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96 Cards in this Set
- Front
- Back
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Carrol's heriarchial model
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"g" is broken down into 7 genernal abilities, and each of these are broken down into most specific cognitive abilities
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sensory abilities
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functions of the senses -- vision hearing, touch taste, smell, and kinesthetic feedback
ex: sight, noticing changes in body position |
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psychomotor abilities
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deal with coordination, dexterity, and reaction time
ex: arm steadiness, speed of limb movement |
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evidence on the predicitive validity of "g" for job performance
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meta-analysis shows that "g" is a good predictor for job performance, and that the predicitive validity increases as the complexity of the job increases
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flynn effect
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the phenomenon that new generations seem to be smarter than their parents by a gain of 15 pts. in average intellegence scores
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declarative knowledge
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understanding what is required to perform a task, knowing information about a job or a task (ex.: knowing that atlanta is the capitial of GA)
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procedural knowledge
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familiarity with a procedure or process; knowing "how"
(ex: knowing how to drive a car) |
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tacit knowledge
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action-oriented, goal-oriented knowledge; acquired w/out direct help
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5 factor model / Big 5
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model that suggests that personality can be represented using 5 factors
1. concientiousness 2. extraversion 3. agreeableness 4. emotional stability 5. openness to experience |
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vocational interests
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preference or liking for a particular activity or setting (as in a job or occupational setting)
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holland model
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6 interest types arranged in hexagonal pattern to show how they relate to eachother
1. realistic 2. investigative 3. artistic 4. social 5. enterprising 6. conventional |
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enterprising person
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unlikely to express interest in investigative type jobs, b/c these two types are practically opposite and placed on opposite sides of the hexagonal model
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competency vs. ability
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competencies are sets of behaviors, usually learned by experience, that are instumental in the accomplishment desired organizational results or outcomes
competencies are more complex than abilities and usually involve a collection of different knowledges, skills, abilities, or personality characteristics |
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emotional intellegence
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a proposed type of intelligence focused on people's awareness of their own and others' emotions
- g and extraversion |
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skills
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practical acts, such shooting a basketball, using a keyboard, etc. unlikely to be developed w/out certain abilities, personality characterisitics, and knowledge
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abilities
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components of "g"; board term, usually broken down into many different types of abilities
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knowledge
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a collection of discrete but related facts and info. about a particular domain, acquired through formal education of training, or accumulated through specific experiences, broken down into tacit, procedural, an declaritive knowledge
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experience
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direct participation in, or observation of, events and activities serves as a basis for knowledge
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micro-analysis
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research of individual behavior
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macro-analysis
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research for collective behavior
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meso-analysis
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intregrates both macro and micro by including both individual differences data and collective
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test
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objective and standardized procedure for measuring a psych. construct using a sample of behavior
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test battery
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collection of tests
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norming
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comparing a test score to other relevant test scores; done to give more meaning to a raw score such as by seeing how one person did on a test compared to everyone else, not just based on percentage alone, like curving a grade
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speed test
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rigid and demanding time limits so that most test takers will not be able to finish the test in the allotted time
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power test
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no rigid time limits; enough time is given for a majority of test takers to finish it
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interviews
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structured interviews tend to have more validity and give more info. on job knowledge and technical attributes; unstructured interviews give more info. about personality and social/communication skills
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polygraphs and graphology
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according to the book, both are useless
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general motor ability or specific cognitive ability tests
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allow a person to show what he or she knows, perceives, remembers, understands, or can work with mentally
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personality inventories
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measures different aspects of a person's personality
ex: 5 factor model |
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biodata
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give info about a person's past -- previous jobs, education, etc.
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common general mental ability test
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Armed Services Vocation Aptitude Battery (ASVAB)
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common general personality inventory
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Personality Research Form (PRF)
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personnel psychology
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often seen as part of HR; deals with issues such as recruitment, selection, training, performance appraisal, promotion, transfer, and termination; assumes that people are consistently different in their attributes and behaviors and that differences can be used to predict, maintain, and increase work perormance
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organizational psychology
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combines research ideas from social psych. and organizational behavior; addresses the emotional and motivational side of work; includes topics such as attitudes, fairness, motiviation, stress, leadership, teams and the broader aspects of org. and work design. concentrates on the reactions of people to work and the action plants that develop as a result of those reactions
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human engineering
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(aka factors psych.) study of the capacities and limitations of humans with respect to a certain environment; human engineering approach is almost the opposite of the personnel approach; goal is to find or fit the best person to the job; develops an environment that's compatible with the characteristics of the worker; tools, workspaces, info. dispays, controls, safety, etc.
