Studied by 1 personcognitive abilities
capabilities related to the acquisition and application of knowledge in problem solving
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
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
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)
Thurstone
7 primary mental abilities
7 primary mental abilities
word fluency, verbal comprehension, spatial ability, perceptual speed, numerical ability, inductive reasoning, and memory
Cattell
Crystallized fluid intelligence
crystallized intelligence
our accumulated knowledge and verbal skills; tends to increase with age
fluid intelligence
our ability to reason speedily and abstractly; tends to decrease during late adulthood
WAIS
Wechsler Adult Intelligence Scale
Wonderlic Test
-test of cognitive ability and IQ -used in the NFL draft to test cognitive ability
Raven's Progressive Matrices
an intelligence test that emphasizes problems that are intended not to be bound to a particular language or culture
Applicant Reactions
A job applicant's perspective regarding the selection procedures they encounter and the employer that uses them
measuring cognitive ability with video games
r=.68 for sokoban score
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
intelligence
ability to derive information, learn from experience, adapt to the environment, understand, and correctly utilize thought and reason
cognitive ability and job performance
Cognitive ability has a strong positive effect on Job Performance
2nd best predictor because cog. ability predicts learning about your job, and job knowledge is they key driver of job performance
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
correlates of intelligence
job performance and training performance, occupational attainment, income, academic performance, accidents, mortality, divorce, delinquency, criminal behavior, adjustment
Binet's test emphasized
memory, imagery and imagination, attention and comprehension
History of Intelligence Testing
1904: Alfred Binet had to identify French children's "capacity to learn"
The SAT
Scholastic Aptitude Test - a test that measures the critical thinking mathematical, reasoning, and writing skills students need to do college-level work.
Spearman
proposed that general intelligence is linked to many clusters that can be analyzed by factor analysis (he made up factor analysis)
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
Verbal Comprehension
refers to a person's capacity to understand and use written and spoken language
word fluency
how easily we produce verbal descriptions of things
space
any test in which the task is to visualize and mentally manipulate an object in a two or three dimensional space
number
tests that require the subject to rapidly and accurately perform calculations
memory
ability to memorize quickly
reasoning
tests requiring the subject to discover rules or principles
perceptual speed
ability to identify visual similarities and differences quickly and accurately
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
more than g
differentially weighting specific validities in a way that minimizes overall subgroup differences without compromising composite test validity
subgroup mean difference
differences between racial groups in cognitive ability testing- can lead to adverse impact
perspective 1 of personality
personality is inside of us, consisting of -temperaments -interpersonal strategies personality is our social reputation
Temperaments are
genetically controlled dispositions that determine the fundamental pace and mood of a person's actions
interpersonal strategies
approaches that a person has learned "to deal with others and find their way in the world"
socioanalytic theory of personality
Humans are biologically wired to live in social groups that are variously organized into status hierarchies
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)
reputation
An idea held by the public about something or someone (the observer's perspective)
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
Big Five
openness, conscientiousness, extraversion, agreeableness, neuroticism
big factor and factor analysis
traits were found through a factor analysis
Openness
willingness to try new things and be open to new experiences
Conscientiousness
the care a person gives to organization and thoughtfulness of others; dependability
Neuroticism
degree of emotional instability or stability
Agreeableness
how trusting, good-natured, cooperative, and soft-hearted one is
Extraversion
A personality dimension describing someone who is sociable, gregarious, and assertive
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.
Honesty-Humility (HEXACO)
sincere, honest, faithful VS. greedy, pretentious, hypocritical, boastful
Emotionality
emotional, oversensitive, faithful, anxious VS brave, tough, self-assured, stable
Extraversion (HEXACO)
outgoing, sociable, cheerful vs shy, passive, reserved
agreenableness (HEXACO)
patient, tolerant, lenient vs. ill tempered, quarrelsome, stubborn, angry
conscientiousness (HEXACO)
Disciplined diligent thorough precise VS reckless lazy irresponsible absent-minded
openness to experience (HEXACO)
intellectual, creative, innovative, vs. shallow, unimaginative, conventional
dark triad
Machiavellianism, Narcissism, Psychopathy
Machiavellianism
the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means
psychopathy
impulsivity and thrill seeking combined with low empathy and anxiety
narcissism
excessive self-love and self-absorption
personality change_rank order
rank order usually does not change
which big five trait is assciated the most with life satisfaction
neuroticism
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
which personality predicts job performance the best?
conscientiousness robustly predicts job performance, across job types
emotional stability valditiy
.43
extraversion-ambition validity
.35
agreeableness validity
.34
conscientiousness valditiy
.36
openness to experience valdiity
.34
Faking
exaggerating your responses to a personality test in a socially desirable fashion
prevention of faking
-forced choice measurement
forced-choice measurement
-forced to choice between two good choices or bad choices in a measure
grit
higher order construct consisting of two lower order factors (perseverance and passion for long term goals) that are different from conscientiousness
grit: consistency of interests
-I often set a goal but later choose to pursue a different one
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
emotional intelligence
the ability to perceive, understand, manage, and use emotions
Mixed Model of Emotional Intelligence
combines abilities with personality traits through personal and social competencies
Ability model of emotional intelligence
Reason about emotions and use emotional knowledge to facilitate thinking and performance
Four Branch Model of Emotional Intelligence
A model that outlines what an emotionally intelligent individual does:
Perceiving emotions
recognizing them in faces, music, and stories
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
understanding emotions
predicting them and how they may change and blend
managing emotions
knowing how to express them in varied situations
vocational interests
the type of professions you are interested in
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
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
-they are interested in something, an activity that implies the kind of environment or a kind of environment that implies a certain activity
RIASEC model
An interest framework summarized by six different personality types including realistic, investigative, artistic, social, enterprising, and conventional.
Realistic (RIASEC)
Enjoys practical, hands-on, real-world tasks. Tends to be frank, practical, determined, and rugged.
Investigative (RIASEC)
enjoy abstract, analytical, theory-oriented tasks
Artistic (RIASEC)
Enjoys entertaining and fascinating others using imagination. Tends to be original, independent, impulsive, and creative.
Social (RIASEC)
enjoy helping, serving, or assisting others
Enterprising (RIASEC)
Enjoys persuading, leading, or outperforming others. Tends to be energetic, sociable, ambitious, and risk-taking.
Conventional (RIASEC)
Enjoys organizing, counting, or regulating people or things. Tends to be careful, conservative, self-controlled, and structured.
Holland's Theory of Occupational Choice
there are 6 basic personality types
currently status interest research
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.
Vocational interests and satisfaction
affects...
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
post-hoc detection
-social desirability measure -bogus items -response latency -person fit -mixture model
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.
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