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