areas - so measuring job satisfaction may not be the best construct to measure to see how many employees will remain in the organisation within a year).

Question 14

(4) Reliability

Answer 14

Refers to the consistency of a measure

Question 15

Types of reliability

Answer 15

• inter-rather reliability
• Test-retest reliability
• inter-method reliability
• internal consistency reliability

Question 16

Reliability of measurement requires at least 3 measures

Answer 16

Assignment:
- Job satisfaction / engagement
- Stress
- Burnout

Question 17

Polygraph

Answer 17

• measures physiological reactions (heart rate, sweat)
• people can lie, maintain their heart rate, & the machine won’t necessarily pick up on it (lack of control fo extraneous variables)
• so not exactly measuring what it proposes to measure (which is if the person is lying when responding to a question; not particularly valid or reliable form of measurement).

Question 18

(6) The Net Promoter Score (Reichheld)

Answer 18

• what is the NPS measuring? (Feelings, or behaviour?)
• unrealistic measure of behaviour (referring to the scale)

Question 19

NPS validity

Answer 19

• what is the standing behind a detractor & passive - shows a skewed measure because the range & scale does not align. Additionally, what does 0 mean for any behaviour. The NPS seems to generate responses in the extreme because of the vagueness of the scale rating).

Question 20

Other ways to strengthen NPS conclusions

Answer 20

• bring in some responders for a focus group to ask why they have this opinion.
• its useful for gaining some insights into the current levels of & satisfaction regarding customer service
• in survey design, its important to use a 1-5 , & 6-10 scale.
• you can change the question to get the answers that you want.

Question 21

(7) Interpretation & results of measurement

Answer 21

• examine current trends
• see patterns of relationships between variables (positive, negative)

Question 22

Independent variables: Role conflict, burnout, medication & IV incidents

Answer 22

• no account of extraneous variables (patients, ward organisation)
• missing mediation variable
• there should be a different order of variables

Question 23

How can we determine the causality?

Answer 23

• deductive reasoning/ logic/ argument
• test data using experimental methods (clinical trials)

Question 24

The Scientific Method

Answer 24

Follow this model
- observation
- theory
-predict
- evidence
* use theory to make a reasonable hypothesis.

Question 25

(5) Validity

Answer 25

The extent to which you measure actually measures the thing of interest. This requires a look at theory (OB scholars - leadership, engagement, commitment)

Question 26

Many different types of validity

Answer 26

• Face
• Criterion
• Content
• Construct

Question 27

Examples of dependent variables

Answer 27

• productivity
• work quality
• employee turnover
• employee absenteeism
• employee satisfaction/ engagement

Question 28

Measuring Job satisfaction

Answer 28

Assessment of worker satisfaction is not as easily measured as turnover or absenteeism because there are a wide range of elements in the work environment that needs to be considered.

Question 29

Job satisfaction & employee turnover & absenteeism might have a negative relationship

Answer 29

A negative relationship occurs when higher job satisfaction results in lower employee turnover & absenteeism.

Question 30

Job satisfaction & Organisational commitment

Answer 30

• makes sense for both constructs to have a positive relationship (which means a high (increase) in job satisfaction also has a higher org. Commitment)

Question 31

Internal validity

Answer 31

The extent to which extraneous or confounding variables are removed

Question 32

External validity

Answer 32

Whether research results obtained in one setting will apply to another setting

Question 33

Application: Research Design: Mixed Method Approach (use experimental/ laboratory & non-experimental/ field experiment methods)

Answer 33

• Observation - surveys/ interviews with team members & department in organisation.
• Theory (support your decision to use your chosen research design based on previous research on what your observation reveals about the causes of this conflict):
  > McGregogor’s Theory X & Y (understanding people’s motivations) (generalised helps with replicability);
• Theory X managers believe their employees dislike work & only work for a paycheck, & will likely use an authoritarian style of management.
• Theory Y managers believe employees like to work & want to make decision with less supervision, & managers will use a decentralised, participative management style.
• Predict; with the theory we build a hypothesis! & your research design helps you collect data to decide whether your hypothesis is true or untrue.
• Evidence: Conclude with the best evidence you have gathered (refer to evidence-based practice; aggregate the best evidence; recognise flaws/ limitations of your research study).