IO midterm
Which major companies were founded during the "Information Age"
Amazon, google, ebay,
American with Disabilities Act (1990)
Americans with Disabilities Act (1990) - ADA protects people with disabilities from job discrimination -Disability - "A physical or mental impairment that substantially limits one or more major life activities" - Employers must provide disabled persons reasonable accommodation in being evaluated for employment -The disabled include alcoholics, former drug users, mentally ill, as well as physical handicaps and illnesses - Does not prevent employers from screening out disabled individuals who can't actually perform the work (e.g., police force/blindness)
CH 1: IO psychology definition
An area of scientific study and professional practice that addresses psychological concepts and principles in the work world. science of human behavior at work
Metacognition refers to which of the following?
An individual's knowledge of and control over his or her thoughts
I/O psychologists created what modern military assessment exam?
Armed services vocational aptitude battery: developed in 1980's for selection and placement of military personnel.
Tests utilized in WW1
Army Alpha Test: An intelligence test developed during WWI by I/O psychologists for the selection and placement of military personnel Army Beta Test: A nonverbal intelligence test developed during WWI by I/O psychologists to assess illiterate recruits
Which of the following best describes error management training?
Encourages employees to make errors, and learn from their mistakes
expatriate training?
Expatriate training -Training aimed at preparing expatriates to cope and succeed in their expatriate assignment -Failed expatriates cost a lot in lost time and money -Family support is the most critical issue § Cultural differences also can be problematic
What is g?
General mental ability
Concept of generalizability
Generalizability: The extent to which conclusions drawn from one research study extend or apply to a larger population or other situations
Recruitment
Recruitment - The process by which individuals are solicited to apply for jobs -Common places for recruitment: universities, job fairs, conferences, ads, referral programs, and employment agencies.
Which of the following does the text NOT suggest is one of the three goals of science?
Reflection
Psychologists who are concerned with factors that contribute to a healthy and productive workforce work would most likely be linked to which of the following fields of I/O psychology?
Quality of worklife
What is a multiple correlation (R)? What is a squared multiple correlation (R2)?
R = multiple correlation 0 to 1 If R = .80, then R2 = .64 ... Meaning the predictors accounts for 64% of the variance in criterion scores -In calculating R2 we take into account the correlation between two predictors
Research on 360-degree feedback has revealed wide differences as a function of whether it is used for _____ or _____ purposes.
developmental, administrative
In a highly unstructured interview, different candidates get asked:
different questions across candidates
Dynamic Job criteria
dynamic performance criteria: aspects of job performance that increase or decrease over time(3 listed on pg 88)
Work analysis includes collecting data describing all of the following EXCEPT
each employees level of job performance
Behaviorally anchored rating scales are characterized by which of the following?
each scale point is a critical incident
Which of the following dimensions of job performance would the expression "service with a smile" be associated with?
emotional labor
Positive leniency occurs when
evaluations are given higher than the true level
The concept of systematic illegal discrimination is most directly concerned with:
false negatives
The symbol "g" is representative of:
general mental ability
What is the final stage of knowledge transfers to sustained performance?
generilization
The degree to which the conclusions based on a research sample are applicable to a larger population is:
generiziability
Which branch of government did I/O Psychologists become heavily involved with after 9/11?
help select and train new TSA airport scanners
What was Hugo Munsterberg's founding philosophy?
his findings were neccesary for success in business and everyday life. He was interested in applying traditional methods to practical industrial problems. Wrote "psychology and industrial efficiency" selecting workers, designing work, using psychology in sales. studied who would be a good operator of a trolley car
A researcher wants to study in a laboratory experiment the reaction time of people to red, yellow, and green lights. In this study the different colored lights are the _____ variable and the reaction time is the _____ variable.
independent, dependent
Before training building inspectors scored 62% on a test of building code violations. After training they scored 81% on the same test. The change in test scores represents a _____ criterion
learning
5. What is the difference between speed and power tests? Individual vs group tests? Paper-and-pencil vs. performance test?
paper and pencil tests are more conductive to skipping around than internet tests.
Evaluations of an individual's performance that occur periodically within organizations known as
performance appraisals
The process of enhancing the contributions of the workforce to facilitate attaining the overall goals of the organization is known as
performance management
Self-assessments are characterized by high _____ error.
positive leincy
If the internal consistency reliability of a test is very low, we can conclude that:
the test is made up of very different kinds of items
The mandate of I/O psychology is
to increase the fit between the work force and the workplace at a time when both are rapidly changing
Which of the following is NOT an example of an ability
typing
What is the only way to avoid making any selection mistakes?
use tests with perfect validity
Frame-of-reference training is directed toward providing raters with what?
what to look for in making ratings
Describe Computer Adaptive Testing
"tailored testing" the questions have been pre calibrated in terms of difficulty and the examinees response(right or wrong) to one question determines the selection of the next question.
