MSU PSY 255 Exam 1

IO psych definition

application of psychological principles and theories to the workplace

Industrial/Personnel Psychology

-job analysis

-selection

-training

-performance appraisal

-compensation

Organizational Psych

-motivation

-leadership

-work-related attitudes

-organizational change and development

Human factors psychology

-human machine interaction

-ergonomics

What percent of IO psychologists are in academics?

42%

What percent of IO psychologists are in consulting?

26%

What percent of IO psychologists are in other private organizations?

20%

What percent of IO psychologists are in govt/military?

9%

What percent of IO psychologists are in nonprofits?

4%

primary areas for IO work

-Selection

-Training

-Organizational development

-Performance management

-Quality of work life (job attitudes)

-Social justice/ prosocial work

What does SIOP stand for

Society for Industrial and Organizational Psychology

what did SIOP come up with

scientist-practitioner model

what division of the APA is SIOP

Division 14

what does SIOP publish

Guidelines for education and training for IO psych PhD students

scientist-practitioner model

Scientist = generator of knowledge

Practitioner = consumer and applier of knowledge

Most IO psychologists have what level of schooling

M.A. or PhD

(2-5 years post undergrad)

Walter Dill Scott

-1st professor of applied psychology

-wrote "theory of advertising"

Walter VanDyke Bingham

Established division of applied psych at caerneige mellon in 1915

Hugo Munsterberg

wrote textbook "Psychology and Industrial Efficiency" 1913

Frederick W. Taylor:

-scientific management -advocated division of labor and designing work so as to maximize efficiency

What did the two Walters do WW1 through the 1920s

-personnel psych in military

-developed personnel files and performance rating forms

Robert Yerkes

-President of the APA

-Selection and placement in the military

-Developed army alpha and beta mental ability tests

Bruce V Moore

-First recipient of I-O phd. C. mellon, 1921

how many IOers in 1917 vs 1929

10 vs 50

IO psych 1930s to WWII

-Western electric and the hawthorne effect

-Rise of the O side

IO psych WWII to 1960s

-increased IO involvement during war

-emergence of research centers

-rapid growth of IO grad programs

Title VII of Civil rights act (1964)

-Addressed discrimination in employment decisions

-Can't recruit, hire, fire, promote, etc., based on protected groups (race, gender, religion, color, national origin)

IO psych today

-100 IOers in 1939 became 7,887 in 2010

how many IO doctoral and masters level programs are there

58 doctoral 74 masters

Why will IO psych continue to be relevant

-Global competition

-Downsizing

-Increased workplace diversity

-Technology advancement

-Ethical consideration

4 goals of science

description, prediction, control, explanation

3 assumptions of science

empiricism, determinism, and discoverability

empiricism

learning via observation and collecting data

determinism

phenomena are orderly and systematic

Discoverability

Phenomena are knowable

Theory

a set of interrelated concepts and propositions that present systematic view of phenomenon

Criteria of a good theory

-parsimonious (simple)

-testable (falsifiable)

-useful

-generative (stimulate future research)

Induction

-Data to theory

-look for patterns in data

deduction

-theory to data

-design studies to test existing theory

casual inference

conclusion about the causal relationship between two variables

IV = _________ DV= _____________

1) predictor 2) outcome

internal validity

accuracy of casual inferences

-does IV cause DV

-Control!

controlling a study includes

1) controlling extraneous variables

-hold constant

-manipulate

-statistically control

2) random assignment

3) double blind method

External validity

extent to which findings generalize to/across different people settings and time

trade off between internal vs external validity

more control = less realistic

steps in the research process

1) form hypothesis

2) design study

3) collect data

4) analyze data

5) report

what two things do experimental methods involve

1) random assignment

2) variable manipulation

what does an observational method involve

-correlational design/ descriptive methods

-no random assignment or manipulation

what is an observational design good/bad for

good for description and prediction but cannot make definitive statements about causality

attribute

dimension along which individuals can very and be measured

measurement errors

unsystematic - reliability

systematic - validity

reliability

-consistency of a measure

-places a limit on validity

Types of reliability

1) test-retest

-consistency of test over time or over raters

2) Parallel forms

-consistency of two independent measures

3) internal consistency

-how well do all the qs on a test work together

-split half reliability

-cronbach's Alpha

rule of thumb for reliability and rxx

Rex >= .70

Validity

does a measure measure what its supposed to

types of validity

1) construct validity

-extent that test measures the underlying construct its intended to

2) content validity

-degree that a measure is representative of domain of interest

-more subjective than quantitive

3) criterion related validity

-is the test a good predictor of attitudes/behavior/ performance (uses correlation)

-important for selection

construct

abstract quality that is unobservable and difficult to measure

measuring criterion related validity concurrently and predictively means what

concurrent: predictor and criterion assessed at same time

predictive: predictor assessed at time 1, criterion assessed at time 2

what is r in stats

-correlation

-indicates strength of relationship between two variables

regression in stats

-used to predict one variable via knowledge of other variable(s)

