Psyc 245 flashcards

Industrial

-individual differences
-micro
-application driven

organizational

-organizational behaviors
-macro
-theory driven

is I/O psychology a dichotomy

some topics can fall on either side of I/O
-ppl tend to think of I/O psych as an integrative area

scientist practitioner model

-apply existing science to new problems
-use current problems to direct new science
*they work together*

career as an I/O psychologist

*applied*
-external consulting
-internal consulting
-usually requires masters
*academic*
-professor at universities
-researchers at I/O related research institutes
-requires PhD degrees

Hugo munsterberg

-father of I/O psychology
-measured the ability of workers and tied to performance
-"Psychology and industrial efficiency"

James cattell

-legitimized psychology as a field (first psych professor ever)
-first to realize the importance of individual differences
-developed mental tests (reaction time, memory, sensory)

WW1: mass group testing

walter dill scott and walter van dyke bingham
-adapted the standford-binet intelligence test
-developed the army alpha intelligence test
-mental ability testing became commonplace in work setting after the war ended

army alpha

a test developed during world war one
-determined soldiers capabilities of serving, job classification and potential for leadership position

Fredrick taylor

-Engineer who tried to increase economic efficiency
-SCIENTIFIC MANAGEMENT

scientific management

-jobs can be scientifically studied
-need a match between workers abilities and job tasks
-money is the workers prime motivator

Time and motion studies (scientific management)

-break every action down into parts
-time those movements with a stopwatch
-develop new and more efficient movements

Lilian Gilbreth

-first PhD in I/O psychology
-Applied the principles of scientific management to work environment

Coca cola and hard Hollingworth

-helped convince fed gov that caffeine isn't harmful
-Hollingworth found that in normal amounts, caffeine enhanced performance

was industrial psychology accepted early on?

YES

some early applications of I/O

-how to interview farmers
-the effect of perfume on emotions
-the correct height for worker benches
-the differences in buying habits of men and women
-the hours of the day when advertising was most effective

hawthorne studies

-Elton Mayo
-varied workplace conditions to find out what helps/hinders performance (e.g more or less light)
-performance always improved

why did the hawthorne studies work

-hawthorne effect and money isn't the only motivator to work

Hawthorne effect

workers improved their productivity because they believed that people were paying attention to them

does attitude play a role in productivity?

yes

what changed because of the human relations movement?

-before researchers thought of workers as interchangeable parts
-now researchers started to care more about workers emotions (e.g. motivation, job satisfaction, work stress)

how did I/O play a role in WWII?

-army general classification test as a selection tool
-helped design aircraft cockpits
-developed the way to pick overseas spies for the Office of Strategic Services

what did the civil rights act of 1964 do?

- no more discrimination practices in the work place
-forced organizations to reexamine their selection and promotion practices
-developed standards for fair and unbiased testing and selection (making sure the selection is relevant to job duties)

what subgroups are protected by the civil rights act of 1964?

race, color, religion, sex, or national origin

griggs V. duke power co. (1971)

-they demanded IQ test and high school diploma for higher level jobs (not related to performance and many african americans had lower scores and not as many diplomas)
-ruling decided that the tests must be reasonably related to performance

what year did it change from industrial psych to industrial organizational?

1973

SIOP

-founded in 1982
-information for students; jobs, internships, grad school applications

construct validity

the variable is measuring the construct as is designed to measure (quality of operationalization)

convergent validity

measures designed to assess the same construct are strongly correlated

discriminant validity

measures designed to assess different constructs are not strongly correlated

criterion related validity

the rest is successfully predicting performance
two types: predictive validity, concurrent validity

concurrent validity

performance measure is collected at the same time as the predictor is collected

predictive validity

performance measure is collected sometime after the predictor is collected

internal validity

how well an experiment is done especially whether it avoids confounding variable

external validity

how well the conclusions of research can be generalized to other situations

meta analysis

stat technique for improving external validity

big data

using large data sets to examine relationships among variables and to make organizational decisions based on such data

what is a potential risk of big data?

large data sets are good at ID significant correlations but such data sets don't indicate which ones are meaningful or important

why do I/O psychologists do scientific research?

-common sense is often wrong
-there can be legal consequences for not doing scientific research

how to conduct scientific research?

research question --\> hypothesis --\> data collection --\> stat analysis --\> conclusion

construct

psychological concept or characteristic that were trying to measure (intangible e.g Intelligence)
- RESEARCH QUESTION "theory world"

variable

an operationalization of a psychological concept that can vary (tangible e.g ACT scores)
-HYPOTHESIS "data world"

independent variable

the cause
-what is manipulated

dependent variable

the effect
-what changes because of the IV

mediators

the intermediate link (mechanism) in a causal chain
*How and Why*
-key words: operates through, leads to, which then leads to, influence through
example- it is easier for smart people to learn more job skills, which can improve their job performance

moderation

the boundary condition of a causal chain
*When*
-key words: Depends on, in the condition of, when
example: intelligence is more related to performance if the job is complex than if the job is simple

experimental design

-manipulation and random assignment
-used to detect cause and effect relationships

quasi experimental design

-there is manipulation but no random assignment
-problems: selection bias; it is likely that group A workers are more productive than group B workers before the manipulation

non experimental design

-doesnt include manipulation of variables or random assignment
-examples: observational design, survey design

observational design

researcher observes employees in organizational settings

survey design

series of questions used to study one or more variable of interest
(most frequently used in I/O)

two types of research settings

lab and field studies

it is easier to control research design in \___________ but it is difficult to \___________ research results

labs, generalize

qualitative methods

-rely on narrative descriptions of events or process
e.g observations, interviews, case studies

quantitative methods

-can perform direct stat analysis on data
-I/O psychology research mostly relies on quantitative methods
-most frequently used questionnaire format: likert-type scale
e.g. tests, questionnaires, rating scales

why can't we just eyeball data?

