I/o Psychology Exam #1

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Wilhelm Wundt

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Considered to be the "father of psychology".
Experimented with people in lab environments and two very well known students; Walter Scott & Hugo Munsterburg

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Hugo Munsterburg

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Was actually the first I/O psychologist & the first educational psychologist. He wrote the first I/O book in Harvard (Psychology of Industrial Efficiency 1913) and also created Applied Psychology in Harvard. Hugo was German and very proud. He passed away during a lecture... Started the path for lie detectors and polygraph tests. He was also in fact the actual father of Industrial psychology. He was first to encourage gov't funded research in industrial psych. Addressed personnel selection and equipment design.
Developed selection tests for traveling salesmen, motormen with the Dallas streetcar system, and ship captains.
People are "replacement parts" that need to fit the organization's needs.

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Army Alpha Exam

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Developed by Robert Yerkes, was a test for the Army to select soldiers. This exam was the beginning to testing and the multiple choice format. If you did very well in the Alpha, you were hired as officer, If you did poorly you were made a laborer. This was the first group administered test.

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Army Beta Exam

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Testing for people who cannot read or write English. Typically non-verbal and used by state agencies.

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Hawthorne Studies

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in 1924 he ran a series of experiments at the Hawthorne Works of the Western Electric Co. He wanted to study the relationship between light levels and productivity. Decrease lighting did not always result in decreased levels of productivity.

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The Hawthorne Effect

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There was a change in behavior following the onset of novel treatment (typically new or increased attention)
The effect typically wears off as the novelty dissipates. In 1933: In report to Hawthorne Studies, Elton Mayo made the first call to Human Relations movement. "Humans should be treated as people, Not human capital"

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Civil Rights Act of 1964

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Title VII Focused on Employment. Included everyone regardless of gender and race.

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Griggs Vs. Duke Power (1971)

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Made it so that you need a high school diploma if you want any job other than a laborer. White race: 40% were graduates; Black race: less than 13% were graduates, yes he was being "fair" but he was making it nearly impossible for any race other then white to succeed. "Secretly segregating"

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Frederick W. Taylor

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in (1911) he developed the book on Scientific Management Theory (Taylorism) . He used time and motion studies to redesign jobs for maximal efficiency. Taylor believed in cooperative effort by management & workers to determine the best way to do a job, to select workers who are capable of doing the job that way and providing incentive pay for those who will work in the prescribed manner.

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Scientific Management Theory

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AKA Taylor-ism, work methods can scientifically be designed for efficiency. These studies yield the "one best way" to o a given job. The best workers should be selected then trained in the one best way.

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Walter Dill Scott

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Student of Wilhelm Wundt, Created the theory of advertising, he managed personnel in the Army during WW1 and created organizational charts. Testing began to control peoples lives.

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Generalizability

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or external validity, the extent to which research results hold true outside the specific setting in which they were obtained.

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Informed Consent

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the formal process by which subjects give permission to be included in a study.

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Field Research vs. Laboratory Research

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Field research is conducted in a natural setting as opposed to in a laboratory.

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Experiment

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A type of research study in which the independent variable is manipulated by the experimenter.

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Independent Variable

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The manipulated variable in the experiment. In laboratory studies it is measure by the researcher. In Field studies it is manipulated by the researcher.

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Dependent Variable

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The measure of behavior that is expected to change as a result of changes in the independent variable.

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Control Group

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A group of employees who do not receive a particular type of training so that their performance can be compared with that of employees who receive training.

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Quasi-Experiments

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research methods in which the experimenter either does not manipulate the independent variable or in which subjects are not randomly assigned to conditions.

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Survey

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another method of conducting research in which employees are asked their opinions on some topics. I.e: Employees are asked about their attitudes toward the organization, HR directors are asked about their opinions toward the best recruitment method

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Meta-Analysis

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is a statistical method of reaching conclusions based on previous research. I.e: going through all articles on a specific topic and forming a conclusion based on previous research results.

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Correlation

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A statistical procedure used to measure the relationship between two variables. I.e: the relationship between job satisfaction and job attendance.

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Archival Data

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Research that involves the use of previously collected data.

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ANOVA

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ANalysis Of VAriance

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Individual & Group Differences

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I: Individual (Industrial)
O: Group (how Organizations set up)

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Job Analysis

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A systematic process used to determine the tasks, duties and responsibilities of a job and the qualities needed to perform it. (foundation of all things I/O) Also know as the dependent variable in this case.

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FJA

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Functional Job Analysis- Assigns percentages... You want to find out what the person predominantly does in that position or job title.

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PAQ

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Position Analysis Questionnaire (McCormicks) A structured job analysis method, 194 items organized into six main dimensions.

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O*Net

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Occupational Information Network: the job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles (DOT). ONET developers understood that jobs can be viewed at four levels, Economic, Organizational, Occupational and Individual.

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Critical Incidents

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Finding job incidents out of the norm (both good or bad) Developed by John Flanagan that uses written reports of good and bad employee behavior.

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PPRF

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Personality Related Position Requirements Form: developed by Raymark, Schmit and Guion to identify the personality types needed to perform job related tasks. (THE BIG 5)

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Comparable Worth / Pay

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The idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand.

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Job Evaluation

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The process of determining the monetary worth of a job. (How much you should be paid / compensated)

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Equal Pay

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people who are performing jobs that are equally valuable to the organization should receive comparable pay. - Also concerned with the social values of fairness.

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Criteria / Criterion

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- measures of job performance
- that which is to be predicted
- dependent variable
- Criteria = Plural
-Criterion= Singular

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Ultimate Criterion

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A theoretical construct encompassing all performance aspects that define success on the job. Theoretical, Global and Overall.. Goodness in ones job the true worth and whole point.. I.E Surgeon= Health. Teachers= Education. NOT MEASUREABLE

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Actual Criterion

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Nothing to do with the true worth,

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Criterion Relevance

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The overlapping of ultimate and actual criterion. I.E Teachers who have bad class hours cannot be held accountable. If students prefer early day classes rather then night, they will always vote against night regardless of the efficiency of the teacher.

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Criterion Contamination

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Bad Data

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Pair Comparison

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the comparing of two subjects, there is only one winner... A definite clear winner.

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Forced Choice

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A performance appraisal in which the subject is given several options and forced to choose an option..

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Criterion Contamination

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The condition in which a criterion score is affected by things other then those under the control of the employee.

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Leniency Error

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A type of rating error in which a rater consistently gives all employees high ratings, regardless of their actual level of performance.

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Halo Error

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A Halo Error occurs when a rather allows either a single attribute or an overall impression of an individual to affect the ratings that she makes on each relevant job dimension.

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Multiple Criteria

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Criterion- Latin suffix for many / plural.

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BARS

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Behaviorally Anchoring Rating Scale. Concretely designed ratings are detailed.

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Composite Criterion

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a weighted combination of the multiple criteria resulting in one index of performance.