Test 1 - I/O psych

construct validity

extent to which a test measures the underlying construct it claims to measure **think ACCURACY

concurrent validity

extent to which a test predicts a criterion that is measured at same time that the test was taken

trust

extent to which employees believe that fair and accurate appraisals have and will be made in their organization

inter-rater reliability

extent to which multiple judges/raters agree on ratings of a particular behavior or thing

external validity

extent to which results obtained generalized to/across other people, settings, times

predictive validity

extent to which scores obtained at one point in time predict criteria at some later time

parallel forms

extent to which two independent forms of a test are similar measures of the same construct

Internal validity

extent to which we can draw causal inferences about variables - are results due to IV? - control extraneous variables

social-psychological context

factors like the social, legal, and organizational cultures affect performance appraisal

quasi-experiments

field studies without random assignment or IV is not manipulated (naturally occurs)

D. Bruce V. Moore

first I/O PhD from carnegie tech PSU professor ad built strong I/O psych program

Army alpha and beta tests

group administered tests verbal & numerical ability, ability to follow directions, and knowledge of information does not measure IQ measure acculturation (test scores correlated with number of years living in USA)

what are competencies?

groups of KSA's that allow employees to perform specific functions

control

hold variables constant

most effective approach to job analysis

hybrid approach (combination of task and worker oriented)

Hawthorne studies

important in shaping ideas concerning how managers should treat workers - illumination study (impact of lights on productivity) - relay assembly (only researchers in room - no manager)

internal consistency reliability

indication of interrelatedness of items measuring the same construct

360 degree feedback

involves the use of ratings by subordinates, peers, supervisors, clients, and self

job specification is to people requirements as what is to task requirements

job description

what are the three main outcomes of "products" of job analysis?

job description, job evaluation, job specifications

what do we use to determine how much a particular job should pay

job evaluation

three main products of job analysis

job evaluation, job description, job specifications

Army Alpha and Beta Tests

mental ability tests used to select and classify army personnel during World War 1

principle 2

need better processes, not better people

principle 3

need the scientist-practitioner approach

observational methods

neither random assignment or manipulation

regression

one step beyond computing a correlation; allows us to predict one variable from other variables

job description

outcomes of job analysis

job specs

outcomes of job analysis

science

process for generating a body of knowledge - helps us describe, explain and predict human behavior at work

Job analysis

process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them - task or major work behaviors - entry level KSAO's (knowledge, skills, abilities)

Hugo Munsterberg

psychology and industrial efficiency textbook

objective performance criteria involve the measurement of what aspects of job performance. Subjective performance criteria involve what of others.

quantifiable judgements/evaluations

Laboratory experiments

random assignment and manipulation of IV's are used to increase control

graphic rating scales

rate folks on amount/quality of trait or behavior

test-retest

reflects consistency over a test of time - also called stability coefficient

what do feedforward interviews focus on?

replace the traditional PA; focuses on employees strengths and aims to enhance the relationship between rater and ratee

halo error

result from raters tendency to use a global evaluation or a ratee in making dimension-specific ratings

true halo

resulting from accurate intercorrelations among dimensions

relationship between data and theory

science uses both

What is I/O Psychology?

scientific study of human behavior in organizations - psych theory to try to understand methods - to improve employee/org effectiveness, enhance desired workplace behaviors

SIOP

societal industrial organizational psychology - the professional association with which I/O psychologists affiliate

deduction

start with theory and propositions then collect data to test proportions then revise theory based on data

performance appraisals

systematic review and evaluation of the employees job performance and the delivery of performance feedback

field experiments

take advantage of realism for external validity - use random assignment and manipulation

measures of dispersion

tells how closely scores are grouped around the mean

a correlation coefficient of .72 means:

that the two variables have a positive linear relationship

reliability

the consistency or stability of a measure returns the same value under consistent conditions

Relevance

the degree to which the actual criterion relates to the ultimate criterion

KSAO's

the knowledge, skills, abilities, and other characteristics that are required for successful job performance

leniency

the leniency bias describes the situation where the manager tends to be more lenient than his or her peers, when rating employees

job analysis

the process of defining a job in terms of its major work behaviors and KSAO's needed