eyeball testing doesn't consider random error; we need objective criteria and not subjective judgement

T-test

-mean differences
-two groups

anova

-mean differences
-more than 2 groups

how do we compare mean differences

- we use p< 0.05 as the evidence for stat significance
-if a difference is significant at p \= .05 it means the difference would be expected to occur only 5 times out of 100 as a result to chance alone

correlation

is there a relationship between intelligence and job performance
-1 IV and 1 DV

Multiple regression

how do intelligence personality and vocational interest predict job performance
-more than one IV & 1 DV

correlation coefficient

- represents the liner relationship between two variables
-captures both the direction and strength of linear relationship
-ranges btw -1 to 1
1\> r \> 0- positive relationship
r\= 0 -no relationship
-1

correlation \________ indicate causal effects

DOES NOT

range restriction

the correlation decreases when there is less variability on one of the variables of interest

idea of P value

-the probability that the data would have occurred if the hypothesis was a null hypothesis
-if any difference/relationship is significant at p\=.05, it means the difference would be expected to occur only 5 times out of 100 as a result of chance alone
- in other words theres only 5% chance that the difference is attributed to random error

reliability

the consistency or stability of a measure

validity

the accuracy of inferences made based on data (validity of research design), or the accuracy of the representation of a construct (validity of measure)

how to test reliability of measure

-test- retest reliability
-equivalent forms reliability
-internal consistency reliability

reliability of rating

inter rater reliability

test retest reliability

give a group a test, wait, give same group same test again and commute the correlation between both test scores
Problem: ppl may remember the content from the test the first time

equivalent forms reliability

give a group version 1 of a test, give a group version 2 of a test compute the correlation between the scores of the 2 tests
Problem: how can you guarantee the two tests are equivalent

internal consistency reliability

assuming all items on the test measure a homogeneous attribute, we can split the test to assess reliability
-positively related to the number of items

split half reliability

compute the correlation between even numbered and odd numbered items

cronbachs alpha

compute the average correlation between every pair of test items (most popular)
-most frequently used form of reliability in I/O psychology
-alpha \> .7 is good reliability

-doesnt require you to decide how to split a test into two halves
-doesnt require two equivalent forms
- doesn't require retesting your sample

inter rater reliability

the level of agreement among ratings from different raters on the same target

ask rater 1 to provide a rating for Z, ask rater 2 to provide a rating for Z, compute correlation among rater 1 and 2 scores

job analysis

a purposeful, systematic process for collecting information on the important work and worker related aspects of a job
-ID behaviors required to perform a job
-ID human attributes necessary for successful performance in a given job

KSAOS

Knowledge
Skils
Abilities
Other characteristics

knowledge

domain specific facts and information (declarative knowledge; know what)

skills

practiced acts (procedural knowledge; know how)

Abilities

the capacity to engage in specific acts

other characteristics

things like personality, interests, experience

why do job analysis?

-job analysis provides the foundations for any integrated HR system
-help define standards of performance
-mandated by legal requirements

how is recruiting job analysis?

job analysis is often included in job positioning

how is selection job analysis?

the development of selection tests is based on job analysis

how is training job analysis?

helps us identify the areas of performance that create the greatest challenge for people who hold those positions

how is compensation job analysis?

job tasks identified through job analysis can be used to determine the comparative value of each job

how is promotion/job assignment related to job analysis?

allow organizations to identify logical career paths and the possibility of transfer from one job ladder also describe levels of promotion

criterion development

how do you define performance in this job role

performance evaluation

the development of performance evaluation systems is an extension of the job analysis

task oriented

describes the tasks that are required in the job
-what do employees do?

worker oriented

focuses on the human characteristics needed to perform the job
-what attributes help the individual to perform the task?

two types of job analysis

-task oriented
-worker oriented

two components of job analysis

-behavior required to perform a job
-human attributes (KSAOs) necessary for successful performance in a given job

how to conduct job analysis?

-observation
-interviews
-questionnaires/surveys
-critical incidents & work diaries

subject matter experts

employees/incombents (or their supervisors) who have accumulated "expertise" in the "subject matter" of the job

observation

simply watch SMEs perform their jobs and take notes

interviews: incumbent, supervisor

most effective when based on observation, other analyses of related jobs, prior discussion with related personnel

questionnaires/surveys

SMEs are asked to rate behaviors/attributes on importance, frequency, needed at entry
-can be statistically analyzed to provide objective record

O*NET

occupational information network
-a collection of electronic databases based on well developed taxonomies of occupation related information
-result of large scale jobs analysis; developed by I/O psychologists
-created to replace dictionary of occupational titles

components of O*NET

-worker characteristics
-worker requirements
-experience requirements
-occupational requirements
-occupation specific requirements
-workforce characteristics