PSYC 475 exam 3

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cognitive abilities

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104 Terms
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cognitive abilities

capabilities related to the acquisition and application of knowledge in problem solving

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Binet

published first useful test of general mental ability; broke kids up into 'bright' and 'dull' by how they compared with both their chronological age and mental age

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Charles Spearman (1863-1945)

British psychologist who advanced the theory that a general intelligence factor, called the g factor, is responsible for overall intellectual functioning

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two-factor theory of intelligence

Spearman's theory suggesting that every task requires a combination of a general ability (which he called g) and skills that are specific to the task (which he called s)

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Thurstone

7 primary mental abilities

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7 primary mental abilities

word fluency, verbal comprehension, spatial ability, perceptual speed, numerical ability, inductive reasoning, and memory

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Cattell

Crystallized fluid intelligence

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crystallized intelligence

our accumulated knowledge and verbal skills; tends to increase with age

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fluid intelligence

our ability to reason speedily and abstractly; tends to decrease during late adulthood

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WAIS

Wechsler Adult Intelligence Scale

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Wonderlic Test

-test of cognitive ability and IQ -used in the NFL draft to test cognitive ability

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Raven's Progressive Matrices

an intelligence test that emphasizes problems that are intended not to be bound to a particular language or culture

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Applicant Reactions

A job applicant's perspective regarding the selection procedures they encounter and the employer that uses them

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measuring cognitive ability with video games

r=.68 for sokoban score

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ways to reduce subgroup difference

use a predictor battery of cognitive and noncognitive predictor change the mode in which questions and the type of responses required pre-test coaching or allow reapplication banding: instead of suing continuous scores, create different classes of respondents, just like we use A, B, C, and D for the final grace

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intelligence

ability to derive information, learn from experience, adapt to the environment, understand, and correctly utilize thought and reason

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cognitive ability and job performance

Cognitive ability has a strong positive effect on Job Performance

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2nd best predictor because cog. ability predicts learning about your job, and job knowledge is they key driver of job performance

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moderating role of job complexity

as job complexity increases, the validity of cognitive ability and perceptual ability increases as job complexity increase, the validity of psychomotor ability decreases

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correlates of intelligence

job performance and training performance, occupational attainment, income, academic performance, accidents, mortality, divorce, delinquency, criminal behavior, adjustment

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Binet's test emphasized

memory, imagery and imagination, attention and comprehension

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History of Intelligence Testing

1904: Alfred Binet had to identify French children's "capacity to learn"

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The SAT

Scholastic Aptitude Test - a test that measures the critical thinking mathematical, reasoning, and writing skills students need to do college-level work.

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Spearman

proposed that general intelligence is linked to many clusters that can be analyzed by factor analysis (he made up factor analysis)

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Thurstone's primary mental abilities

our intelligence may be broken down into seven factors: word fluency, verbal comprehension, spatial ability, perceptual speed, numerical ability, inductive reasoning, and memory

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Verbal Comprehension

refers to a person's capacity to understand and use written and spoken language

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word fluency

how easily we produce verbal descriptions of things

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space

any test in which the task is to visualize and mentally manipulate an object in a two or three dimensional space

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number

tests that require the subject to rapidly and accurately perform calculations

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memory

ability to memorize quickly

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reasoning

tests requiring the subject to discover rules or principles

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perceptual speed

ability to identify visual similarities and differences quickly and accurately

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not much more than g

g predicted core technical performance and general soldering proficiency with a correlation of .63 and .65. adding more specific abilities increases the correlation by no more than .02

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more than g

differentially weighting specific validities in a way that minimizes overall subgroup differences without compromising composite test validity

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subgroup mean difference

differences between racial groups in cognitive ability testing- can lead to adverse impact

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perspective 1 of personality

personality is inside of us, consisting of -temperaments -interpersonal strategies personality is our social reputation

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Temperaments are

genetically controlled dispositions that determine the fundamental pace and mood of a person's actions

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interpersonal strategies

approaches that a person has learned "to deal with others and find their way in the world"

