PSY 3711 1st Edition Exam 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 2 Research has 3 purposes description explanation prediction rooted in theory and supported by the data Mean median and mode are measures of central tendency in a distribution of data Variance Average squared deviations from the mean Standard deviation Average absolute deviation from the mean The 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 3 Performance observable actions behaviors under the control of the individual that can be ranked in degree of proficiency and are relevant to organizational goals Indirect 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 model 8 subfactors of management Goal setting planning organizing budgeting coordination monitoring unit effectiveness external representation staffing decision making problem solving strategic innovation administration commitment and compliance I O distinguishes between 3 different categories of performance indicators objective personnel and subjective judgmental Lecture 4 Organizational citizenship behavior OCB has 6 distinct components helping behavior sportsmanship organizational loyalty organizational compliance individual initiative and civic virtue OCB 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 changes Counterproductive work behaviors CWBs are divided into actions against other individuals CWB I and against the organization CWB O Lecture 5 Job 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 successful KSAO 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 conducting the job analysis Lecture 6 The 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 gather Base rate the proportion of the applicant population that would be considered acceptable The 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 both Lecture 7 Reliability 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 interrater 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 8 Spearman 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 ability tests but there are also more specific abilities that some tests measure but not other The Cattell Horn Carroll Theory says that g is at the highest level