History outline of IO
*SEE timeline in book starting on pg 11
Define true positives, true negatives, false positives, false negatives
*see short answer
What is the purpose of setting cutoff scores?
- Maximize "Correct Hires" and "Correct Rejections" -Minimize "Misses" and "False Positives" -Legally try to avoid misses - possible unfair test § False positives are expensive to the organization in terms of turnover and training -Cutoff scores should: -Be reasonable, achievable § Be consistent with job expectations, requirements -Consider willingness to accept false positives or misses
What is a training needs assessment? What are the 3 stages involved in this process?
-A systematic process of identifying and specifying training requirements. 1.Organizational Analysis -Strategic objectives and resources of organization are identified § Determine whether management and employees will support the training 2. Task Analysis -Identify tasks that require training § Determine if tasks are performed poorly and/or there are deficient KSAOs among workforce -Helps determine training objectives 3. Person Analysis - Identify which workers need training; "Right people receive the right training" -Identify characteristics of the learners that can shape training delivery and design
How can an organization overcome limitations of the post-training environment?
-Supervisory support - IT IS A MUST HAVE! - Provide opportunities to apply what's learned - Relapse prevention training
Define transfer of skill, generalization of skill, and maintenance of skill?
-Transfer of Skill (applying new skill on job) -Generalization of Skill (new skills exhibited on job in areas that were not necessarily intended by training) -Maintenance of Skill (continued use over time)
The predictive validity of peer evaluations in forecasting a criterion (as who will pass a rigorous training program) are typically in what range?
.40-.50
Understand the different types of training methods that can be used (e.g. error management training, computer-based training, and classroom techniques)
1. Computer based training: utilizes computer technology to enhance the acquisition of knowledge and skills. (programed instruction, intelligient tutoring systems, interactive multimedia training, virtual-reality training) 2. Non-computer based training: (businees games, role playing, behavior modeling, 3. Error-managment training: a system of training in which employees are encouraged to make errors, and then learn from their mistakes. Self-regulatory training- a system where employees are prompted to monitor and adjust their actions and reactions during training
Describe the differences between conceptual and actual criterion
1. Conceptual Criteria: The theoretical standard that researchers seek to understand through their research (e.g., intelligence); theoretical construct 2. Actual Criteria: The operational or actual standard that researchers measure or assess (e.g., IQ score); serves as measure of conceptual criteria
Criterion contamination , deficiency, and relevance
1. Criterion Deficiency: The part of the conceptual criterion that is not measured by the actual criteria 2. Criterion Relevance: The degree of overlap or similarity between the actual criterion and the conceptual criterion 3. Criterion Contamination: The part of the actual criterion that is unrelated to the conceptual criterion
What are the 3 phases of skill acquisition?
1. Declarative knowledge -Knowledge about facts and things (the "what?") -May involve observing demonstration of the task of learning task-sequencing rules -Requires large amounts of learner attention -Performance is slow and prone to error 2. Knowledge compilation -Acquired as a result of learning § Integrating knowledge into sequences of cognitive and motor processes required toperformed the task (the "why?") -Characterized by exploration and trial and error -Requires moderate amounts of learner attention - Performance is faster and more accurate than during the declarative knowledge phase 3. Procedural knowledge - Knowledge about how to perform various cognitive activities is developed (the "how") -Requires low amounts of learner attention Automatization - individual can perform task efficiently with little attention -Performance is very fast, almost second nature
What 3 classes of abilities are important for all 3 phases of skill acquisition?
1. General mental ability (g) -Most important early in learning when attentional demands are high § Provides the pool of "resources" that an individual draws from and spends when learning a new task 2. Perceptual speed ability - Becomes more important as an individual learns and grows § Tendencies for individuals to seek more efficient methods for accomplishing the task withminimal effort 3. Psychomotor ability -Sets a "performance cap" during final stages of skill acquisition § Coordination and other "natural" performance capabilities
What are independent, dependent, predictor, and criterion variables?