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Walter Dill
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worked at the Carnegie Institute alongside Walter van Dyke Bingham; helped developed methods for selecting and training personnel; volunteered to help test and place soldiers in WWI; adapted Stanford-Binet test and Army Alpha
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Frederick Taylor
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father of scientific management -- based on the principles of time and motion studies; broke down movements and time to help increase productivity and reduct fatigue
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Hugo Munsterburg
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trained by William Wundt; once of the first to measure abilities in workers and tie that to performance; applied statistics to his studies; wrote the first I/O psych textbook in 1912 translated from German to English; also known for persuading govt. and leaders that
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Hawthorne Effect
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change in behavior or attitudes that result from increased attention to workers; research started at Hawthorn, IL plant at Western Electric Corp. to increase productivity by manipulating lighting, rest breaks, and work hrs.; results were puzzling; Mayo interviewed workers' and realized attitudes played a role in productivity --> partly due to attention placed on workers
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3 key features/trends in the US workforce
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more diverse, older workers --> younger incoming, free agents -- switching jobs, issues about preparedeness, possible workforce shortage
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scientific management
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based on the principles by Frederick Taylor; suggests that there is one best and most efficient way to perform jobs
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influence of WWI on development of I/O psych.
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brought about development of army alpha test; after way private sector wanted to emulate the test
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how did govt. influence research in I/O psych. during the 1960's to the 1990's?
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Civil Rights Act of 1964 -- Title VII; increased emphasis on legal issues; encouraged research on selection and placement; age discrimination act of 1967; 1978 uniform employee Guidlelines; 1990 American with disabilities act;
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biodata
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give info about a person's past -- previous jobs, education, etc.
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common general mental ability test
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Armed Services Vocation Aptitude Battery (ASVAB)
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common general personality inventory
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Personality Research Form (PRF)
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personnel psychology
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often seen as part of HR; deals with issues such as recruitment, selection, training, performance appraisal, promotion, transfer, and termination; assumes that people are consistently different in their attributes and behaviors and that differences can be used to predict, maintain, and increase work perormance
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organizational psychology
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combines research ideas from social psych. and organizational behavior; addresses the emotional and motivational side of work; includes topics such as attitudes, fairness, motiviation, stress, leadership, teams and the broader aspects of org. and work design. concentrates on the reactions of people to work and the action plants that develop as a result of those reactions
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human engineering
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(aka factors psych.) study of the capacities and limitations of humans with respect to a certain environment; human engineering approach is almost the opposite of the personnel approach; goal is to find or fit the best person to the job; develops an environment that's compatible with the characteristics of the worker; tools, workspaces, info. dispays, controls, safety, etc.
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Walter Dill
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worked at the Carnegie Institute alongside Walter van Dyke Bingham; helped developed methods for selecting and training personnel; volunteered to help test and place soldiers in WWI; adapted Stanford-Binet test and Army Alpha
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Frederick Taylor
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father of scientific management -- based on the principles of time and motion studies; broke down movements and time to help increase productivity and reduct fatigue
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Hugo Munsterburg
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trained by William Wundt; once of the first to measure abilities in workers and tie that to performance; applied statistics to his studies; wrote the first I/O psych textbook in 1912 translated from German to English; also known for persuading govt. and leaders that
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Hawthorne Effect
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change in behavior or attitudes that result from increased attention to workers; research started at Hawthorn, IL plant at Western Electric Corp. to increase productivity by manipulating lighting, rest breaks, and work hrs.; results were puzzling; Mayo interviewed workers' and realized attitudes played a role in productivity --> partly due to attention placed on workers
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3 key features/trends in the US workforce
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more diverse, older workers --> younger incoming, free agents -- switching jobs, issues about preparedeness, possible workforce shortage
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scientific management
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based on the principles by Frederick Taylor; suggests that there is one best and most efficient way to perform jobs
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influence of WWI on development of I/O psych.
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brought about development of army alpha test; after way private sector wanted to emulate the test
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how did govt. influence research in I/O psych. during the 1960's to the 1990's?
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Civil Rights Act of 1964 -- Title VII; increased emphasis on legal issues; encouraged research on selection and placement; age discrimination act of 1967; 1978 uniform employee Guidlelines; 1990 American with disabilities act;
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experimental designs
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involve the assignment of participants to condition
- lab - field |
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quasi-experimental design
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when you cannot randomly assign participants to a condition
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nonexperimental design
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does not include any treatment or conditions; researchers would simply gather information about effects (ex: new pay plan)
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observational design
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researcher watches an employee's behavior and makes a record about what is seen;
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survey design
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worker would be asked to complete a questionnaire
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5 primary research methods
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experimental
quasi-experimental nonexperimental observational survey |
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meta-analysis
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statistical method for combining results from many studies to draw a conclusion; has potential to "liberate" past conclusions or confirming it at the level of the individual only;
limits: cant improve quality of original data; poor diversity of variability, etc. underlying biases |
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trade-off between the naturalness of research setting and the degree of investigator control
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lab studies provide good control but are more likely to lead to casual explainations; field studies allow researchers to study behavior difficult to simulate in the lab, but relationships are harder identify
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overt integrity test
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asks questions directly about past honesty behavior as well as attitudes towards various behaviors such as theft
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personality-based integrity tests
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infers honesty and integrity from questions dealing with board constructs such as concientiousness, reliability, and social responsibility
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problems with integrity tests
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1. its difficult to tell exactly what is being tested; some people misinterpret questions; sometimes not all necessary topics are covered (anti-social behavior, socialization, reliability, and social responsibility)
2. applicants are seldom found to informed or results and are not typically informed of the risks involved in taking the tests; are uninformed in general 3. scores are often reported on a pass/fail basis which can raise the possibility of false negatives |
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example of individual difference test on intellegence/cognitive ability
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cognitive ability test, cognitive battery, knowledge test, etc.
