PSY 347 Exam 1

This type of research design is not commonly used in IO psychology, but implements random assignment and holding variables constant to increase control (internal validity).

experimental design

In this type of culture, people, relationships and the work environment are valued more than wealth and individual accomplishments.

feminine culture

1) Internal consistency: multiple questions measure the same construct Cronbach's alpha > .70 2) Test-reset: same construct measured at two different points in time Pearson's r >.70 3) Equivalent forms: same as test-retest but provides a different version of the test Pearson's r >.70 4) Inter-rater: observers classify behaviors similarly Cohen's k >.70

four types of reliability

type of research design is the most commonly used in IO psychology

survey

an organization creates a 20-item questionnaire to measure job performance. They give the questionnaire to the same participants two weeks apart and find that the Pearson r = .93 to establish this type of reliability for their measure

test-retest reliability

using unstructured interviews to try to assess a job candidate's fit, even though there is little evidence that typical interviews can do that -pursue one-size-fits-all in their policies, despite considerable evidence that programmes promoting flexibility benefit people and firms

the two examples the researchers use to demonstrate faulty practices that are still unfortunately common in HR

Types of Criterion-related Validity

• Predictive validity: The extent to which a score on a scale or test predicts scores on some criterion measures. Higher scores on an employment test should lead to better performance in the work force • Concurrent validity: refers to empirical evidence that a measure is valid at the same time o Gold standard: correlated with an already previously established "gold standard"... you know the test works o Known groups: groups that should theoretically differ have statistically significant differences on the measure. Ex: black belt group will do better than the white belt group

Understand which personality traits are most positively correlated with a preference for each type of organizational culture

1) High in Openness: Adhocracy Low in Openness: Hierarchy 2) High in Agreeableness: Clan Low in Agreeableness: Market 3) High in Extraversion: Clan and Market (depending on their agreeableness)

1. Which of the following psychologists is most likely concerned with how humans interact with technology? A.) A personnel psychologist B.) A clinical psychologist C.) An organizational psychologist D.) A human factors psychologist

A.) A human factors psychologist

Dr. Groeneveld and Dr. Duran are investigating whether drivers are wearing their seatbelts. They stand on opposite street corners and tally how many drivers passing by are wearing their seatbelts. What type of reliability should they establish? A.) Interrater reliability B.) Internal consistency reliability C.) Equivalent forms reliability D.) Test-retest reliability

A.) Interrater reliability

Disinterestedness refers to the notion that: A.) Lay persons find scientific research hard to understand, and therefore are not interested in it B.) Practitioners are not interested in using scientific research to implement changes in organizations C.) Scientists should strive to be objective and not influenced by biases or prejudices D.) I-O psychologists should not be passionately interested in their research topics

C.) Scientists should strive to be objective and not influenced by biases or prejudices

An I-O psychologist is developing a hiring test to screen potential police officers. The I-O psychologist finds that veterans who have received high performance evaluations score higher on the test than officers who have received low performance evaluations. In this case, the I-O psychologist is establishing: A.) Face validity B.) Content validity C.) Predictive validity D.) Concurrent validity

D.) Concurrent validity

4. Marcia has a hard time controlling her moods. She swings from very happy to sad and angry and sometimes causes problems with her co-workers when she gets excessively angry about the copier not working. From the information provided, Marcia would be best described as high on the personality trait of: A.) Extraversion B.) Conscientiousness C.) Agreeableness D.) Neuroticism

D.) Neuroticism

the four types of organizational cultures and how each fares on the dimensions of flexibility vs. stability and internal vs. external orientation

1) Adhocracy: provide challenge and stimulation, high autonomy, emphasizes risk taking and creativity • High in flexibility, externally focused 2) Clan: Emphasizes participation, teamwork, collaboration, affiliation, fairness, equality, safety, relationship oriented • High in flexibility, internally focused 3) Hierarchy: well-regulated, structured and high on adhering to procedures. Control and predictability foster efficiency. Roles should always be clearly defined • High in stability and internally focused 4) Market: Emphasizes competition, goal achievement, quick decisions, achievement oriented • High in stability, externally focused

Hofstede's cultural theory and 5 dimensions

1) Individualism/Collectivism: the degree to which individuals are expected to look after themselves versus remaining integrated into groups (usually the family). 2) Power distance: the degree to which less powerful members of an organization accept and expect an unequal distribution of power. 3) Uncertainty avoidance: the extent to which members of a culture feel comfortable in unstructured situations 4) Masculinity/Femininity: The distribution of emotional roles between the genders, the feminine role seen as "tender." Masculine cultures tend to emphasize accomplishment and technical performance, while feminine cultures tend to emphasize intrapersonal relationships and communication. 5) Long-term versus short-term orientation: The extent to which members of a culture expect immediate versus delayed gratification of their material, social, and emotional needs -Short-term orientation: focus on the past and present and honor tradition -long-term orientation: not as concerned with immediate benefit as they are with thrift and persistence

five factors of personality

1) Openness to experience: involves a person's range of interest. Tend to be more creative, nonconforming, and flexible 2) Conscientiousness: responsible, dependable, preserving 3) Extraversion: tendency to be sociable, gregarious, assertive, active 4) Agreeableness: being cooperative, likable, cheerful, warm 5) Neuroticism: emotionally unstable, nervous, insecure

three main areas of I-O psychology

1) Personnel: Addresses issues such as recruitment, selection, training, performance appraisal, promotion, transfer and termination. 2) Organizational: addresses the emotional and motivational side of work. 3) Human engineering: the study of the capacities and limitations of humans with respect to a particular environment.