1. Independent Variable: A variable that can be manipulated or controlled by the researcher to influence the values of the dependent variable 2. Dependent Variable: A variable whose values are influenced by the independent variable Object of researcher's interest; usually some aspect of behavior (responses) 3. Predictor Variable: A variable used to predict or forecast a criterion variable 4. Criterion Variable: A variable that is a primary object of a research study; it is forecasted by a predictor variable
Methods of science (inductive, deductive, experimental, observational)
1. Inductive Method: A research process in which conclusions are drawn about a general class of objects or people based on knowledge of the class under investigation; theory building - use data to derive theory 2.Deductive Method: A research process in which conclusions are drawn about a specific member of a class of objects or people based on knowledge of the general class under investigation; theory testing - start with theory and collect data to test that theory 3. Observational :§ Advantages: § Very realistic setting § Good for examining overt behaviors § Good for raising questions/ hypotheses/ideas for new research § Rich data is provided about the environments where the behavior occurs § Disadvantages: § No manipulation of variables, so no inference of causality § Little control over extraneous variables § Time and energy intensive § Difficult for experimenter to observe behavior without influencing it (Hawthorne Effect) 4. Expieramental ?
What are the four primary research methods?
1. Laboratory Experiment A type of research method in which the investigator manipulates independent variables and assigns subjects to experimental and control conditions 2. Quasi-Experiment A type of research method for conducting studies in field situations where the researcher may be able to manipulate some independent variables 3. Questionnaire A type of research method in which subjects respond to written questions posed by the investigator 4. Observation A type of research method in which the investigator observes subjects for the purpose of understanding their behavior and culture
Structured vs. unstructed interviews
1. More unstructured interviews: Questions are different across candidates § Order of questions are different Responses to questions aren't scored in the same way 2. More structured interviews: Questions are more consistent across candidates § Order of questions is more consistent Interview is scored using a common rubric across applicants
What three factors affect the value of a predictor in employee selection?
1. Predictor Validity - Valid predictors provide a good basis for decision making; without the "valid" part you are really just guessing -Predictor Cutoff - A score on a test that differentiates those who passed the test from those who failed (it is usually represented as a line; those above pass and those below fail) 2. Selection Ratio - A numerical index ranging between 0 and 1 that reflects the selectivity of the hiring organization in filling jobs; The number of new hires divided by the number of job applicants (hire/applied) 3. Base Rate - Percentage of current employees who are judged to be performing successfully
What is the difference between quantitative and categorical variables
1. Quantitative variable: An object of study that inherently has numerical values associated with it, such as age or weight (continuous) 2. Categorical variable: An object of study that does not inherently have numerical values associated with it, such as gender (categorical)
What are the five rights of participants according to the APA code of ethics?
1. Right to Informed Consent: Participants have the right to know the purpose of the research, the right to decline or withdraw participation at any time without negative consequences, and the right to be informed of any risks associated with their participation in the research 2. Right to Privacy: Researchers must respect the participants' right to limit the amount of information they reveal about themselves 3. Right to Confidentiality: Confidentiality involves decisions about who will have access to research data, how records will be maintained, and whether participants will be anonymous 4. Right to Protection from Deception: Deception refers to a researcher intentionally misleading a participant about the real purpose of the research. Deception is sometimes used by researchers in the belief that it is critical to understanding the phenomenon of interest. Researchers who wish to use deception must demonstrate to an Institutional Review Board (IRB) that the value of the research outweighs the harm imposed on participants and that the phenomenon cannot be studied in any other way. 5. Right to Debriefing: After the study is completed, debriefing must take place to answer participants' questions about the research, to remove any harmful effects brought on by the study, and to leave participants with a sense of dignity.
5 sub-fields of IO psychology
1. Selection and placement: developing assessment methods for the selection, placement, and promotion of employees. studying jobs and determining to what degree tests can predict performance in those jobs. 2. Training and Development: identfying employee skills that need to be enhanced to improve job performance. 3. Performance Managment: enhancing the contributios of the workforce to faciliate attaining to the overall goals of the organization. Designing ways to asesss employee work behavior and provide feedback. 4. Organizational effectivenss: Maintaining and improving the quality of the workforce but also quality of relationships with customers and suppliers. Motivation, leadership and helping organization adapt. 5. Quality of work life: factors contributing to a healthy and productive workforce. Conduct of work more compatible with personal or family needs of employees. Greater productivity or work life + emotional health of individual.
What are the five steps of the empirical research process?
1. Statement of the problem 2. Research design 3. Measurement of variables 4. Analysis of Data 5. Research conclusions
What is the difference between task-oriented and worker-oriented procedures?
