PSY 3711 1st EditionExam # 1 Study Guide Lecture 1 I/O started in the late 19th century after WWI with Hugo Munsterberg, deemed the Father of Industrial Psychology.The Army Alpha was used as a way to place soldiers in the war. The Army Beta is similar to the Alpha but a non-verbal version. A change in focus happened in the mid 1900s because of the Hawthorne Studies. These studies shed light that people aren’t just machines. OSS selection procedures in WWII used different situations to test loyalty of recruits to become secret agents.The third era of I/O focused on civil rights and was aided by PhD level training. The Civil Rights Act of 1964 deemed discrimination on the basis of race, color, religion, sex, and nationality illegal.Modern I/O focuses on looking inside the “black box” between workplace interventions and profit. Lecture 2Research has 3 purposes description, explanation, prediction rooted in theory and supported by the dataMean, median, and mode are measures of central tendency in a distribution of dataVariance: Average squared deviations from the meanStandard deviation: Average absolute deviation from the meanThe Correlation is an index of the linear relationship between variables that ranges from -1 to 1. The Coefficient of determination estimates how much is gained in prediction by using the other variable.Sampling error occurs because we can never observe the true value of a relationship in the population so we can only estimate based on the sample we can get.There are three kinds of study designs experiments, quasi-experiments, and correlational studies. Experiments are rare and quasi-experiments and correlational studies are more common.Lecture 3Performance: observable actions/behaviors under the control of the individual that can be ranked in degree of proficiency and are relevant to organizational goalsIndirect determinants of performance are traits, states, and treatments. Direct determinants of performance are declarative knowledge, procedural knowledge, and motivation at the moment.Campbell’s 8 factor model of performance: technical performance, communication, initiative, persistence, and effort; counterproductive work behaviors, hierarchical leadership, hierarchical management, peer leadership, and peer management 6 subfactors of leadership: consideration/support/person-centered, initiating structure/guiding/directing, goal emphasis, empowerment/facilitation, training/coaching, and serving as a model8 subfactors of management: Goal setting, planning, organizing, budgeting; coordination; monitoring unit effectiveness; external representation; staffing; decision making, problem solving, strategic innovation; administration; commitment and complianceI/O distinguishes between 3 different categories of performance indicators objective, personnel, and subjective/judgmentalLecture 4Organizational citizenship behavior (OCB) has 6 distinct components helping behavior, sportsmanship, organizational loyalty, organizational compliance, individual initiative, and civic virtueOCB enhances coworker and managerial productivity, frees up resources, reduces maintenance, effective means of coordinating activities, attract and retain best people, and help organization adapt to changesCounterproductive work behaviors (CWBs) are divided into actions against other individuals (CWB-I) and against the organization (CWB-O)Lecture 5Job analysis is always the first step in I/O research and application preceding job design, recruitment, selection, and all other HR practices Job analysis determines important 1) tasks of the job and 2) the human attributes necessary to be successfulKSAO: Knowledge, skills, abilities, and other characteristics Subject matter experts (SME) can help determine characteristics required to successfully complete job tasks. SME can be job incumbents or people who know the job well like job supervisors.Job analysis can be conducted through job performance, observation, interview and focus groups, critical incidents, structured questionnaires, electronic performance monitoring, and cognitive task analysis. These methods should be matched with the main purpose of conductingthe job analysis.Lecture 6The purpose of recruitment is to influence attraction to the job. The 3 stages are the generate applicants, maintain applicant status, and influence job choice. The selection ratio is the number of people hired to the number of applicants. The 3 key dimensions of employer information are familiarity, reputation, and image.Personnel selection: study and practice of identifying the best people for the job. People differ in the quality and quantity of work they produce. We want to use information about people to select the strongest applicant. This can be measured in different ways like interview, biographical info, paper and pencil test, and simulation. We want this information to be maximally predictive, unbiased, job relevant, face valid, and inexpensive/quick to gatherBase rate: the proportion of the applicant population that would be considered acceptableThe goal of selection ratio is the increase the number of applicants. The goal of base rate is the increase the quality of applicants. Good selection needs both and recruitment is designed to improve bothLecture 7Reliability provides an index of how much an observation is the “true” part; expressed as a correlation. Main types of reliability are test-retest, Cronbach’s alpha, parallel forms, and inter-rater.Validity is separated into construct (do operational definitions represent the constructs they should) and content (does the substance of the operational definition match the construct). Construct is measured through correlations between measures and content is assessed through content analysis. Dynamic criteria: if you work at a job for awhile, the way you work may differ over time depending on the changes in the workplace. The relationship between variables and performance may change over time suggesting that selecting people is more complex than predicting the initial success.Lecture 8Spearman came up with g by observing a positive correlation among ability tests. He proposed that intelligence was effectively one thing. Thurstone disagreed with Spearman and said ability was made of verbal comprehension, word fluency, space, number, memory, and reasoning.A factor analysis tries to see which set of variables go together. There IS a strong general factor among all cognitive
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