The Industrial / Career Assessment Flashcards
application of psychological principles to the workplace
Industrial / Organizational Psychology
2 major areas of I/O Psychology
- personnel psychology
- organizational psychology
study and practice of job analysis, job recruitment, employee selection, and the evaluation of employee performance
personnel psychology
considers leadership, job satisfaction, employee motivation, and a variety of factors surrounding the functioning of organizations
organizational psychology
the systematic process of evaluating individuals’ interests, skills, values, personality traits, and aptitudes to gain insights into their career-related preferences, strengths and areas for development
career assessment
One variable considered closely related to occupational fulfillment and success
personal interests
consensus model of vocational interests for many decades
Holland’s RIASEC Model
preferred by people who like outdoor, physical activity and work that involves dealing with practical problems rather than managing interpersonal relationships
realistic careers
involve intellectual pursuits, typically involving science
investigative careers
involve creativity and artistic expression
artistci careers
Involve support, care, and guidance
social careers
- preferred by people who are ambitious and persuasive
- Like interacting with people, particularly in competitive environments
enterprising careers
measures of interests:
- Strong Interest Inventory (SII)
- Self-Directed Search (SDS)
- Career Assessment Inventory (CAI)
- One of the first and commonly used measure of interest
- Number of items: 291 items which takes 30-45 minutes to complete
- Age Range for administration: 16 and older
- Can be given as individual assessment or group
- Uses a 5-point Likert Scale and test items consist of a variety of areas including occupations, school subjects, and activities
Strong Interest Inventory (SII)
- Self-administered, self-scored, and self interpreted test
- Age range for administration: 11-70 years old
- Completion Time: 25-35 minutes
- Number of items: 228 items
Self-Directed Search (SDS)
- designed for people not oriented toward careers requiring college or professional training or who plan to enter careers immediately after high school or to attend community college or trade school
- Age range for administration: 15 years old and above
- Completion Time: 25-35 minutes
- Number of items: 305 items and uses 5-point Likert Scale
Career Assessment Inventory (CAI)
measures of ability and aptitude:
- General Mentality Ability Tests
- Wonderlic Personnel Test
- Differential Aptitude Tests for Personnel and Career Assessment
- O*NET Ability Profiler
- Bennett Mechanical Comprehension Test
predict a variety of job performance criteria such as supervisor ratings, production records, work sample tests, instructor ratings, and grades
General Mental Ability Test
- A brief (12-minute) test includes items that assess spatial skill, abstract thought, and mathematical skill
- may be useful in screening individuals for jobs that require both fluid and crystallized intellectual abilities
Wonderlic Personnel Test
- a commercial test published by Pearson
- measures verbal reasoning, numerical ability, abstract reasoning, mechanical reasoning, space relations, and language usage
Differential Aptitude Tests for Personnel and Career Assessment
- a freely available aptitude test developed by the U.S. Department of Labor.
- consists of nine job-relevant ability tests: verbal ability, arithmetic reasoning, computation, spatial ability, form perception, clerical perception, motor coordination, finger dexterity, and manual dexterity
O*NET Ability Profiler
widely used paper-and-pencil measure of a testtaker’s ability to understand the relationship between physical forces and various tools
Bennett Mechanical Comprehension Test
measures of personality:
- NEO Personality Inventory-Revised (NEO PI-R)
- Myers-Briggs Type Indicator (MBTI)
- Widely used in both clinical applications and a wide range of research that involves personality assessment.
- Based on theFive Factor Model (FFM) of personality (Neuroticism, Extraversion, Openness, Agreeableness and Conscientiousness)
NEO PI-R
used to classify assessees by psychological type and to shed light on “basic differences in the ways human beings take in information and make decisions”
Myers-Briggs Type Indicator (MBTI)
other measures (may be used in career planning and pre-employment contexts)
- Checklist of Adaptive Living Skills (CALS)
- Cross-Cultural Adaptability Inventory (CCAI)
- surveys the life skills needed to make a successful transition from school to work
- Organized into four broad domains: Personal Living Skills, Home Living Skills, Community Living Skills, and Employment Skills
- evaluates 794 life skills
- designed for use with assessees of any age
Checklist of Adaptive Living Skills (CALS)
- a self-administered and self-scored instrument designed to provide information on the test taker’s ability to adapt to other cultures.
- Number of items: 50 items written in a six-point Likert format.
- yields information about one’s readiness to adapt to new situations, tolerate ambiguity, maintain one’s personal identity in new surroundings, and interact with people from other cultures.