1. Task-Oriented Procedure: A procedure or set of operations in job analysis designed to identify important or frequently performed tasks as a means of understanding the work performed and examines the tasks performed, usually in terms of what is accomplished -Consider job duties, responsibilities, or function (functional job analyisis) 2. Worker-Oriented Procedure: A procedure or set of operations in job analysis designed to identify important or frequently utilized human attributes as a means of understanding the work performed
Define the following key terms: task, position, job, job family
1. Task: The lowest level of analysis in the study of work; basic component of work (such as typing for a secretary) 2. Position: A set of tasks performed by a single employee; there are usually as many positions in an organization as there are employees; positions are made up of tasks 3. Job: A set of similar positions in an organization These jobs typically perform most of the same tasks § Example: Account Services Representatives in a cell phone company perform the same job tasks 4. Job family: A grouping of similar jobs in an organization Jobs within a family will perform some of the same tasks, but also have some tasks unique to the job Example: Secretary, Administrative Assistant, Receptionist would all fall under a job family of clerical jobs
What are work samples and situational exercises?
1. Work Samples: A type of personnel selection test in which the candidate demonstrates proficiency on a task representative of the work performed in the job, such as using a word processor, driving a forklift, or drafting a blueprint 2. Situational Exercises: A method of assessment in which examinees are presented with a problem situation and asked how they would respond to it; white-collar counterpart of work samples
What are the four types of validity? *FIND NUMBER 4 ***
1.Construct validity The degree to which a test is an accurate and faithful measure of the construct It purports to measure -Unitary concept of validity § We seek evidence of construct validity through a variety of sources 2.Content Validity: The degree to which subject matter experts agree that the items in a test are a representative sample of the domain of knowledge the test purports to measure -The degree to which a predictor covers a representative sample of the behavior being assessed 3.Face Validity: The appearance that items in a test are appropriate for the intended use of the test by the individuals who take the test -Depends on judgment of test-takers § Influences how test takers respond to the assessment 4. Criterion-Related Validity: Manifest of construct validity...how much a predictor relates to a criterion.
What are the four types of reliability?
1.Test-retest Reliability: A type of reliability that reveals the stability of test scores upon repeated applications of the test -Measure something at two different times and compare -higher the coefficient the better 2.Equivalent Form Reliability: A type of reliability that reveals the equivalence between two versions or forms of the same test - Steps: Develops two forms of same tests (e.g., Version A and Version B) Give it to same group of people Find correlation between the two sets of scores 3. Internal-Consistency Reliability: A type of reliability that reveals the homogeneity of the items comprising a test (homogeneity of content) Split-Half Reliability: Steps § Test is given to a group of people After it is complete, the researcher divides the items in half, into odd- and even-numbereditems § Find the correlation between the two sets of scores § If the test is internally consistent, the correlation should be high 4.Inter-Rater Reliability: A type of reliability that reveals the degree of agreement among the assessments of two or more raters
How many types of Psychologists exist?
23
Describe the 4/5ths rule and know how to calculate selection ratios
4/5ths Rule - A selection method should not be used, if the selection ratio for anysub-group is less than 4/5ths of the selection ratio for the largest group If: # in minority group hired/# in minority group applied < 4/5 X # in majority group hired/ # in majority group applied
Approximately what percentage of psychologists are I/O psychologists?
6 %
How many I/O's exist relative to the rest of the psychological disciplines? What percentage of psychologists are IO psychologists)?
6%,
What is a regression analysis? Why is it used?
: The statistical technique used to predict criterion performance on the basis of a predictor score is called regression analysis. used for forecasting of the target variable, modeling the relationship b/t x and y, testing of the hypothesis
Scientist-practionier model
A model or framework for the education and training in an academic discipline based on creating and understanding scientific principles and how they promote scientific practice § In this model, a psychologist is a scientist and a competent researcher, but is also a practitioner who applies knowledge and techniques to solve real-world problems § Science-side of I/O: Using scientific methods to answer questions (building on scientific literature and theory)Practitioner-side of I/O: Using knowledge to solve real problems in the world of work
A theory is:
A statement that proposes to explain relationships among phenomena of interest
What is adverse impact? What are two types of discrimination?
Adverse Impact - A type of unfair discrimination in which the results of using a particular personnel selection method has a negative effect on protected group members compared with majority members 1. Disparate Impact - A type of unfair discrimination in which protected group members are afforded differential procedures in consideration for employment compared with majority group members
What is affirmative action? What are the 4 goals of affirmative action?
Affirmative Action - A social policy that advocates members of protected groups will be actively recruited and considered for selection in employment - The original aim was primarily to get organizations to take positive action to bring members or minority communities into the workforce - It is not a requirement under the Civil Rights Act, but it is included in EEOCguidelines 1. Correct present inequities:. Eliminate discriminating practices 2.Compensate past inequities:Correct for lingering disadvantages 3. .Provide role models: Reserve negative societal impact on minorities 4. Promote diversity: Bring more perspectives to the table
What are assessment centers? What are their 4 main characteristics?