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socioanalytic theory of personality

Humans are biologically wired to live in social groups that are variously organized into status hierarchies

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identity

one's sense of self; according to Erikson, the adolescent's task is to solidify a sense of self by testing and integrating various roles (the actor's perspective)

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reputation

An idea held by the public about something or someone (the observer's perspective)

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observer ratings of personality mroe strongly predict

overall job perfromance than self ratings - specifically coworker rated extraversion and conscientiousness and supervisor rated neuroticism were predictive of CWB beyond self rated personality

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Big Five

openness, conscientiousness, extraversion, agreeableness, neuroticism

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big factor and factor analysis

traits were found through a factor analysis

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Openness

willingness to try new things and be open to new experiences

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Conscientiousness

the care a person gives to organization and thoughtfulness of others; dependability

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Neuroticism

degree of emotional instability or stability

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Agreeableness

how trusting, good-natured, cooperative, and soft-hearted one is

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Extraversion

A personality dimension describing someone who is sociable, gregarious, and assertive

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HEXACO model

The HEXACO model is an alternative to the Five-Factor Model. The HEXACO model includes six traits, five of which are variants of the traits included in the Big Five (Emotionality [E], Extraversion [X], Agreeableness [A], Conscientiousness [C], and Openness [O]). The sixth factor, Honesty-Humility [H], is unique to this model.

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Honesty-Humility (HEXACO)

sincere, honest, faithful VS. greedy, pretentious, hypocritical, boastful

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Emotionality

emotional, oversensitive, faithful, anxious VS brave, tough, self-assured, stable

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Extraversion (HEXACO)

outgoing, sociable, cheerful vs shy, passive, reserved

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agreenableness (HEXACO)

patient, tolerant, lenient vs. ill tempered, quarrelsome, stubborn, angry

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conscientiousness (HEXACO)

Disciplined diligent thorough precise VS reckless lazy irresponsible absent-minded

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openness to experience (HEXACO)

intellectual, creative, innovative, vs. shallow, unimaginative, conventional

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dark triad

Machiavellianism, Narcissism, Psychopathy

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Machiavellianism

the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means

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psychopathy

impulsivity and thrill seeking combined with low empathy and anxiety

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narcissism

excessive self-love and self-absorption

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personality change_rank order

rank order usually does not change

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which big five trait is assciated the most with life satisfaction

neuroticism

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why use personality for hiring?

in job analyses, if you ask incumbents what are required for successful performance, you will often hear soft skills - these are personality traits

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which personality predicts job performance the best?

conscientiousness robustly predicts job performance, across job types

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emotional stability valditiy

.43

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extraversion-ambition validity

.35

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agreeableness validity

.34

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conscientiousness valditiy

.36

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openness to experience valdiity

.34

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Faking

exaggerating your responses to a personality test in a socially desirable fashion

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prevention of faking

-forced choice measurement

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forced-choice measurement

-forced to choice between two good choices or bad choices in a measure

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grit

higher order construct consisting of two lower order factors (perseverance and passion for long term goals) that are different from conscientiousness

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grit: consistency of interests

-I often set a goal but later choose to pursue a different one

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issues with grit

grit research may have fallen victim to the jangle fallacy and that grit as currently measured is simply a repackaging of conscientiosuness of one of the facets of conscientiousness

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emotional intelligence

the ability to perceive, understand, manage, and use emotions

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Mixed Model of Emotional Intelligence

combines abilities with personality traits through personal and social competencies

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Ability model of emotional intelligence

Reason about emotions and use emotional knowledge to facilitate thinking and performance

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Four Branch Model of Emotional Intelligence

A model that outlines what an emotionally intelligent individual does:

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Perceiving emotions

recognizing them in faces, music, and stories

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facilitating thought using emotion

select problems based on how one's ongoing emotional state might facilitate cognition, leverage mood swiings , generate emotions as a means to relate to experiences of another person

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understanding emotions

predicting them and how they may change and blend

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managing emotions

knowing how to express them in varied situations

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vocational interests

the type of professions you are interested in

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