Halo

the rating error that results form either (1) a raters tendency to use his or her global evaluation of a ratee in making dimension-specific ratings for that ratee or (2) a raters unwillingness to discriminate between independent dimensions of a ratees performance

the concept of reliability refers to

the stability/consistency of measurement

organizational psychology

the subspecialty of I/O psychology that studies relationships among workers, supervisors, and subordinates is

describe the ultimate criterion

theoretical construct encompassing all performance aspects that define success on the job

industrial

topics associated with management of HR ex. job analysis, training, recruitment, selection, performance appraisal

organizational

topics associated with understanding/predicting behavior within org settings ex. socialization, motivation, work attitudes, stress

experimental designs

two critical issues concerning experimental method

dependent variable

variable of interest that we design our studies to asses - criterion/outcome/consequence

rating formats

various forms you can use to conduct appraisals

Founding fathers

walter dill scott hugo munsterberg yerkes

principle 1

workers need incentives to work harder

Primary Takeaway from Hawthorne Studies

- Employees performance is influenced by social factors and norms - organizational psychology emerged from these studies

what makes a good theory?

- Parsimony: does it explain a lot simply? (not too complex) - testability: is it verifiable by experimentation? - usefulness: lead to more research? - generativity: lead to more research?

Walter Dill Scott

- gave talk in Chicago on psychological aspects of advertising - student of Wundt - published the theory of advertising - first professor of applied psychology at carnegie tech (now carnegie mellon university)

hawthorne studies takeaways

-employee performance is influenced by social factors and norms - the O-side emerges as research and work focus on group processes, worker motivation

Criteria for criteria

1. Relevance 2. Reliability 3. Sensitivity 4. Practicality 5. Fairness

Birth of I/O

1901

how many scientific management principles are there

3

multi-source feedback

3 assumptions for 360 to work: 1. using multiple sources overcomes individual rater biases 2. employees have favorable reactions 3. multiple raters bring multiple viewpoints about the ratee which are valuable

given a correlation (r) of .20, what percentage of the criterion score variance (r^2) can be accounted for by the predictor?

4% of the variance in the criterion can be accounted for by the predictor

rater Biases

a common source of criterion contamination

job evaluation

a technique that attempts to determine the value or worth of particular jobs to organizations so that salaries can be set accordingly - an outcome of job analysis

job description

a written statement of what jobholders actually do, how they do it and why they do it - an outcome of job analysis

Scientist-practitioner model

an approach used to train I/O psychologist maintaining that because I/O psychologists are both generators and consumers of knowledge, training must be focused on both theory and application

scientist-practitioner model

an approach used to train I/O psychologists that is focused on both theory and application since I/O's are both generators and consumers of knowledge

job specifications

an outcome of job anaylsis delineating the KSAO's deemed necessary to perform a job

Independent Variable

anything that is systematically manipulated by the researcher - precursor/predictor/antecedent

tradeoff between external/internal validity?

as one goes up the other goes down

BARS

behaviorally anchored rating scale - a PA that uses behavioral descriptions for evaluations

Reactions Criteria

best indicator of viability of the PA system

Induction

collecting data until you have enough to develop a theory

validity coefficient

computed between predictor score and criterion score

performance management

continuous process of individual performance improvement

manipulation

controls IV's

experimental methods

controls the context and order of events = fewer confounds

content validity

degree to which a test covers a representative same of a quality being assessed

criterion-related validity

degree to which a test is a good predictor of attitudes, behavior, or performance has two approaches 1. predictive validity (extent to which scores obtained at one point in time predict criteria at some later time) 2. validity coefficient (computed between predictor score and criterion score

Yerkes

developed mental ability tests (army alpha and beta) used to select and classify army personnel

a comprehensive math achievement test only included questions about one aspect of math (algebra). what is this test lacking?

Content validity

You are an I/O psychologist correlating current IBM employees computer programming performance (as determined by their most recent performance appraisal) with their scores on a computer ability test. Your correlation is .50. You conclude:

High current validity

In an experiment, it is determined that only the independent variable caused changes in the dependent variable. Which type of validity did it have?

Internal Validity

Contextual Performance

OCB's, going above and beyond to help co-workers at work