Assessment Center (AC): A method of assessing job candidates via a series of structured, group-oriented exercises that are evaluated by raters Characteristics: 1. Those individuals selected to attend the center (assessees) are usually management-levels personnel the company wants to evaluate for possible selection, promotion, or training 2. Assessees are evaluated in groups of 10 to 20. They may be divided into smaller groups for various exercises, but the basic strategy is to appraise individuals against the performance of others in the group 3. Several raters (the assessors) do the evaluation. They work in teams and collectively or individually recommend personnel action. Assessors may be psychologists, but usually they are company employees unfamiliar with the assessees. They are often trained in how to appraise performance. 4. A wide variety of performance appraisal methods are used. Many involve group exercises. The program typically takes from one to several days.
Which of the following personnel selection methods is most costly to use in assessing candidates for employment?
Assessment center
Interpreting any score that falls within a numerical range (e.g., 80-95) as being equivalent is called
Banding
Banding
Banding - A method of interpreting test scores such that scores of a slightly different magnitude within a numeric range or band are regarded as being equivalent
The training criteria most clearly reflected in the concept of transfer of training is distinguished as
Behavioral Criteria
What are the Big Five factors of personality?
Big 5 theory of personality Neuroticism Extraversion Openness to experience Agreeableness Conscientiousness
What is the main purpose behind using biographical information as a predictor?
Biographical Information (biodata): A method of assessing individuals in which information pertaining to past activities, interests, and behaviors in their lives is recorded - Assesses constructs that shape our behavior, such as sociability and ambition -Based on the principle that we can use knowledge of past behavior to predict future behavior
Personnel decisions became deeply embedded within a legal context in the 1960's because which of the following?
Civil Rights Act
Civil Rights Act of 1964
Civil Rights Act of 1964 - Law passed to give minorities the same access to college education, restaurants, public facilities, and employment selection - Title VII (deals specifically with employment discrimination) - Forbade discrimination on the basis of sex, race, religion, color, and national origin (these are the protected groups or classes) -Covers state, local, and federal entities with 15 or more employees
Competency modeling differs from traditional work analysis because:
Competencies can be generally applied to all jobs within an organization
An abstract idea that can never actually be measured as defined by your text is known as
Conceptual criterion
The degree to which a test is an accurate and faithful measure of the construct it purports to measure is known as
Construct-Validity
A researcher is asked to assess a new selection tool for an organization and they notice that criteria being measured does not relate to job performance. Therefore, the selection criterion is:
Contaminated
Licensing issues with I/O
Controversial...heavy emphasis on clinical and counseling...some states dont require licensure for IO psychologists
In coming up with a new measure of intelligence, there should be a high correlation between new test scores and the existing measures of intelligence. The correlation coefficients are referred to as which of the following because they reflect the extent to which these scores converge in assessing a common concept, in this case intelligence?
Convergent validity coefficients
What are criteria? How are the used?
Criteria: Standards used to help make evaluative judgments about objects, people, or events -Reference points in making judgments
The part of the conceptual criterion that is not measured by the actual criterion is referred to in your text as
Critertion deficiency
What are the three main constructs of physical ability testing
Critical physical abilities Static Strength: The ability to use muscle force to lift, push, pull, or carry objects Explosive Strength: The ability to use short bursts of muscle force to propel oneself or an object Gross Body Coordination: The ability to coordinate the movement of the arms, legs, and torso in activities where the whole body is in motion Stamina: The ability of the lungs and circulatory systems of the body to perform efficiently over time
Which of the following is true of dependent variables?
DV is the object of the researcher's interest
General intellectual ability is critically important for which phase of skill acquisition
Declarative knowledge
What are the three goals of science?
Description: What is the current state of affairs? § Prediction: What will happen in the future? Explanation: What is the cause of the phenomena we are interested in?
Diversity training goals
Diversity Training -Training designed to improve interpersonal sensitivity and awareness of employee differences; reduce barriers that constrain goals/development *Goals of Diversity Training* - Increase trainee knowledge about issues -Encourage trainees to consider how they categorize people; find common ground withothers -Challenge individual knowledge about themselves and own belief system Largely successful in changing attitudes toward diversity - Less successful in changing attitudes about groups of people
What is the EEOC?
