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39 Cards in this Set
- Front
- Back
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Observational Survey Research |
researcher watches an employee's behavior and makes note |
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Survey Research |
Fill out questionare |
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Why is I/O research non experimental? |
1) hard to stimulate work 2) hard to manipulate organizations 3) student samples might not work |
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Triangulation |
looking for similar info about the same phenomenon using multiple sources. |
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Quantitative vs Qualitative Data |
- favored by journals - used to be viewed as excessively biassed |
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Generalization |
an investigator can generalize results to areas that have been sampled in research study |
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Control |
control for the influence of certain variables that might obscure the result ex: gender, age, educational backgrounds, broken machines, missing employees |
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Reliability |
-same test can be used for same jobs -if you test-retest it should be consistent -equally difficult |
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Validity |
when something accurately represents what you hope to measure. -just because its reliable does not mean its relevant. |
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Descriptive vs Inferential Statistics |
- summarizes data. means may be same but thats not the whole picture -helps us draw inferences about relationships |
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Statistical Significance |
Helps determine how many times out of 100 we will get the same result |
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Cognitive Ability |
-have a natural inclination to cognitive stuff -good at predicting performance -verbal intelligence, spatial, numerical -knowledge, mental ability, memory -predicts maximum performance |
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Physical Abilities |
muscular tension, power, endurance, stamina -you can excercise to get better. |
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Sensory and Psychomotor |
vision hearing touch coordination, reaction time |
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Personality |
-predicts performance over "g" -predicts, cwb, ocb, job satisfaction, leadership - predicts typical work performance |
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The Big 5 |
-openness(curious) -conscientiousness(positive intentions) -extroversion (ambition) -agreebleness( cooperative -neuroticism |
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Skills, Knowledge, Competencies |
KSAO's along with personality |
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What if someones asks you what does a test score mean? |
assigned by norming = compating a test score to a relevant test score |
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Structured interview
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behavioral- what have you done situational-what would you do |
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Screen out vs. Screen in testing |
screen out- rule out potentially problematic employees screen in- identifies applicants with positive personality characteristics |
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What is I/O Psych and how does it contribute? |
-helps companies hire best suited person for job -helps with adverse impact -help create job analysis to conduct a legal hiring method -help increase performance -give advice |
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How do you go about conducting a study? |
1)hypothesis 2)research design 3)method of data collection 4) sample 5)control 6)make sure its reliable and valid 7)stats to see for significance |
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quasi experiment |
ex: researcher assesses employee satisfaction with existing pay plan, then change pay plan & assess again. |
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OCB |
-not actually part of the job description -goes beyond and above -unfair because it emphasizes personality attributes over cognitive ability -generalized compliance- not a rule breaker |
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CWB |
-threaten well being of an organization -just because someone has certain characteristics that are related to CWB doesnt mean you should jump to conclusions |
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Cognitive Testing pros & cons |
pro= measures IQ very well, good at predicting performance con= results in high adverse impact |
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Physical Abilities test pro & con |
pro= help select people with necessary endurance con= adverse impact |
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Personality Test pros & cons |
pro= predicts integrity and performance con=people can fake |
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Integrity Test pros&cons |
pro= predicts performance, saves money con= difficult to know what is being measured |
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Assessment Centers pros&cons |
pro= good to select candidate con= expensive and time consuming |
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SJTS pros&cons |
pro= low adverse impact, selects best con= suceptible to faking |
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work samples pros & cons |
pro= good to see if candidate can handle con= not intricately valid |
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Steps of a Job Analysis
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1) Observation 2) Interviews 3) decide if task oriented or work oriented job description 4) identify KSAOs 5) Identify tests & other assessment techniques to measure KSAOs |
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What is performance? |
all the behaviors you are doing to get results for the company --- effectiveness= result of performance |
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Campbell's Model of Measuring Work Performance |
Declarative Knowledge= do you know what you need to know Procedural Knowledge=skills Motivation= do you even want to |
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Typical vs Maximum Performance |
-want someone with low variation -setting goals increases maximum performance |
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Criterion Deficiency and Contamination |
contamination= unrelated to the behaviors you are trying to measure deficiency= not enough info about the criterion |
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How could you measure performance? |
objective=quantitative result of work judgmental= effectiveness of work behavior |
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When you do a Job Analysis you need to know what behaviors to look for |
-determine the task and who would be good -see how hard & how much you should pay -see if they have the ability to be promoted |
