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Industrial psych > Week 5 - individual difference > Flashcards

Week 5 - individual difference Flashcards

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1
Q

what are varieties of individual difference

A
  • abilities
  • personality
  • interests
  • knowledge
  • emotion
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2
Q

what is Fleishmans taxonomy

A

1-cognitive abiities
2- physical abilties
3- perceptual motor abilities

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3
Q

what are individual differences in skills

A
  • practiced acts

- technical and non technical

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4
Q

what are individual differences in knowledge

A
  • Collection of discrete but related facts & information about a particular domain
  • Tacit knowledge → “street smarts”
  • Procedural knowledge → knowing “how”
  • Declarative knowledge → knowing “that”
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5
Q

what are individual differences in competencies

A
  • Sets of behaviors instrumental in accomplishing various activities
  • Combination of individual difference characteristics
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6
Q

what are the uses of individual assessments

A
  • employee selection
  • training and development
  • promotion
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7
Q

what are the types of assessments used

A 
CV check
Interview
Reference check
Job knowledge tests
Physical tests
Ability tests
Personality tests
Job ‘try-outs’
Assessment centres
Work sample
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8
Q

why is important to select the right employee

A
  • better performers will generate more income for an organisation
  • Selecting people that fit with the culture of an organisation will increase the harmony (and productivity) of the workplace.
  • People with a better fit to a job and/or organisation are likely to stay in that job for longer.
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9
Q

how do you ensure predicitive validity

A
  • Problems of unstructured interviews, CVs, references
  • Psychometric test can assess abilities conceptually linked to job performance
  • Other measures can test KSAOs derived from job analysis.
  • Validity increased in other measures via good practices, e.g., structured interviews:
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10
Q

define psychometric test

A

A psychometric test is a standardised sample of behaviour which can be described by a numerical scale or category system

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11
Q

what are the purpose of psychometric test

A
  • All candidates are observed in the same standardised situation
  • Performance is evaluated objectively against a common yardstick
  • The task performed gives an accurate (RELIABLE) measure of a job relevant ability and is a VALID predictor of job success
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12
Q

what does the test produce

A

An OBJECTIVE SCORE which needs to be set in context i.e, where does the person sit relative to a reference group?

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13
Q

what are the benefits of using a test

A
  • Good tests help make better predictions
  • Good tests can be efficient
  • What is a good test?
  • Reliability (test-retest, internal consistency)
  • Validity (Construct, criterion related, predictive)
  • Fair: discriminates on KSAO not gender, ethnicity, etc.
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14
Q

types of psychometric tool

A
  • cognitive ability tests

- personality questionnaires

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15
Q

Cognitive ability tests

A

Allow individuals to demonstrate what they know, perceive, remember, understand, or can work mentally.

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16
Q

what is general mental ability or mental ability + cognittive ability

A
  • General mental ability (GMA) refers to the general intellectual capacity that could also be called intelligence.
  • Mental ability and cognitive ability can also refer to specific abilities such as memory or reasoning.
17
Q

define intelligence as “g:

A
  • Involves the ability to reason, plan, solve problems, comprehend complex ideas, & learn from experience
18
Q

is “g” important at work

A
  • Yes – it describes someone’s ability to learn from experience
  • As job complexity increase the predictive value of general intelligence tests also increases.
19
Q

what is cognitive ability tests

A
  • Most commonly divided into tests of verbal, numerical, and visual-spatial dimensions
  • Measure maximum performance
  • Usually timed
  • Usually 30 mins per test
  • Paper and pencil form, computerised, or internet delivery
20
Q

what was the first aptitude test

A
  • DAT 1947
  • measures 8 aptitudes
  • 4 hours for the hand scored version, 2 hours for the computer scored version
  • shown to predict performance in school subjects
21
Q

what is the bennett mechanical comprehension test

A
  • picture based questions

- BMCT was one of the best predictors of pilot success in WW2

22
Q

What is the clerical aptitude test

A
  • often based on error detection
  • scores on these tests are based on speed, accuracy or a combinaton of btoh
    eg minnesota clerical test
  • General Clerical test
23
Q

what is the minnesota clerical test

A
  • developed in 1931 there are 1979
  • 100 similar and dissimilar pairs of names and numbers
  • examinees tick all the identical pairs
  • score based mainly on speed but some penalties for inaccuracy
24
Q

what is the definition of personality

A
  • The relatively stable set of psychological characteristics that influence the way an individual interacts with his or her environment
  • an individuals unique and relatively stable patterns of behaviour, thoughts and emotions
25
Q

what is the big 5 factor of personality (OCEAN)

A
  • Opennes to experience
  • Conscientiousness
  • Extraversion
  • Agreeableness
  • Neurotiscim (emotional stability)
26
Q

HEXACO - 6 Dimensions

A 
Honesty-Humility
Emotionality
eXtraversion
Agreeableness (vs anger)
Conscientiousness
Openness to experience
27
Q

what happens when people fake on their test

A
  • Research has shown people CAN and sometimes DO fake their personality assessments.
  • The interesting (although not undisputed) finding is that faking doesn’t really matter.
  • If someone knows what personality type is required for the job its a positive sign that they might show it.
  • There is some evidence however that it might also be predictive of counter-productive workplace behaviours.
28
Q

how stable are personality traits

A

In order for personality traits to be used as a selection tool they must remain quite stable across time.

29
Q

what are the two types of intergrity test

A
  • overt integrity test

- personailty based integrity test

30
Q

Explain Overt integrity test

A

Asks questions directly about past honesty behavior (stealing, etc.) as well as attitudes toward various behaviors (employee theft, etc.)

31
Q

Explain Personality based integrity test

A

Test that infers honesty and integrity from questions dealing with broad personality constructs (conscientiousness, reliability, and social responsibility)

32
Q

define interviews

A
  • Structured vs unstructured interviews
  • Tend to cover job knowledge, abilities, skills, personality, & person-org. fit
  • Behavioural vs Situational
33
Q

Assessment Centers

A
  • Collection of procedures used for evaluation, often for possible promotion
    Typical characteristics:
  • Assessment done in groups
  • Assessment done by groups (i.e., assessors)
  • Multiple methods of assessment employed
  • Assessment centers have “feel” of relevance
34
Q

Explain Work Sample tests

A
  • measure job skills by taking samples of behaviour under realistic, job like conditions
  • rudder control test for pilots
  • speech interview for foreign students
35
Q

Explain situational judgment tests

A

Present candidate with written scenario, then ask candidate to choose best response from series of alternatives
Important characteristics:
- job related
- well accepted by test takers
- reduced adverse impact compared to other devices

36
Q

Explain Biographical data

A
  • Includes type of information collected on an application form or CV
  • e.g., previous jobs, education, & special training
37
Q

define psychomotor abilities

A
  • Also called sensorimotor or motor abilities
  • Physical functions of movement, associated with coordination, dexterity and reaction time
  • Fleishman’s psychomotor abilities
    eg reaction time, manual dexterity, finger dexterity

Industrial psych (11 decks)

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