EEOC(Equal employment oppurtunity Commision) - Created as part of Civil Rights Act to oversee employment practices and ensure that organizations abide by discrimination laws -If you witness or experience discriminatory practices, you may report them to the EEOC § If "just cause" is found, the EEOC will file a law suit on your behalf - Awards can include class action or back-pay settlements, as well as mandated changes in the company's employment practices
3 major sources of work information
Each source is an SME 1. job incumbent: holder of a job 2. Supervisor of the job incumbent 3. Work analyst: used when comparisons are needed across many jobs
According to your text, which of the following is not considered one of the protected groups?
Education
The scientist-practitioner model of education in I/O psychology is founded on what principle?
Effective I/O psychologists are trained in both scientific inquiry and professional practice
Understand the major court cases that have affected organizations and personnel selection (e.g. Griggs v. Duke Power, Bakke v. University of California, etc.)
Griggs v. Duke Power - The Court ruled that if an individual sues a company for discrimination, the company must prove they are using a fair test (via the 4/5th rule) § Burden of proof on employer, NOT employee Albermarle Paper v. Moody - The Court ruled that Uniform Guidelines were as good as law in regard to employment testing. § Albermarle had validated a test for a few jobs (using an all white sample) then used the test on all applicants w/out doing a job analysis or validating the test on more representative samples Bakke v. Univ of California - The Court ruled that whites are protected against racial discrimination as well as minorities § Bakke believed he was denied access to medical school and won § Often mistakenly referred to as "reverse discrimination"
Who is considered the founder of industrial psychology?
Hugo Musterberg
What are KSAOs?
Human attributes classified into four categories: Knowledge (K), Skills (S),Abilities (A), and other (O) characteristics; commonly called KSAO's § Knowledge: Specific types of information people need in order to perform a job (e.g., medical terminology) § Skills: Proficiencies needed to perform a task (e.g., diagnosis skills -problem-solving skills) § Abilities: Enduring attributes that generally are stable over time (e.g., must be able to lift 50 lbs.; must be able to communicate) § Other characteristics: All other personal attributes, most often personality factors (e.g., must have good attention for detail
What do integrity tests measure?
Integrity Tests: A type of paper-and-pencil test that purports to assess a test taker's honesty, character, or integrity -Overt integrity test: Job applicant clearly understands that the intent of the test is to assess integrity § Results might be distorted due to applicants' desire to create a favorable impression -Personality-based measure: Contain conventional personality assessment items that have been found to be predictive of theft (not overt) Less direct, but less likely to offend job applicants
Median
Median: The midpoint of all the numbers in a distribution; relatively insensitive to outliers
Describe intelligience tests
Intelligence Tests -Intelligence or cognitive ability is perhaps the most heavily researched construct in all of psychology -Many of the early developments were on the measurement and utility of intelligence § Not to be confused with aptitude or knowledge tests -Represented by g: the symbol for "General mental ability" - Predictive of job success in most jobs -Most valid predictor of the widest arrangement of criteria Intelligence Tests High Validity -Very strong predictor of job performance Fairness -Controversial issue, but generally very fair Applicability -g matters for almost everything Cost -Low
Multiple interviewers evaluating job candidates should be sure to evaluate candidates in a similar manner according of which assessment of reliability?
Inter-rater reliability
The degree to which the relationships evidenced among variables in a particular research study are accurate are true is defined as
Internal Validity
What is a job/work analysis? How is it performed? What is its purpose?
Job Analysis: A formal procedure by which the content of a job is defined in terms of tasks performed and human qualifications needed to perform the job § A thorough job analysis documents: § The tasks that are performed on the job § The situation in which the work is performed (for example, tools and equipment present, working conditions) § The human attributes needed to perform the work (e.g., problem-solving skills, typing skills, etc.) § Provides the data necessary for making personnel decisions; mandated by legal requirements *Purpose of JA: To explain the tasks that are performed on the job and the human attributes needed to perform these tasks JOB ANALYSIS STEPS: 1. Look at existing information from the company (e.g., training manuals) to get a general sense of the tasks and requirements 2. Look at occupational databases for a starting task list § Conduct interviews/observations/surveys with SME's of the job (e.g., incumbents,managers, customers, etc.) 3. Generate lists of tasks and needed human attributes § Have SME's rate the tasks and attributes on their frequency, importance, etc. 4. Link each specific tasks to the needed human attributes
What are the 4 levels of training criteria?
Kirkpatrick's 4 levels of training criteria 1. Reactions - How do the trainees feel about the training 2.Learning - To what extent have the trainees absorbed the knowledge and skills that have been taught 3. Behaviors - To what extent do the trainees apply what they have learned to the job setting 4. Results - To what extent do new behavior exhibited on the job as a result of training add economic value to the organization
A coefficient with the value +0.9 indicates all of the following EXCEPT
Low magnitude
Mean
Mean: The arithmetic average of a distribution of numbers; most common measure of central tendency; tends to be influenced by outliers
Describe the four stages of the mentor relationship?
