Industrial Psychology Chapters 1, 2, 3

Importance of IO psychology

studies the importance of work in peoples lives

What is IO

application of psychological principles, theory and research to the work setting

Fields of IO psychology

personnel psychology, organizational psychology, human (factors) engineering psychology

Personnel psychology (human resources)

fitting the person to the job; recruiting, hiring, training, performance evaluation, promotion, firing

Organizational Psychology

combines social psychology and human behavior, human emotion and motivation at the workplace

Human Factors Engineering

person-environment factors, fitting the job environment to the person

History: 1917

WWI, one million plus soldiers joined the army alpha (literacy test) and beta (nonliteracy test)

History: 1930

Hawthorne studies: created interest in worker emotion and motivation

History: 1941

human factors applied to cockpit design -- assessment center for spies

History: 1964

civil rights act title VII - closer look at employment tests and new types

History: 1982

SIOP founded (society for industrial and organizational psychology)

What is science?

approach that involves the understanding, prediction, and control some phenomenon of interest

Science is a logical approach to investigation

because it is based on hypothesis theory or basic interest

Scientists set out to disprove theories

scientists to not set out to prove theories, the goal is to eliminate all plausible explanations except one

science depends on data

that is found in a lab or field

scientists are objective

because they are not biased or prejudice

Research must be

communicable, open, public

Experimental research

random assignment of participants to conditions

Quasi-experimental research

nonrandom assignment of participants to conditions

Nonexperimental research (survey or observational)

no unique conditions for participants

Descriptive statistics

summarize, organize, describe sample of data

inferential statistics

aid in testing hypotheses and drawing inferences from the sample

statistical significance

significant findings are those that are unlikely to be due to chance

statistical power

likelihood of finding a difference when a true one exists; larger samples more power

Correlation

measure of the association between two variables

Positive correlation

as one goes up another goes up

negative correlation

as one goes up another goes down

Stronger the correlation

more accurately we can predict a score on one variable by knowing the value of another

scatterplot

displays correlational relationship between two variables

regression

straight line that best fits the scatterplot and describes the relationship between the variables in the graph

reliability

consistency of stability of a measure

test-retest reliability

stability across time

equivalent forms reliability

consistency across different forms

internal consistency

multiple items measure the same thing

inter-rater reliability

are judges of the same thing consistent with eachother

individual differences

dissimilarities between or among two or more people

mental test

instrument designed to measure a subjects ability to reason, plan and solve problems

differential psychology

scientific study of differences between or among two or more people

intelligence

the ability to learn and adapt to the environment often used to refer to general intellectual capacity

mental ability

capacity to reason plan and solve problems cognitively

metric

standard of measurement; a scale

psychometrics

practice of measuring a characteristic such as mental ability; placing it on a scale or metric

intelligence test

instrument designed to measure the ability to reason, learn, and solve problems

psychometrician

psychologist trained in measuring characteristics such as mental ability

cognitive ability

capacity to reason, plan, and solve problems mental ability

general mental ability

the nonspecific capacity to reason, learn, and solve problems in any wide variety of ways and circumstances

g-oncentric model

tendency to understand and predict the behavior of workers simply by examining "g"

taxonomy

an orderly, scientific system of classification

perceptual motor abilities

physical attributes that combine the senses and motion

affect

the conscious subjective aspect of emotion

intelligence quotient

measure of intelligence obtained by giving a subject a standardized IQ test 100 x mental age

meta analysis

statistical method for combining and analyzing the results from many studies to draw a general conclusion about relationships among variables

Flynn effect

phenomenon in which new generations appear to be smarter than their parents by a gain of 15 points in average intelligence test score per generation

mean

average of scores

standard deviation

measure of the extent of spread in a set of scores

muscular tension

physical quality of muscular strength

muscular power

physical ability to lift, pull, push, or otherwise move an object

muscular endurance

physical ability to continue to use a single muscle or muscle group repeatedly over a period of time

stamina

physical ability to supply muscles with oxygenated blood through the cardiovascular system

psychomotor abilities

physical functions of movement, associated with coordination, dexterity, and reaction time

conscienciousness

quality of having positive intentions and carrying them out with care; second best factor revealing how well someone would perform at a work place

agreeableness

likable, easy to get along with

emotional stability

displaying little emotion showing the same response in various situations

integrity

quality of being honest, reliable, and ethical

occupational information network

collection of electronic databases based on well developed taxonomies that has updated and replaced the dictionary of occupational titles

tacit knowledge

action oriented, goal directed knowledge acquired without direct help from others; colloquially called street smarts

procedural knowledge

familiarity with a procedure or process knowing how

declarative knowledge

understanding what is required to perform a task; knowing information about a job or job task

SIOP

division 14 of APA; society for industrial and organizational psychology

Scientist Practitioner Model

a model that uses scientific tools and research in the practice of IO psychology

Common Jobs for IO psychologists as staff members, managers of, directors of, or vice president of

personnel, human resources, organizational planning, personnel development, organizational development, management development, personnel research, employee relations, training, affirmative action

Common jobs for IO psychologists as assistants, associates, or full professors of

psychology, management, organizational behavior, industrial relations, human resources

Common Jobs for IO Psychologists; Specific Job Titles

corporate consultant, private consultant, research scientist: private sector, research scientist: government, research scientist: military, research scientist: test publisher

Three types of abilities

cognitive, physical, psychomotor

Individual Difference Domains

cognitive ability, personality, orientation (values, interests), affective disposition

SKILLS

Practiced acts than can be technical and non technical

KNOWLEDGE

collection of discrete but related facts and information about a particular domain

Test

objective and standardized procedure for measuring a psychological construct using a sample of behavior

Speed tests versus a power test

show bigger differences between people; legal defensibility

group test versus individual test

has lower cost and not appropriate for certain content

paper/pencil test versus performance test

does not require physical manipulation as opposed to the other one

Characteristics of a Structured Interview

each applicant is asked the same questions, there is a score system/rubric, ask both behavioral and situational questions

Behavioral questions

questions about what did you do in the past

Situational questions

questions about what you would do

Characteristics of an Unstructured Interview

there are broad/different questions to each candidate, interpretation based on the interviewer

Interviews

session of questions asking about an applicants job knowledge, skills, abilities, personality, and testing the person/organization fit

Assessment Centers

used for job selection or development

Multi-rater Assessment centers

there are several trained assessors

Multi-Exercise Assessment centers

can be by paper or an inter personal approach; case analysis, interview, group exercise

Multi-dimensional Assessment centers

test decision making, leadership and teamwork