capabilities related to the acquisition and application of knowledge in problem solving
2
New cards
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
3
New cards
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
4
New cards
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)
5
New cards
Thurstone
7 primary mental abilities
6
New cards
7 primary mental abilities
word fluency, verbal comprehension, spatial ability, perceptual speed, numerical ability, inductive reasoning, and memory
7
New cards
Cattell
Crystallized fluid intelligence
8
New cards
crystallized intelligence
our accumulated knowledge and verbal skills; tends to increase with age
9
New cards
fluid intelligence
our ability to reason speedily and abstractly; tends to decrease during late adulthood
10
New cards
WAIS
Wechsler Adult Intelligence Scale
11
New cards
Wonderlic Test
-test of cognitive ability and IQ -used in the NFL draft to test cognitive ability
12
New cards
Raven's Progressive Matrices
an intelligence test that emphasizes problems that are intended not to be bound to a particular language or culture
13
New cards
Applicant Reactions
A job applicant's perspective regarding the selection procedures they encounter and the employer that uses them
14
New cards
measuring cognitive ability with video games
r=.68 for sokoban score
15
New cards
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
16
New cards
intelligence
ability to derive information, learn from experience, adapt to the environment, understand, and correctly utilize thought and reason
17
New cards
cognitive ability and job performance
Cognitive ability has a strong positive effect on Job Performance
18
New cards
2nd best predictor because cog. ability predicts learning about your job, and job knowledge is they key driver of job performance
19
New cards
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
20
New cards
correlates of intelligence
job performance and training performance, occupational attainment, income, academic performance, accidents, mortality, divorce, delinquency, criminal behavior, adjustment
21
New cards
Binet's test emphasized
memory, imagery and imagination, attention and comprehension
22
New cards
History of Intelligence Testing
1904: Alfred Binet had to identify French children's "capacity to learn"
23
New cards
The SAT
Scholastic Aptitude Test - a test that measures the critical thinking mathematical, reasoning, and writing skills students need to do college-level work.
24
New cards
Spearman
proposed that general intelligence is linked to many clusters that can be analyzed by factor analysis (he made up factor analysis)
25
New cards
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
26
New cards
Verbal Comprehension
refers to a person's capacity to understand and use written and spoken language
27
New cards
word fluency
how easily we produce verbal descriptions of things
28
New cards
space
any test in which the task is to visualize and mentally manipulate an object in a two or three dimensional space
29
New cards
number
tests that require the subject to rapidly and accurately perform calculations
30
New cards
memory
ability to memorize quickly
31
New cards
reasoning
tests requiring the subject to discover rules or principles
32
New cards
perceptual speed
ability to identify visual similarities and differences quickly and accurately
33
New cards
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
34
New cards
more than g
differentially weighting specific validities in a way that minimizes overall subgroup differences without compromising composite test validity
35
New cards
subgroup mean difference
differences between racial groups in cognitive ability testing- can lead to adverse impact
36
New cards
perspective 1 of personality
personality is inside of us, consisting of -temperaments -interpersonal strategies personality is our social reputation
37
New cards
Temperaments are
genetically controlled dispositions that determine the fundamental pace and mood of a person's actions
38
New cards
interpersonal strategies
approaches that a person has learned "to deal with others and find their way in the world"
39
New cards
socioanalytic theory of personality
Humans are biologically wired to live in social groups that are variously organized into status hierarchies
40
New cards
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)
41
New cards
reputation
An idea held by the public about something or someone (the observer's perspective)
42
New cards
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
willingness to try new things and be open to new experiences
46
New cards
Conscientiousness
the care a person gives to organization and thoughtfulness of others; dependability
47
New cards
Neuroticism
degree of emotional instability or stability
48
New cards
Agreeableness
how trusting, good-natured, cooperative, and soft-hearted one is
49
New cards
Extraversion
A personality dimension describing someone who is sociable, gregarious, and assertive
50
New cards
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.