Mentoring -Development of a relationship between an more experienced individual (the mentor) and a younger employee in their formative years (the protégés) to transfer knowledge and provide support and career guidance -Stages of the mentoring relationship 1. Relationship Initiation phase -Mentor and protégé develop expectations about relationship and whether it meets the needs of both 2. Cultivation - Engage in mutually beneficial partnership 3. Separation - Relationship is no longer useful for one or both parties 4. Redefinition - Mentor and protégé examine their relationship
Mode
Mode: The most frequently occurring number in a distribution; not used for many statistical analyses, but is practical because is always a whole number (e.g., mean number of children per family is 2.75 vs. modal number of children per family is 3)
Describe the differences experts and novices
Novices are individuals who have limited or no experience in situations characteristic of their domain A novice's understanding of the discipline is based largely on rules. At this level, novice learners rely on facts and features of the domain to guide their behavior. Because of this, performance is quite inflexible and limited.
A diversity-validity dilemma is when an
Organization desires to hire the most qualified applicants while at the same time achieving a fully diverse work force
Organizational learning
Organizational learning -The process through which organizations learn new skills to adapt to a rapidly changing business world -Organizational learning is becoming increasingly important as we switch from a manufacturing to a knowledge-based economy - Knowledge workers "work with information and ideas or solve problems and carry out creative tasks" - In 1970, a worker's knowledge became outdated about every 12-15 years. Now, a worker's knowledge and skills become outdated every 3-5 years.
The process of identifying from the pool of recruited applicants those to whom a job will be offered is known as
Personnel selection
What are predictor variables? What are they used for
Predictor: - Any variable used to forecast a criterion -Provides information that can be used in making a decision
The body of knowledge about how to use information to address issues and solve problems is known as
Procedural knowledge
Hawthorne studies findings
Research between western electric and harvard researchers. origninally tried to find a relationship between lighting and effiency. productivity had no relationship to illumination. There was increased productivity-hawthorne effect. -existence of informal work groups and their controls on production -importance of employee attitudes, importance of a sympathetic and understanding supervisor, need to treat people as workers and not just human capital.
What are the 9 major job performance criteria?
Sales Turnover Absenteeism Accidents Theft Deviant workplace behavior Emotional labor Adaptive and citizenship behavior
I/O psychologists who work in which of the following areas are concerned with developing assessment methods for hiring new employees?
Selection and placement
What is sexual harassment training? What is quid pro quo harassment?
Sexual Harassment Training - Training aimed at teaching sensitivity to other people's values and preferences and making them aware of the multifaceted nature of sexual harassment and its consequences quid pro harassment- a legal classification of harrasment in which specified organizational rewards are offered in exchange for sexual favors
Standard Deviation
Standard deviation: A statistic that shows the spread or dispersion of scores around the mean in a distribution of scores
Which of the following was NOT identified in your text as being one of the four principles of scientific management?
Suggestion and argument as a means of influencing people
The goal to identify whether some tasks are consistently performed poorly and/or whether there are deficient KSAOs across the work force is known as
Task analysis
The basic units of work that are directed toward meeting specific work objectives is described as
Tasks
Define test utility and validity generalization
Test Utility - The monetary value a selection test has for the company in terms of improvement over the former method -Must consider -How much more efficient are workers (speed, accuracy)? -How many employees are hired annually (turnover)? -How long to employees stay on job (length of tenure)? - How much is saved in training new employees? Validity Generalization - A concept that reflects the degree to which a predictive relationship empirically established in one context spreads to other populations or contexts -Validity can generalize across: - Same people, different time -Different people, same time - Different people, different time -Different units, different time -Different organizations, different time
When we measure something at two different times and compare the scores, which assessment of the measuring device's reliability is being used?
Test-retest reliability
Scientist-practitioner gap
The difference between scientific research findings on organizations and their managment versus how organizations are actually managed.
Which of the following was NOT a finding of the Hawthorne studies?
The level of illumination is a major determinant of productivity level
What are positive and negative cues of pre-training environments
The way training is viewed in organizations provide critical cues for employees regarding the motivation they should take into training 1. Positive cues - Supportive supervisors -Accountability 2. Negative cues -Resource constraints (e.g., time, equipment, funding) -Poor connection to job
When the selection ratio is greater than one
There are more openings than applicants
What is the difference between training and development?
