PSY 255 Exam 1 Study Guide Professor Kevin Hoff When The first exam will be in person from 3pm 4 20pm on Thursday Feb 8th Where Brody Hall Room 112 our normal room What 50 multiple choice questions each question is worth 2 points 100 total points The questions will cover the 8 lectures posted on D2L This study guide is designed to help you organize material while studying Most of the exam content will be covered in the lecture slides so you should focus on the slides when studying Chapter 1 Intro to I O Psychology History What is Industrial Organizational Psychology What is the I versus the O in I O Psychology o Know the focus and topics in each sub area Who is an I O psychologist o Know the proportion of I O psychologists in different work settings What is SIOP The scientist practitioner model and the training I O psychologists receive The brief history of I O Psychology focus on the major events of each era Key workplace trends affecting the future of I O Psychology Chapter 2 Research Methods in I O Psychology Know the 4 goals of scientific research in psychology o Describe behavior o Predict behavior o Explain behavior o Control behavior Basic Research Concepts 3 types of evidence needed to explain cause and effect o Research question and hypotheses o Theories define what a theory is know the criteria of good theories o Inductive versus Deductive approaches o Typical stages in the research process Research Designs define know what the method is useful for be able to provide an example of a question that could arise from each method o Observational methods and their limits including directionality 3rd variable problems Naturalistic observation Case studies Archival research Surveys including experience sample methods o Experimental methods Independent vs dependent variable know and define o Internal validity and external validity Experimental control Randomization Field experiments and quasi experiments know and define The importance of replication and reproducibility in science understand the basics o 3 types of activity that jeopardize science Psychological Measurement o What s a construct What are items Reliability know and define all concepts o How to define reliability in terms of true score variance and measurement error o Types of reliability define and know the benefits of each type Test retest reliability Parallel forms reliability Internal consistency reliability Interrater reliability Reliability versus validity know the target board and arrow analogy Construct validity and ways to assess it o What do the test items cover Face validity Content validity o How well does the test predict a criterion variable o How strongly does the test relate to other measures Predictive validity Concurrent validity Convergent validity Discriminant validity Descriptive Statistics Correlation and Regression o Measures of central tendency mean median mode variability o Know how to interpret correlation values r which can range from 1 0 to 1 0 Meta analysis know what it is how it works and its advantages and disadvantages Chapter 3 Job Analysis What is job analysis and why should we bother with it o Know key terms element task position job job family competencies o Griggs vs Duke Power Co significance 3 products of job analysis o Job description task requirements o Job specifications person requirements o Job evaluation Uses of job analysis o Know the tree diagram shown in lecture Approaches to job analysis o Job oriented vs Person oriented approaches know the acronym KSAO s o How to collect data for a job analysis know 4 main methods and their pros cons o Other approaches Competency Models Major appeals and limitations Critical Incidents Know strengths and weaknesses o The Occupational Information Network O NET Know the key principles and the O NET content model o Challenges of job analysis o The importance of rater training Job evaluation and compensation o Point system method o Equal pay act Chapters 4 and 10 Performance measurement appraisal Defining criteria and what this term typically refers to in I O psychology o Behavior versus results o Ultimate versus actual criterion o Measuring criteria effectively Relevance and related barriers criterion deficiency contamination Reliability Sensitivity Practicality Fairness The criterion problem challenges of measuring job performance o Multidimensionality what is a composite score and when is it useful Objective vs Subjective methods of measuring performance 3 main performance dimensions o Task performance o Contextual performance i e organizational citizenship behaviors o Counterproductive work behaviors Performance appraisal definition uses Rating formats common rating errors o Rating formats Checklists Employee comparisons Graphic rating scales Behaviorally anchored rating scales BARS Rater errors Halo error Recency and primacy effects Similar to me bias Distributional errors leniency severity central tendency Delivering performance feedback effectively o Important considerations Feedback environment Trust in the appraisal system Reaction criteria Organizational politics Participation Multisource feedback and 360 degree reviews o Key recommendations for legally defensible performance management