51
New cards
Honesty-Humility (HEXACO)
sincere, honest, faithful VS. greedy, pretentious, hypocritical, boastful
52
New cards
Emotionality
emotional, oversensitive, faithful, anxious VS brave, tough, self-assured, stable
53
New cards
Extraversion (HEXACO)
outgoing, sociable, cheerful vs shy, passive, reserved
54
New cards
agreenableness (HEXACO)
patient, tolerant, lenient vs. ill tempered, quarrelsome, stubborn, angry
55
New cards
conscientiousness (HEXACO)
Disciplined diligent thorough precise VS reckless lazy irresponsible absent-minded
56
New cards
openness to experience (HEXACO)
intellectual, creative, innovative, vs. shallow, unimaginative, conventional
57
New cards
dark triad
Machiavellianism, Narcissism, Psychopathy
58
New cards
Machiavellianism
the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means
59
New cards
psychopathy
impulsivity and thrill seeking combined with low empathy and anxiety
60
New cards
narcissism
excessive self-love and self-absorption
61
New cards
personality change_rank order
rank order usually does not change
62
New cards
which big five trait is assciated the most with life satisfaction
neuroticism
63
New cards
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
64
New cards
which personality predicts job performance the best?
conscientiousness robustly predicts job performance, across job types
65
New cards
emotional stability valditiy
.43
66
New cards
extraversion-ambition validity
.35
67
New cards
agreeableness validity
.34
68
New cards
conscientiousness valditiy
.36
69
New cards
openness to experience valdiity
.34
70
New cards
Faking
exaggerating your responses to a personality test in a socially desirable fashion
71
New cards
prevention of faking
-forced choice measurement
72
New cards
forced-choice measurement
-forced to choice between two good choices or bad choices in a measure
73
New cards
grit
higher order construct consisting of two lower order factors (perseverance and passion for long term goals) that are different from conscientiousness
74
New cards
grit: consistency of interests
-I often set a goal but later choose to pursue a different one
75
New cards
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
76
New cards
emotional intelligence
the ability to perceive, understand, manage, and use emotions
77
New cards
Mixed Model of Emotional Intelligence
combines abilities with personality traits through personal and social competencies
78
New cards
Ability model of emotional intelligence
Reason about emotions and use emotional knowledge to facilitate thinking and performance
79
New cards
Four Branch Model of Emotional Intelligence
A model that outlines what an emotionally intelligent individual does:
80
New cards
Perceiving emotions
recognizing them in faces, music, and stories
81
New cards
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
82
New cards
understanding emotions
predicting them and how they may change and blend
83
New cards
managing emotions
knowing how to express them in varied situations
84
New cards
vocational interests
the type of professions you are interested in
85
New cards
vocational interests are trait-like
reflecting a person's preferences for behaviors, situations, contexts in which activities occur, and/or the outcomes associated with the preferred activities
86
New cards
vocational interests are contextualized
-we mean that interests always have an object. individuals are not interested in same way that they may be extraverted or conscientious
87
New cards
-they are interested in something, an activity that implies the kind of environment or a kind of environment that implies a certain activity
88
New cards
RIASEC model
An interest framework summarized by six different personality types including realistic, investigative, artistic, social, enterprising, and conventional.
89
New cards
Realistic (RIASEC)
Enjoys practical, hands-on, real-world tasks. Tends to be frank, practical, determined, and rugged.
90
New cards
Investigative (RIASEC)
enjoy abstract, analytical, theory-oriented tasks
91
New cards
Artistic (RIASEC)
Enjoys entertaining and fascinating others using imagination. Tends to be original, independent, impulsive, and creative.
92
New cards
Social (RIASEC)
enjoy helping, serving, or assisting others
93
New cards
Enterprising (RIASEC)
Enjoys persuading, leading, or outperforming others. Tends to be energetic, sociable, ambitious, and risk-taking.
94
New cards
Conventional (RIASEC)
Enjoys organizing, counting, or regulating people or things. Tends to be careful, conservative, self-controlled, and structured.
95
New cards
Holland's Theory of Occupational Choice
there are 6 basic personality types
96
New cards
currently status interest research
1. Personality trait theory (e.g., Costa & McCrae, 1990) views interests downstream from personality traits 2. Vocational interest research is rarely published in mainstream psych journals; it has few active researchers; research has been mostly directed at measurement. 3. Vocational interests are primarily associated with career entry and the field of career guidance. 4. Most I/O people (esp. pre-2012) still think it doesn't predict any job outcomes of importance.
97
New cards
Vocational interests and satisfaction
affects...
98
New cards
vocational interests and change
-Rank-order of interests remained unchanged during much of adolescence, and increased dramatically during the college years (age 18-21.9), where it appeared to plateau for the next two decades. in WWI, US military screened and classified millions of men using army alpha exam
99
New cards
post-hoc detection
-social desirability measure -bogus items -response latency -person fit -mixture model
100
New cards
person-environment fit
The extent to which the environment is tailored to our biological tendencies and talents. In developmental science, fostering this fit between our talents and the wider world is an important goal.