Training and development -Training - The process through which KSAOs needed for an immediate job/role are enhanced -Development - The process through which KSAOs are enhanced but not for an immediate purpose - Can be formal or informal (i.e., unintentional)
A systematic process of identifying and specifying training requirements is which of the following
Training needs assessment
What is training transfer? What are the 3 types of transfer?
Transfer §-The degree of generalizability of the behaviors learned in training to those behaviors evidence on the job that enhance performance § Transfer § The degree of generalizability of the behaviors learned in training to those behaviors evidence on the job that enhance performance Types of transfer 1. Positive Transfer - Occurs when learning in the training program improves performance in the work setting 2. Zero Transfer - Occurs when learning in the training program leaves performance unaffected in the work setting 3. Negative Transfer - Occurs when learning in the training program hinders performance in the work setting
The people who are predicted to succeed on the job because they passed the selection test, and who in fact turn out to be successful employee are identified as
True positives
Correlations and Determining Causality
Used in determining the relationships between two or more variables § Correlation coefficient: A statistical index that reflects the degree of relationship between two variables (symbol-r) § Can be a number between -1.00 and +1.00 § Sign of number indicates direction of correlation § Positive correlation: The two variables vary in the same direction (as one increases, the other increases, or as one decreases, the other decreases, e.g., the more you study, the higher your grades will be) § Negative correlation: The two variables vary in the opposite direction (as one increases, the other decreases, e.g., the more you go out per week, the lower your grades will be) § Numerical value indicates magnitude of correlation § +/-1.00 = perfect correlation (either perfect positive or perfect negative) § 0.00 = no relationship
What is the definition of a variable
Variable: An object of study whose measurement can take on two or more values; represented by a symbol that assumes a range of numerical values
How are predictors assessed? Define reliability and validity
We expect two things out of predictors: 1. Consistent in their prediction Reliability: A standard for evaluating tests that refers to the consistency, stability, or equivalence of test scores 2. Accurate in their conclusions Validity: A standard for evaluating tests that refers to the accuracy or appropriateness of drawing inferences from test scores
Who were the founding figures in IO?
Wilhelm Wundt (1879) - Father of Psychology § Bryan & Harter (1897) - First paper describing the study and application of psychology to work activities (Morse code telegraphers) § Coined the term "industrial psychology" by mistake § Frank & Lillian Gilbreth (turn of century) - Time & Motion studies § Coined the term "therblig" - one of a set of fundamental motions required for a worker to perform a manual operation or task (e.g., grasp) § Walter Dill Scott (1911) - "Increasing Human Efficiency in Business" § Frederick Taylor (1911) - "The Principles of Scientific Management"
A term that is synonymous with meta-analysis is:
a study of studies
The information revealed from a job analysis can be used in which of the following areas?
all of the above
Hugo Munsterberg's influence in founding I/O psychology is based on
applying psychological methods to practical problems of industry
A correlation can be used to infer causality when:
causality cannot be inferred from a correlation
The tendency to rate everyone as average is considered a
central-tendency error
Which major US era sparked government intervention in I/O affairs?
civil rights movement
A mechanical ability test was administered to 100 apprentice mechanics at CAR, Inc. One year later, researchers found a strong correlation between their test scores as apprentices and their job performance as mechanics. This evidence lends support for the _____ validity of the test.
predictive-criterion related
Employees are provided coaching and other developmental opportunities in order to ensure future success in which step of the performance management process?
providing feedback
The Hawthorne studies were an example of what research strategy?
quasi-experiment
The reduced scrap rate saved the company $42,000 per year in construction material. The total cost of the training program was $4,500. The difference between the two figures is an example of a _____ criteria of training.
results
What is the purpose of the criterion cutoff?
separates people who success vs fail on the job
Which of the following reflect the tendency for individuals to remember information when it is presented at a certain place within a sequence?
seriel postion errors
When a work analysts gathers information pertaining to the content of the work performed by people in organizations all of the following are considered except
skills
The five-factor model of personality encompasses all of the following personality factors EXCEPT
sociobility
Understand the value of the "r" coefficient and sample sizes
symbol for correlation coeffcient.. ranges from -1.00 to +1.00. Tells 2 things about the relationship b/t 2 variables: The direction of the relationship and its magnitude. Positive relationship means 1 variable increases in magnitude and so does the other. Magnitude and direction are independent...-.80 is just as strong as +.80 (PG 46 has pics)
What are some secondary research methods?
§ A type of research method that examines existing information from prior studies 1. Meta-analysis Statistical procedure for combining the results of numerous studies on a particular topic 2. Data Mining Looking for patterns and relationships among measured items in very large data sets