Cross-CUltural Adaptability Inventory (CCAI)
one variety of what could be referred to as an exit strategy for a person in a particular career or business
career transition
A relatively superficial process of evaluation based on certain minimal standards, criteria, or requirements
screening
A process whereby each person evaluated for a position will be either accepted or rejected for that position
selection
- A rating, categorization, or “pigeonholing” with respect to two or more criteria
- Does not imply acceptance or rejection
classification
A disposition, transfer, or assignment to a group or category that may be made on the basis of one criterion
placement
- Can be “as unique as the individuals they represent”
- Includes information related to one’s work objectives, qualifications, education, and experience
Résumé
- A companion cover letter to a résumé
- Lets a job applicant demonstrate motivation, businesslike writing skills, and his or her unique personality
letter of aplication
- Biographical sketches that supply employers with information pertinent to the acceptability of job candidates
- Useful tool for quick screening (from the perspective of the employer)
application form
- May be a unique source of detailed information
about the applicant’s past performance and the quality of the applicant’s relationship with peers - Another useful tool in the preliminary screening of applicants
letters of recommendation
Provide an occasion for the face-to-face exchange of information
interviews
interviews may fall anywhere on the continuum from ____ to _____
- highly structured
- highly unstructured
uniform questions being asked to all
highly structured questions
questions left largely to the interviewer’s discretion
highly unstructured questions
factors that may affect the outcome of an employment interview
- backgrounds
- attitudes
- motivations
- perceptions
- expectations
- knowledge about the job
- interview behavior of both the interviewer and interviewee
Entails an evaluation of an individual’s work sample for the purpose of making some screening, selection, classification, or placement decision
portfolio assessment
Branch of social psychology that deals primarily with the development, advertising, and marketing of products and services
consumer psychology
consists of listing statements that reflect a particular attitude
- administered to group of respondents whose responses are analyzed to identify the most discriminating statements
measurement of attitudes
measurement of attitudes:
- Industrial / Organizational Measures
- Attitude Scales
- Implicit Attitude Measurement
Designed to gauge workers’ attitudes toward their
work or scales designed to measure the general
public’s attitudes toward some politician or issue
Industrial / Organizational Measures
may also be found in the educational psychology literature
Attitude Scales
include surveys, “motivation research” as it is referred to by marketing professionals, and behavioral observation.
Implicit Attitude Measurement
- frequent focus of interest in consumer attitude research
- typically measured by self-report, using
tests and questionnaires
attitude
- nonconscious, automatic association in memory that produces a disposition to react in some characteristic manner to a particular stimulus
- may be characterized as a “gut-level” reaction
implicit attitude
computerized sorting task by which implicit attitudes are gauged with reference to the testtaker’s reaction times
implicit attitude test
Fixed list of questions administered to a selected sample of persons for the purpose of learning about consumers’ attitudes, beliefs, opinions, and/or behavior with regard to the targeted products, services, or advertising
surveys
an instrument to record votes and usually contains questions that can be answered with a simple yes–no or for–against response
poll
survey methods:
- face-to-face
- door-to-door approach
- online survey
- telephone survey
- mail survey
survey method that helps ensure that questions are understood and that adequate clarification of queries is provided
face-to-face
an entire neighborhood may be polled by knocking on the doors of individual households and soliciting responses to the questionnaire
door-to-door approach
holds great potential because of its easy access and feedback potential, and it can be particularly useful for learning about various aspects of online behavior, such as purchasing and teamwork, as well as self-improvement and deviant online behavior
online survey
- amount of information that can be obtained in this method is less than what can be obtained by personal interview or mail
- it is not possible to show respondents visual stimuli
telephone survey
- most appropriate survey method when the survey questionnaire is particularly long and will require some time to complete
- tend to be relatively low in cost
- well suited for obtaining information about which respondents may be sensitive or shy in a face-to-face or even a telephone interview
mail survey
people who make up a list of a large number of people or families who have agreed to respond to questionnaires that are sent to them
consumer panel
return for respondents participation
diary panel
Respondents are instructed to place a mark on this continuum that corresponds to their judgment or rating
semantic differential technique
- Typically involves analyzing motives for consumer behavior and attitudes
- Include individual interviews and focus groups
motivation research methods
Group interview led by a trained, independent moderator who, ideally, has a knowledge of group discussion facilitation techniques and group dynamics
focus group
seeks to ensure a study is comprehensive and systematic from a psychological perspective by guiding the study design and proposed questions for discussion on the basis of “BASIC ID” dimensions
dimensional qualitative research
not unusual for market researchers to station in stores to monitor what really prompts a consumer to but this or that product at the point of choice
behavioral observation
BASIC ID stands for
- behavior
- affect
- sensation
- imagery
- cognition
- interpersonal relations
- drugs
may be used to derive brand names for new products
special computer programs
other methods used by consumer psychologists:
- projective tests
- special instrumentations
- special computer programs
- literature reviews
