ISE 402 Exam 1 Study Guide

Ch 1

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Employee Motivation

Which topic would traditionally be considered organizational psychology?

A field that focuses on how psychological principles apply in the workplace

Which statement best represents the definition of the field of I/O Psychology?

Efficiency

Early I/O researchers focused on which of the following?

Beginning of I/O neuroscience research

Which trend in I/O psychology has been the most recent?

Industrial Psychology

Which came first: Industrial or Organizational Psychology?

Psychology

the science of human behavior and mental processes

I/O psychology

the science of human behavior and mental processes at work

I/O psychology application

• Application of psychological principles to the workplace

• Helping people do their jobs

• make jobs more interesting and satisfying

• helping workers be more productive

• helping employers treat employees fairly

Two Branches of I-O Psychology

• Industrial (I)

• Organizational (O)

Industrial (I) Psychology

• Focuses on helping employees work more efficiently, be more productive, and perform better.

• Ex. Job analysis, hiring ,training

Organizational (O) Psychology

• Focuses on employees’ well-being,

• Subjective-state and team focus

Theories Used In I/O

• Quantitative Psychology- 

• Social Psychology-

• Cognitive Psychology-

• Health Psychology-

• Engineering Psychology and Human Factors- 

• Sport Psychology- 

Scientist Practitioner Model

• science Guides Practice, Practice Guides Science

• Scientists Ask Applicable Questions (stat data)

• Practitioners Conduct Applied Science

Pre History

• W. L. Bryan- Early study on work skill development

• Walter Dill Scott- One of the first to study human efficiency systematically

• Frederick Taylor- early researcher in human factors; timing studies

• Lillian Gilbreth— Time management research

Mid History

• 1940’s and 1950’s

  • Rapid expansion of I/O

  • New areas of research begin including Occupational Health Psychology and motivational theory

• 1960’s and early 1970’s

  • Discrimination and Bias Research

    • Civil Rights Movements

  • Cognitive Revolution

Now History

• 1970’s to present: Substantial growth in organizational psychology

• 1980’s:discrimination research👉 Diversity research

• 1990’s: Multi-level and group dynamic research begins

• 2000’s: studying judgment and decision making

• ⭐2010’s: I/O begins looking in neuroscience

Three major people that apply i/o

• Academic

• Internal consult

• external consult

Ch 2

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2 types of research

• academic research

• applied research ⭐

Accumulated Common Wisdom

How Do I/O Psychologists
Answer Their Own Questions?

Scientific Method

Theory⭐

• Explains many of the relationships between variables within a specific domain of inquiry.

• Derived from previous research

• Theories are falsifiable (is it testable)!

• A theory is never proven

Hypothesis

Prediction of Expected Findings

Data- 2 types of experimental methods

• Non experimental- observation

• experimental- manipulate something in experiment

⭐Data-Non experimental observational techniques

• Naturalistic Observation-

• Observation

• Interviews and Focus Groups

-Non experimental observational -Naturalistic Observation

recording people's behavior without their knowledge

-Non experimental observational -Observation

recording people's behavior with their knowledge

-Non experimental observational -Interviews and Focus Groups

asking questions one-on-one or in a group

⭐Data-Non experimental correlation techniques

• Correlation- statistic, survey

  • Stats

  • Survey

Correlation-Stats

• strength of correlation is how far it is from 0 (r=+/- 1)

• Weakness – does not prove causation

Correlation- Survey

• Asking people questions in a digital or paper form

• Psychometrics test-

• Database

• Longitudinal Research-

• Longitudinal Research-

• uses multiple survey time periods

• Psychometrics test-

• measuring psychological traits

Problems with Survey Research

• Correlation-Causation Fallacy- Assuming that because two things are related, one must have caused the other.

• Response Distortion

  • Insufficient Effort- lazy

  • Socially Desirable Responding

  • Low Response Rates

Psychometrics test

Measuring abstract psychological things

• Classical Test Theory (T.T)-

• Item Response Theory (I.R.T)-

• Classical Test Theory (T.T)-

• reliability & validity; confirm constancy of measurement w/in set of questions

  • ex. test that dont require knowledge

• 
  

• Item Response Theory (I.R.T)-

• question focus,

  • measure for true/false question;

Psychometrics Principles

• Standardization

• Normal Curve

• Reliability

• Validity

Standardization

Giving the test to a representative group to create a standard for comparing future test takers.

Normal Curve

normal distribution that forms a bell-shaped curve

Reliability

A test is reliable when it yields consistent results.

• Test-Retest Reliability: are the results the similar if re-tested?

• Internal Consistency Reliability: Do all of the items on the test or measure correlate highly?

Validity

are we measuring what we think we are measuring

using all 3 increases you validity

• Content Validity

• Construct Validity

• Criterion-Related Validity

• Criterion-Related Validity

• - Is the test predicting what it should be predicting?

• Content Validity

• - Is the test logical? most subjective approach

• Construct Validity

• - Is the test statistically related to what it should be?

⭐Data-experimental techniques

• Experiment

• Quasi-experiment

• Independent - thing the researcher changes or controls.

