I/0 Psychology Exam 1

Essay: Describe Binning and Barrett validity model

-Predictor measurements relates to criterion measurements -The predictor measure is an adequate sample from a predictor construct domain -The predictor construct domain overlaps with the performance domain - The criterion measure is an adequate sample from the performance domain - The predictor measurement is related to the performance domain

Brief (2000)

-Reflections on Baritz' book - Mayo (Hawthrone Studies) felt that social scientists could help managers control workers by finding the roots of labor discord - Baritz believed I/O psychologists were complicit in manipulating workers - notes that science is not "values free" - Manager usefulness vs manager bias - concludes that research should serve public - question who you serve

Situational Exercises

-White collar counterpart of work samples -family of test but assess only part of the job problem-solving ability, in-basket techniques, leaderless group

work samples

-fidelity (replica) stimulations -Effective in blue collar jobs - Effective at predicting "can do" but not potential

Validity of letters of recommendation

-most commonly used and lease valid restricted range -only useful if negative info. about candidate is revealed

job analysis sources

-subject matter experts (SME) job imcumbent superviser job anaylst -procedures interviews direct observation questionnaries/taxonomic inventory

Army Alpha and Beta

Alpha: Intelligence test developed during WW1 by I/O psychologist for the selection and placement of military personnel Beta: nonverbal intelligence test developed during WW1 by I/O psychologist to assess illiterate recruits

what is the APA

American Psychological Assoiation

Waltor Dill Scott

Chicago psychologist known for applying psychological principles to advertising concerned with improving human efficiency at work WW2 helped apply personnel procedures to army needs Established a research institute devoted to studying salesmanship- Scott company

coefficient or Cronbach Alpha

Cronbach alpha- is a measure of internal consistency (how closely related a set of items are as a group) Coefficient of stability (test retest) and equivalence (equivalent)

What does an I/O psychologist do in an organization

Focuses on both micro-level and macro-level (the people and the attitudes/motivation and groups, organizational development and change)

IV, DV, Predictor and criterion

IV- Experimental- Controlled or manipulated by the experimenter DV- experimental- the outcome of interest Predictor- nonexperimental- the variable score used to anticipate the outcome Criterion- the outcome of interest

Inductive vs Deductive research

Inductive: data are collected first and then used to develop theory (data into theory) Deductive: theory is developed first then tested through data collection

Lab vs Field experiment

Lab: type of research method in which the investigator manipulates IV in controlled environment Field: everyday setting/real-life setting/cant real control variable but can still manipulate the IV

Muchinsky and Culbertson on evaluative standards

Look at paper

Normal vs skewed distributions -positive or negative

Normal distributions - bell-shaped curve positive skewed- tail points in the positive direction; most scores are low negative skewed- tail points in the negative direction; most scores are low

the big 5 personality inventory (ocean)

Openness to experience Conscientiousness Extraversion Agreeableness Neuroticism

Quantitative vs Qualitative Research

Qualitative: a class of research methods in which the investigator takes an active role in interacting with the subjects he or she wishes to study Quantitative: objects of study that inherently have numerical values associated with them, such as weight.

What characteristics were covered by Title 7 of the Civil rights Act?

Race Color Sex Religion Age

what is a theory

Statement explaining relationships between phenomena of interest

The major journal for I-O Psychology

The journal of Applied Psychology

definition of emotional intelligence

a construct that reflects a person's capacity to manage emotional responses in social situations

actual vs conceptual criterion

actual- the operational or actual standards that researchers measure or assess. often contrasted with conceptual criteria conceptual- the theoretical standard that researchers seek to understand

Hugo Munsterberg

applied traditional psychological methods to industrial problems studied work safety developed procedures for seleceting ssafe drivers

Frederick Taylor and Scientific Management

best know book: the scientific management conducted time and motion studies broke a job down into measurable componets and the time needed to perform each movement was seen as an anti-works

types of vaildity

construct validity- the degree to which a test is an accurate and faithful measure of the construct its purports to measure convergent validity discriminant validity criterion- related validity- the correlation between a test score and an outcome

criterion deficiency vs contamination vs relevance

deficiency- the part of conceptual criterion that is not measured by the actual criterion relevance- the degree of overlap or similarity between the actual criterion and the conceptual criterion contamination-the part of actual criterion that is unrelated to the conceptual criterion

Role of "g" in I/O psychology

general cognitive ability- single, primary basis

Hawthorne effect

is a change in behavior following the onset of novel treatment, w/ a gradual return to the previous level of behavior as the effect of the novelty wears off. Conclusions: aptitudes of individual are imperfect predictors

job analysis

job analysis is an essential and fundamental tool in I/O psychology that forms the foundation for: selection performance appraisal training job evaluation

measures of central tendency- mean, median, mode and range

mean-sum of all numbers divided by how many numbers there are median-middle value mode- number repeated the most range- highest number-lowest number

Objective vs subjective Criteria

objective- a set factors used to assess job performance that are relatively factual in character. subjective- a sect of factors used to assess job performance that are the product of someone's (e.g., supervisor, peer, customer) judgment of these factors

what is the ultimate purpose of I-O research and practice

psychological principles and methods to the problems and processes of the work place

Correlation coefficient -r (-1 to +1)

reflects the degree of liner relationship between two variables, which we shall refer to as X and Y

reliability and validity

reliability: consistency, stability, or equivalence of a measure validity: the accuracy or apprpriateness of drawing inferences for test scores

types of interviews and validity

situational interviews

what does SIOP mean? what division of APA is it

society for Industrial and Organizational Psychology ; division 14

what is meta-analysis

standardizes variables and aggregates results of several studies to yield a more definite conclusion a single studys results are inconclusive multiple studies often have conflicting results

five steps in the empirical research process

statement of the problem design of the research study measurement of variables analysis of data conclusion from research

types of relability

test retest- coefficient of stability equivalent- form coefficient of equivalence internal-consistency inter-rater

Scientist- practitioner model

trains them in both scientific inquiry and practical application