-regress DV/criterion on one or more IVs/predictors

coefficient of determination

r^2

% of variance accounted for by predictor(s)

Meta Analysis

-quantitative literature review

-combines results of many studies to arrive at best estimate of true relationship

Job analysis

process of defining jobs in terms of component tasks and the knowledge and skills required to perform them

what does job analysis target

-positions not employees

Element

smallest unit of work activity

Task

string of elements that achieve specific objectives

position

tasks performed by one individual in an organization

job

collection of similar position

job family

class of similar jobs across different organizations

KSAs

knowledge, skills, and abilities req for successful job performance

competencies

group of related KSAs needed to perform specific function

products of job analysis

1) job description

-tells what job holders do, why they do it, and how they do it

2) Job specifications

-tells what KSAs are necessary to perform job

3) job evaluation

-determines value of job to the organization (sets salary)

why bother with job analysis?

1) necessary for success of HR functions

2) provides legal defense against employment related litigation

Uses of job analysis

1) job classification

2) criterion development and performance appraisal

3) Job re-design

4) training

5) selection and placement

6) compensation

Approaches to job analysis

1) job oriented

2) person/worker oriented

3) hybrid method

Job oriented methods (2) of job analysis

1) Task inventory approach

-task statements generated by SMEs

-job holders then rate how much they perform the task/how impt it is

2) Functional job analysis (FJA)

-obtain info from SMEs about what tasks are performed and how

-jobholders then rate statements based on data, people, things

SME

Subject Matter Expert

what does FJA used to develop

Dictionary of Occupational Titles (DOT)

-info on 12,000 basic jobs

-coded according to data, people, things

-contains lead statement, tase element statements, and "may" items (describe job requirements)

Data, people, and things dimensions for rating

data- cognitive resources for handling info, ideas, facts

people- interpersonal resources (courtesy, mentoring)

things - physical resources (strength, speed, coordination)

what is the 21st century DOT?

O*NET (occupational information network)

-interned-ized version of DOT

-search via tasks, KSAs, titles, etc

-connected to americas job bank (search engine)

Job oriented method PROS

-cheap/quick

-done at respondents leisure

-can survey many job holders

-easily quantified and analyzed

Job oriented method CONS

-time consuming and expensive to develop

-ambiguities in items unresolved

-too narrowly focused on specific tasks

-hard to compare across jobs and may miss similarities

worker oriented methods (3) of job analysis

1) Job element method (JEM)

2) Position analysis questionnaire (PAQ)

3) Common metric system (CMS)

Job element method (JEM)

-Identify KSAs of superior performers

-SMEs develop list of job relevant KSAs and provide work examples for each

JEM example - computer programmer (three elements)

Computer programmer:

A) skilled in writing code

B) knowledgeable of networking

C) ability to troubleshoot

Position Analysis Questionnaire (PAQ)

-standardized measure with 194 items describing KSAs and work conditions

-6 dimensions

-SMEs rate each item based on relevance, importance, and time consumption (w/ respect to focal job)

6 dimensions of PAQ

1) info input

-where and how does worker get into (ex = reading from manual)

2) mental processes

-what kinds of info processing are req

3) work output

-physical activities and tools (dealing with #s on a telephone)

4) relationships with others

-required for job?

5) job context

-physical and social contexts

6) other characteristics

-anything else

PAQ cons

-college reading level

-not for managerial jobs

-too abstract (many jobs look similar)

Common metric system (CMS)

-2077 items organized along 80 dimensions

-3hrs to complete

-online

-more behaviorally specific than PAQ but more abstract than JEM

-good for managerial jobs and has lower reading level

Job evaluation

Determining value of jobs to organizations (based on their contribution)

in addition to using job analysis info one's pay can reflect

-perfomance

-tenure

-external labor market

-legal req

-union pressure

-employee skills

compensable factors

dimensions for which employees are compensated

-effort, skill, responsibility, work conditions, mental effort, stress

Point system method of job evaluation

-SMEs use job analysis info to identify org-wide compensable factors

-jobs assigned points based on compensable factors

-total scores are plotted against current pay (used to identify over/under pay)

equal pay act 1963

-equal pay for equal work

-disregards work that is of equal value to organization

comparable worth

-equal pay for equal worth

-helps eliminate gender bias in sex typed jobs

-not federal legislation

current wage gap

around 20%

criteria

evaluative standards used as yardsticks for measuring success or quality

most impt criterion in IO

job performance

-on the job behaviors relevant to org goals

-used to make a lot of impt decisions

ultimate criterion

a theoretical construct encompassing all performance aspects that define success on the job

-identification and measurement = hard

actual criterion

Best real-world representation of the ultimate criterion

-developed to represent it as much as possible