three criteria for causation

1) Temporal precedence: established by manipulation (the cause did indeed happen before the effect) 2) Internal validity: established by control 3) Covariance: established by the stats

Power distance

A culture that is high on this dimension accepts structure and authority easily. People in this culture will rarely question or disagree with their leaders

2. An important distinction between an experimental design and a quasi-experimental design is that: A.) Unlike a quasi-experimental design, an experimental design randomly assigns participants to groups B.) Unlike a quasi-experimental design, an experimental design does not randomly assign participants to groups C.) A quasi-experimental design focuses on past events, while an experimental design makes predictions about future events D.) A quasi-experimental design focuses on future events while an experimental design focuses on past events

A.) Unlike a quasi-experimental design, an experimental design randomly assigns participants to groups

the three main aspects of critical thinking

Actively exploring alternatives, Seeking understanding, and Testing assumptions about the effectiveness of decisions

organizational data, facts, and metrics

An example of this source of evidence would be when a university finds that it retains 76% of first year students for their second year

5. A company that is high on flexibility and internally focused would have which type of organizational culture? A.) Clan B.) Adhocracy C.) Hierarchy D.) Market

B.) Adhocracy

3. The Civil Rights Act of 1964 prohibits discrimination against all of the following except: A.) Race B.) Disability C.) Religion D.) Gender

B.) Disability

In a study where the researchers predict that pay increases job satisfaction, which of the following would be the dependent variable? A.) Job performance B.) Job satisfaction C.) Pay D.) Impossible to determine

B.) Job satisfaction

2. The Hawthorne studies are considered landmark studies in the field of I-O psychology because they: A.) Increased revery obsession B.) Ushered in the Human relations movement C.) Showed that improvements in an organization increase productivity D.) Improved the quality of hiring tests for the U.S. Army in World War II

B.) Ushered in the Human relations movement

Uncertainty avoidance

Cultures high on this dimension like things to be spelled out with little room for ambiguity and only limited opportunities for autonomy

Types of Subjective Validity

Face validity: refers to the overall construct of the study Content validity: refers to having the correct specific components

Revery obsession

Mind-numbing, repetitive difficult work that causes workers to be unhappy

How did the Hawthorne studies change I-O psychology?

The Hawthorne studies changed I-O psychology through the Human Relations Movement. Researchers in this movement were interested in more complicated theories of motivation, as well as the emotional world of the worker. Studies of job satisfaction became more common.

Pearson correlation coefficient (r)

This is the most common measure of effect size in I-O psychology and is typically reported in tables in I-O psychology articles

standardized beta

This statistic describes the strength and direction of the relationship between two variables when other variables are statistically controlled for

Realistic job preview

This type of job ad will provide both honest positive and negative aspects of a job in the hopes that applicants will have good P-O fit

Distinguish between traditional and realistic job previews and understand the results of hypothesis 1

Traditional job previews emphasize the positive aspects on the job, and is appealing for job applicants. Realistic Job previews (RJPs) emphasize on the accuracy, includes both positive and negative aspects on the job. Hypothesis 1: RJPs lead to higher job performances, satisfaction and commitment. RJPs would lead to better P-O fit because people who feel they wouldn't fit in the culture would not apply or opt out.

What are the 3 main goals of I/O psychologists?

Treating employees fairly, Making jobs more satisfying and interesting, and Increasing job performance

The first aspect is developing decision awareness, recognising the numerous micro-choices you and your company make daily - all with some potential to be informed by evidence. The second feature of making decisions explicit means to actually begin paying attention to how a decision gets made.

Understand the two main aspects of the process to make decisions explicit

Organizational psychology

area of IO psychology that addresses the emotional and motivational side of work including stress, leadership and teamwork

people high in the big five personality traits of extraversion and agreeableness would fit best in this type of organizational culture

clan culture

type of construct validity that can be established at the same time by comparing groups that should score theoretically low on the construct against groups that should score theoretically high on the construct

concurrent validity (in this example, the "known groups" approach was used, but a "gold standard" approach could also be used to establish concurrent validity)

criterion for causation is met by performing and reporting proper statistical analyses

covariance

This statistic, when greater than .70, establishes internal consistency reliability.

cronbach's alpha

Neuroticism

emotionally unstable, may get angry in response to negative feedback at work -is high on the big five personality trait

A person high in extraversion, but low in agreeableness would best fit in this type of organizational culture.

market culture

This type of research design combines the results from multiple studies to provide the strongest evidence to support a claim in nonexperimental research

meta-analysis

In order to establish this, a personnel psychologist would measure applicants for a job on his test (but the company would not factor the test into the hiring decision at this time) and then correlate it with job performance by those who are hired one year later.

predictive validity

type of research design that uses a control group, but does not have random assignment

quasi-experimental design

What four protected groups does the Civil Rights Act of 1964 protect?

race, color, religion, sex, and national origin

1) Pragmatic: high importance, high rigor 2) Junk: high importance, low rigor 3) Irrelevant: low importance, high rigor 4) Hopeless: low importance, low rigor

the four different types of science

the best available scientific evidence; reliable and valid organisational facts, metrics and assessments; practitioner reflection and judgement; and the concerns of affected stakeholders

the four main sources of evidence that should be evaluated in making evidence-based decisions in HR

Conscientiousness

the most strongly positively trait that is associated with work performance across different types of organizational cultures

to reduce decision neglect (not making a decision that needs to be made), to avoid making decisions on auto-pilot (important actions are taken without deliberation) and to increase mindful, deliberate decision making

three main reasons why decisions should be made explicit

Adhocracy

type of organizational culture that is externally focused and high in flexibility