I/o Psych Test 1

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Division 14

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What division is I/O psychology in the APA?

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Ergonomics

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The interface between humans and machine

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Heavy emphasis placed on clinical psych. Not as pressing to have licensing to protect public.

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Why is the licensing of I/O psychologists controversial?

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Frederick Taylor

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showed that iron workers worked better if they had breaks. Wrote principles of scientific management: science over rule of thumb, scientific selection and training, cooperation over individualism, and equal division of work best suited to management and employees.

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Lillian Gilbreth

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a female psychologist who made substantial contributions to I/O. concerned with human aspects of time management. First to recognize the effects of stress and fatigue on workers. "human beings most important element in industry"

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Army Alpha test

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An intelligence test develooped during WWI by I/O psychologists for the selection of military personnel.

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Army Beta Test

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A nonverbal intelligence test developed during WWI by I/O psychologists to assess illiterate recruits.

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Hawthorn studies

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study on illumination in the workplace in relation to worker productivity. no matter how it was manipulated, productivity increased. this due to the novelty of the situation and special attention given to workers.

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inductive theory

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when a researcher takes research data and proposes a theory from it

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deductive theory

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when a researcher proposes a theory and then tests it by collecting data

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quasi-experiment

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a method of research for conducting studies in field situations where the researcher may be able to manipulate some independent vars.

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qualitative research

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a type of research method in which the investigator takes an active role in interacting w/ the subject he or she wishes to study

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serendipity

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accidentally finding something useful that research had not set out to find.

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conceptual criterion

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a theoretical construct, abstract idea that can never be measured. Ie, defining a successful college student by intellectual growth and work in the community.

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Actual Criterion

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theoretical construct based on measurable and real factors. ie, defining a successful college student by gpa.

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criterion contamination

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the part of the actual criterion that is unrelated to the conceptual criterion. ie,

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criterion relevance

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the degree of overlap between the actual criterion and the conceptual criterion

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criterion deficiency

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the part of the conceptual criterion that is not measured by the actual criterion

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subject matter expert (SME)

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a person knowledgeable about a topic who can serve as a qualified information source about the conditions of a job, three different sources: job incumbents, supervisors, and job analyst. first 2 best for job description, job analysts to comprehend the relationships among a set of jobs

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task

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the lowest level of analysis in the study of work; basic component of work (ie typing for a secretary)

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position

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a set of tasks performed by a single employee

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task-oriented procedures

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this seeks to understand a job by examining the tasks performed, usually in terms of what is accomplished. uses task statements to ascertain concise expressions of tasks performed and rating them on a scale

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functional job analysis

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task-oriented method of analysis that obtains: what a worker does, procedures and processes; and how a task is performed, the physical, mental and interpersonal involvement.

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worker-oriented procedure

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procedure seeking to understand a job by examining the human attributes needed to perform it successfully. broken into KSAO's (Knowledge, Skill, Abilities, and Other Characteristics)

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KSAOs

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Knowledge - info needed to perform a job, Skill - proficiencies needed to perform a task, Abilities - relatively enduring attributes that are stable, and Other Characteristics - all other personal attributes.

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linkage analysis

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a technique in job analysis that establishes the connection between the tasks performed and the human attributes needed to perform them

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interview (workers may magnify the importance), direct observation (good for seeing adverse conditions, bad for why of behavior), questionnaire

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procedures for collecting information

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equivalent form reliability

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developing two tests to test the same attribute and give it the same group of people.

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test retest reliability

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a type of reliability that reveals the stability of test scores upon repeated applications of the test

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internal consistency reliability

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a type of reliability that reveals the homogeneity of the items comprising a test. ie, split-half test.

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inter-rater reliability

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a type of reliability that reveals the degree of agreement among the assessments of two or more raters.

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construct validity

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the degree to which a test is an accurate and faithful measure of the construct it purports to measure

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criterion related validity

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how much a predictor relates to a criterion, how well it assesses either concurrent knowledge gained, or can predict how well a student will do in college

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content validity

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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

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face validity

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the appearance that items in a test are appropriate for the intended use of the test by the indivs who take the test.

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g

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the symbol for general mental ability, which has been found to be predictive of success in most jobs

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integrity test

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a type of paper and pencil test that puports to assess a test taker's honesty, character, or integrity. used to identify job applicants who will not steal, etc. from their employer.

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adverse impact

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a type of unfair discrimination in which the result of using a particular personnel selection method has an adverse effect on protected group members compared with majority group members.

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Gratz v. Bollinger

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court case ruling that granting initial points to "points" to minority applicants was not allowed

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Grutter v Bollinger

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Michigan university law school taking race into consideration during the application process was allowed by the Supreme Court.

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bona fide occupational qualification (BFOQ)

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something that must be "reasonably necessary to the operation of that particular business or enterprise."

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selection ratio

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a numeric index ranging between 0 and 1 that reflects the selectivity of the hiring organization in filling jobs; the number of job openings divided by the number of job applicants. small SR = greater predictors value.

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placement

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the process of assigning indivs to jobs based on one test score

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classification

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the process of assigning indivs to jobs based on two or more test scores