• Dependent - the thing that changes

• Quasi-experiment

• 
  

  • No random assignment

• Experiment

• 
  

  • Researcher controls procedures

  • Participants are randomly assigned

  • Allows for statements of cause and effect

Meta-analysis

finding a study fits the question

Study Validity

are studying what you say your studying

• Internal Validity

• External Validity

• Ecological Validity-

• Ecological Validity-

• How realistic the study is

• Internal Validity

• - confidence in accuracy

Kind of Data

• Nominal

• Ordinal

• Ratio

• Ratio

• - absolute zero

• Interval

• - same as ordinal but quantitative; differences between numbers are meaningful and equal,

• 
  

• Ordinal

• - order, ranking things

• Nominal

• - category data ex. gender , 

Data Design

• Simple Relationship- one affects this

  • X 🡪 Y

• Moderation- XY🡪 Z

• Mediation- one variable affects another variable 

  • X 🡪 Y 🡪 Z

• Complex

  • WX 🡪 Y 🡪 Z

Types of Analyses

• Descriptive

• Inferential

• Qualitative

Descriptive Analyses

• Understand one variable

• Measures of Central Tendency

  • Mean

  • Median

  • Mode

• Measures of Dispersion

  • Range

  • Variance

  • Standard Deviation

Analyses- Inferential Stats

Understand multiple variable

• Chi-Squared

• T-Test

Analyses- Qualitative

Used for open-ended surveys

• create a structure and objective to eliminate mental bias

• Multiple people analyze the data

Conclusion Errors

• Type 1 Error

• Type 2 Error

Type 1 Error

• False Positive

• You believe something is going on when it really isn’t

Type 2 Error

• False Negative

• You believe nothing is going on when something is

P- Value

p < 0.5 👉 statistically significant

p >= 0.5 👉 NOT statistically significant

Internal Consistency Reliability

If all items in a psychometric measure correlate highly, the measure is said to have:

Nominal

Race data (e.g., Caucasian, African American, etc.) is considered what kind of data?

Standard Deviation

Which of the following is a measure of dispersion?

Regression

Which of the following is an inferential statistic?

Type 1 Error

Whoops! I accdiently drew the wrong conclusion from a study. I assumed that a relationship existed where there really wasn't one. What kind of error have I committed?

ch4

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Emotions

• Not stable

• Situation dependent

• Immediate

Mood

• Moderately stable state 

• Not a direct or immediate reaction to a clearly defined event

affective Disposition

habit of feeling a certain way

Circumplex Model

Surface Acting

• Hiding observable expressions

• Disguise of true feelings

Deep Acting

• Managing internal feelings

• Attempting to actively modify natural response or emotional state

Heuristics

judging, without knowledge

Representativeness Heuristic

mental stereotype ex. big scary guy actually likes pretty pink princess stuff sterotype

Availability Heuristic

• a mental shortcut that relies on immediate examples that come to a person's mind when evaluating a topic, concept, or decision

• Makes us overestimate frequency

• ex. people’s fear of flying

Illusory Correlation

• overestimate link between variables that are related only slightly or not at all

False Uniqueness Effect

• endency to underestimate the number of other people who share one’s prized characteristics or abilities

Self-Efficacy

• The belief in one’s abilities to complete or do certain things.

• affects preformance

False Consensus Effect

Tendency to overestimate the number of other people who share one’s opinions

Confirmation Bias

• Tendency to notice and search for information that confirms one’s beliefs and ignore information that disconfirms it

Implicit attitude

• Automatic evaluative response

• natural response; hidden

Explicit attitude

• Conscious evaluative response

Mere-exposure effect

tendency to develop a preference for something simply because you have been exposed to it repeatedly.

Automatic vs. Deliberate Processes

• Automatic

  • Low Effort

  • Snap Judgment

  • Yields lower quality decision

  • Relies on emotions, heuristics, and social influence

  • peripheral route

  • ex. auto pilot

• Deliberate

  • High Effort

  • Cautious Decision Making

  • Yields higher quality decision

  • Relies on facts, data, evidence, etc

  • central route

  • ex. thinkng.

Motivation

a need or desire that energizes behavior and directs it towards a goal

Drives & Incentives

need creates an aroused tension state (a drive) that motivates an organism to satisfy the need.

ex. need for water 👉drive is thrist👉drive reduce: drinking water

Hierarchy of Motives

VIE Theory

• maximizes the benefits of incentive

• Expectancy: received relationship between effort and performance; “If I try, can I do it?”

• Instrumentality: the trust in getting the reward; “Will working harder get me a raise?”

• Valence: “Do I actually care about that outcome?”

• If one is missing motivation will be lost

Work Design Theory

• characteristics of a job influence a workers motivation

• Job Characteristics Model

  • Skill Variety- requires different skills

  • Task Identity- where their role stands in the final product

  • Task Significance- task affect other people

  • Autonomy- freedom over job; flexibility

  • Feedback

Self-Determination Theory

• Motivation falls along an intrinsic-extrinsic spectrum

• intrinsic- internal movtivation ex. you enjoy doing

• extrinsic -external motivation ex a “reason “ to do it

• its a scale amovtination (lack of motivation) to intrinsic (enjoy it)

Goal Setting Theory

• motivation by goal

• SMART

• 
  

• Equity Theory-

concept of fairness

• Flow Theory-

• locking in