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Psychometrics > Quiz 10 (Vocational) > Flashcards

Quiz 10 (Vocational) Flashcards

1
Q

What is the consensus model of vocational interests?

on par with personality consensus model (Big 5)

A

Holland’s RIASEC.

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2
Q

Are interests fairly stable or variable over time?

A

Stable.

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3
Q

What kind of general factor is present in regards to interests in topics?

A

Some people have more interests than others, and those who do acquire broader knowledge.

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4
Q

How is the RIASEC organized?

A

6 clusters

Those adjacent are more likely to co-occur.

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5
Q

What is Holland’s congruence hypothesis?

A

Those employed in careers congruent with their interests are more satisfied with their job and perform better at work.

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6
Q

interest measure (definition)

A

An instrument designed to evaluate testtakers’ likes, dislikes, etc. for the purpose of comparison with groups of members of various occupations and professions.

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7
Q

Strong Interest Inventory (SII)

How was it made?

What system?

A

1) select items that could distinguish interests
2) give the test to people of different occupations
3) get rid of items that had no discriminative ability and sort those that are of interest by occupation
4) make final version that compares scores with people of different occupations.

A 5-point continuum from strongly like to strongly dislike

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8
Q

What’s the longest history interest measure that is talked about in the book called?

A

Strong Interest Inventory (SII)

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9
Q

The O*NET is based on which model?

A

Holland’s RIASEC model

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10
Q

O*NET Work Importance Locator (what is it?)

A

A sorting procedure to rank aspects of working. Value preferences and job compatibility.

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11
Q

Vocational interest with what other measures is important?

A

Aptitude, possibly confidence/self-efficacy, personality, etc.

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12
Q

Aptitude vs. Achievement tests.

A

Achievement more narrow in scope.

Aptitude has more informal learning assessed.

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13
Q

Mental ability and job performance

A

Correlated positively. Stronger correlation when high-complexity jobs.

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14
Q

O*NET Ability Profiler - what kind of test is it?

A

An aptitude test with 9 ability tests.

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15
Q

What is O’Connor Tweezer Dexterity test?

A

Assesses motor skills and dexterity. Ability test? Blurred.

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16
Q

What two personality tests are most widely used in the workplace?

A

NEO PI-R and MBTI

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17
Q

integrity test - what is it?

alternative name for these tests used in employment-related things?

A

Predict honesty, theft, violence.

COPS (criterion-focused occupational personality scale)

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18
Q

What did Jung say is most fundamental personality distinction?

A

Introverts direct energy inward, energized by reflection.

Extraverts energized by external world.

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19
Q

Explain how the MBTI 4 things work together.

A

Fundamentally, people are E or I (energy inward or outward)

People can be predominantly Perceiving (become aware of something) or Judging (come to conclusions about things)

People can perceive in two different ways: Sensing (using senses) or Intuition

People can judge in 2 ways: Thinking (objective logic) or Feeling (subjective)

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20
Q

Why is trying to find relationship between personality and work performance hard?

A

No single metric for work performance across occupations.

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21
Q

What traits are related to work performance?

A

Conscientiousness and Extraversion positively correlated.

Neuroticism negatively correlated.

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22
Q

screening vs. selection

A

screening is min. requirements. selection is accept/reject

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23
Q

placement vs. classification.

A

look at book lol. quite weird and specific.

24
Q

Resume and cover letter is less used solely for securing employment. But for what?

A

Stepping-stone into interviews or other evaluations. Basis for rejection.

25
Q

Rather than open-ended letters of recs, what have some employers done?

A

Forced-choices to force negative/positive evaluation.

26
Q

How might order of interviewing affect outcomes?

A

Relative to previous applicant. Average person can seem better if following a porr applicant.

27
Q

Leaderless group technique (what purpose?)

A

Business leadership quality.

28
Q

in-basket technique

A

Looks at how these applicants deal with a bunch of stuff in an in-basket.

Managerial ability and leadership potential assessed.

29
Q

The Assessment Center

A

not a place.

A procedure with multiple assessment techniques and performance tests.

limited validity.

30
Q

What kind of testing might have false positive / negatives?

A

Drug tests

31
Q

Issues with measuring cognitive ability for vocational purposes

A

Differences between race groups in cognitive ability. Using it will limit diversity.

32
Q

Forced distribution technique

A

For large groups assessed.

Categorized into groups (unsatisfactory, good, superior, etc.) based on performance relative to peers.

33
Q

Critical incidents technique

A

Supervisor records positive and negative employee behaviors

34
Q

Rating a worker’s performance is most accurate after what?

A

The honeymoon 3 month phase of a new job.

35
Q

How is Maslow’s hierarchy related to vocational assessment?

A

Employers might be interested in what they are motivated by.

36
Q

Need for achievement and level of risk

A

Those with high need for achievement are not suited for both high or low level of risk. Low accomplishment recognition or low chance for accomplish.

37
Q

Most used measure of burnout

A

Maslach Burnout Inventory (MBI)

38
Q

how many components in burnout?

A

3.

emotional exhaustion
depersonalization
reduced personal accomplishment

39
Q

what’s organizational commitment?

A

someone’s loyalty towards or identification with an organization

40
Q

What’s most common way to capture attitude?

A

Self-report (test/questionnaires)

41
Q

IAT

A

implicit attitudes measured based on reaction time

42
Q

Poll is a type of ______

A

Survey

43
Q

consumer panel

A

people/families who have agreed to respond to questionnaires sent to them.

44
Q

diary panel

A

records specific behavior in detailed way

45
Q

How can vocational assessment be seen as part of personality? Which part? (Beaujean)

A

Orexis. It’s about what propels us

46
Q

2 parts of employment assessment

A

1) vocational assessment
2) employment selection

47
Q

What is a vocation

A

“calling”, interest, propels us to do…

48
Q

What are some avocational things within orexis?

A

Hobbies

49
Q

Overt vs covert assessment of moral values (like integrity)

A

Covert has disguise. Some way to allow them to violate virtue

50
Q

Objective personality assessment

A

Based on a task. Not opinion

51
Q

Conscientiousness is not vocational but what?

A

More volitional. What we choose to do.

52
Q

What are situational interviews?

A

Everyone gets same item (usually situations), with some formal rating

53
Q

Virtues vs Vices

A

Vir: moves towards flourishing. tends to be for others
Vice: moves away from flourishing. tends to be for self

54
Q

Character is important in what kind of employment assessment?

A

Employee selection

55
Q

Focus groups

A

small group with same characteristic discussing question.

56
Q

Dimensional qualitative research

A

Qualitative research that ensures study is comprehensive and systemic from psych perspective.

57
Q

What’s BASIC ID (Lazarus)

A

Some acronym to approach diagnosis and intervention

Psychometrics (15 decks)

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