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example of measure of personality
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Minnesota multiphastic personality inventory II (MMPI II), CA Psych. Inventory, Personality Research Form (PRF), Edwards Personal Preference Schedule
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situational judgement test
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a paper and pencil test that presents the candidate with a written scenario and then asks the candidate to choose the best response from a series of alternatives
-substantial evidence of validity or job relatedness in these types of tests, can improve prediction or performance even after the contributions of all these other variables had been controlled |
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assessment centers
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1. assessments are done in groups
2. assessment is done by groups 3. multiple periods of assessments are employed. (ex: paper and pencil tests, group exercises, interviews, clinical testing) 4. assessment centers invariable have a feel of relevance to them |
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structured interview
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consists of very specific questions asked of each candidate; includes tightly crafted scoring schemes with detailed outlines for interview with respect to assigning ratings or scores based on performance
- more info. about job skills and knowledge - higher validity |
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unstructured interview
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questions that may vary by candidate and allow candidate to answer in any form he or she may prefer
- tends to give more info. about personality and social skils |
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qualitative vs. standard methods
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generally produce flow diagrams and narrative descriptions of processes, while quanatative produces numbers; qaulitative includes procedures like observation, interview, case study, and analysis of written docs.; qaaunt. is a favorite for its use in journals and b/c its more traditional
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predictor variable
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the test chosen to assess attributes/abilities identified as important for successful performance
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critereron variable
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outcome variable that describes important aspects or demands of the variable that we predict when evaluating the validity of a predictor
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independent variable
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treatment or condition, manipulated variable
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dependent variable
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resulting behavior of the research participant, response to independent variable
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bell curve
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normal curve; idealized statistical graph of a distribution whose mean, median, and mode are identical; symmetrical
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positive skew
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scores or observations are bunched at the top or range
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negative skew
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scores are bunched at the bottom of the range
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mean
median mode |
mean - arithmetic average
median - middle score mode - most frequently occurring score |
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multiple correlation coefficient
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statistic that represents the overall linear assosciation b/t several variables (ex: cognitive ability, personality, experience) on one hand and a single variable (ex: job experience) on the other hand
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reliability
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feeling confident that if we took a measure again, at a different time, or if someone else took the measurement, the value would be the same
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test-retest reliability
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the correlation between measurements taken at one time and measurements taken at another; making sure that measurements are the same both times the test is done
- disadvantages: not economical; learning/practice may affect scores; what is the proper time interval between testings? |
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equivalent forms reliabilty
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having people take different forms of a test and making sure that they make the same score and correlating the scores
- advantage: eliminates memory/learning issue - disadvantage: expensive and difficult to create a parallel form |
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internal consistency
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a way to estimate reliability by pretending that instead having one test you really have two or more; ex: breaking a long test down into parts and correlating the results; if its high that means that the test gives a good measure of the attribute that it was testing
advantage: less time to amass disadvantage: ratings and reliability may be influenced by rater or rate characteristics |
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reliability vs. validity
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reliability deals with whether or not we have consistent information on which to base decisions; validity addresses the issue of whether the measurements we have taken accurately and completely represent what we had hoped to measure
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predictive validity
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first method of conducting a critereon related study is to test all applicants w/out using those test scores to make hiring decisions and later get the scores ; time lag between testing and data collection; allows you to predict what would have happened if you had used the scores in making hiring decisions
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concurrent validity
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no time lag b/t gathering test scores and the performace data b/c the test in question is adminstered to current employees; performance measure is collected simultaneously; test scores are correlated with performance to yield a validity coefficient. If it is positive and significant, it should be made a part of hiring
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differential psychology
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scientific study of differences b/t or among two or more people
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psychometrics
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practice of measuring a characteristic such as mental ability and placing it on a scale or a metric
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cognitive ability vs. "g"
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cognitive ability: capacity to reason, plan, and solve problems; mental ability
"g": abbreviation for general mental ability; a person's intellectual capacity is closely related to occupational and vocational success |
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K S A P
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knowledge, skills, abilities, and personal characeristics
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