87 Cards in this Set
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the independent variable
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the predictor; the manipulated variable; the antecedent condition
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null hypothesis
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strive to disprove; states that the alternative hypothesis is false.
ex) _____ has no effect on ______.
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alternative hypothesis
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what you predict to occur
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a set of interrelated concepts that present a systematic view of phenomenon
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Theory
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steps of the scientific method
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1. Define research Q
2. Form hypothesis
3. test hypothesis by gathering data
4. analyze data
5. interpret data/draw conclusions
6. Publish results
7. Retest/replicate
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meso-research
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the study of the interaction between individual and collective behavior
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macro-research
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the study of collective behavior
"collective" meaning a certain amount of agreement among the ppl
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what is the model used to train I/O psychologists?
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scientist-practitioner model
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top-down measurement development
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developing items based on theory
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bottom-up measurement development
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developing items based on data (from focus groups, pilot testing [try w a sample n see if works] go to a source ask Qs)
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reliability
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measuring stability and consistency
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Reliability Rule of Thumb?
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(rxx) >/= .70
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observational design
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the researcher obesrves employee behavior and systematically records what's observed
nonexperimental
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survey design
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research strategy in which participants are asked to complete a questionnaire or survey
nonexperimental
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experimental design
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participants are randomly assigned to different conditions
lab - provide excellent methods of control, likely to lead to causality
field - difficult to examine cause/effect relationships
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non-experimental design
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doesn't include any "treatment" or assignment to different conditions
survey or observational
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quasi-experimental design
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participants are assigned to different conditions, but random assignment is not possible
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the dependent variable
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the subsequent behavior of the research participant; "the effect"
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quantitative methods
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tests, rating scales, questionnaires, and physiological measures and yield results in numerical results. - preferred over qualitative
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qualitative methods
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produce flow diagrams and narrative descriptions of events/processes rather than "numbers" as measures
- observations, interviews, case studies, and analysis of diaries/written documents
- better to understand/identify the context of the behavior in question, while quantitative meth…
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experimental control
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characteristic of research in which possible confounding influences that might make results less reliable or harder to interpret are elimated; easier to do in lab than field studies
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statistical control
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using statistical techniques to control for the influence of certain variables. such control allows researchers to concentrate exclusively on the primary relationsihps of interest
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descriptive stats
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stats that summarize, organize, and describe a sample of data
measures of central tendancy, skew, and variability
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variability
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the extent to which scores in a distribution vary
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inferential stats
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stats used to aid the researcher in testing hypotheses and making inferences from sample data to a larger sample or population
- t test, F test, or chi-square test
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statistical significance
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p < .05
addresses the confidence that we can have that a result is not due to chance; the lower it is, the less probability it would occur again out of chance, the more confident we are
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statistical power
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the likelihood of finding a statistically significant difference when a true difference exists... the smaller the sample size, the lower the power to detect a true difference btwn groups or the effect of an independent variable on a dependent when one really exists
provides warning a…
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measurement
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assigning a number to objects or characteristics of individuals
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multiple correlation coefficient
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stat that represents the overall linear association between SEVERAL (cog ability, personality, experience) variables on one hand and a SINGLE (job performance) variable on the other
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meta-analysis
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stat method for combining and analyzing results from many studies to draw a general conclusion about relationships among variables
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statistical artifacts
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characteristics of a study that may distort results. they are:
- sample size
- range restriction
- reliability
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validity
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addresses whether a measure accurately and completely represents what was intended to be measured; the accuracy of inferences made based on test or performance data
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a type of reliability calculated by correlating measurements taken at time 1 and then meas. at time 2
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test-retest reliability
measures consistency over time AKA temporal consistency
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type of reliability calculated by correlating meas. from a sample of ppl who complete 2 diff forms of the same test
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Equivalent Forms Reliability
ex) SAT
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form of reliability that assesses how consistent the items of a test measure a single construct (stress)
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Internal consistency reliability
ex) split test by even/odd & correlate correct answers
estimated using Cronbach's alpha
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the extent to which scores/ratings of something/someone across multiple ppl are stable
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inter-rater reliability
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correlating a test score w a performance measure, attitude, or behavior
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criterion-related validity
important for selecting employees
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the extent to which a measure represents all facets of a social construct
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content validity
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a concept or characteristic intended to measure
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construct
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the extent that a test measures the intended construct
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construct validity
---> convergent validity correlates with other tests that measure the same thing
---> divergent validity doesn't correlate highly to something that should be different
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face validity
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Face validity is the extent to which a test is subjectively viewed as covering the concept it purports to measure.
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"g"
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general mental ability - the capacity to reason, learn, and solve probs in a variety of ways
** one of the best predictors of broad success in education and work
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RIASEC Model
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Realistic interests (FF, police, farmer)
Investigative
Artistic
Social
Enterprising
Conventional
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biodata
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factual kinds of Qs about self, life, experiences
Good: historical, objective, verifiable, = access, job relevant
Bad: hypothetical, subjective, non-verifiable, non-relevant
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situational judgment tests
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presents situation, asks what you would do
- good evidence for validity and accpeting job candidates
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asks Qs directly about theft and other past honesty behaviors
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overt integrity test
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test that measures counter-productive behaviors like general delinquency, impulse control, and concientiousness
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personality - oriented integrity test
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asks applicants to demonstrate work behavior under realistic conditions
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work samples/simulations
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actions/behaviors relevant to an organizations goals
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performance;
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the value in terms of increased validity of adding a particular predictor to an existing selection system
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incremental validity
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when an actual criterion is missing info that is part of the behavior trying to be measured
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criterion deficiency;
theoretical criterion
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when actual criterion includes info unrelated to the behavior one is trying to measure
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criterion contamination;
actual criterion
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most common CWB behaviors
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absenteeism, sabotage, and dishonesty
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research predicts "g" better predicts ___ whereas personality better predicts _____
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g = task performance
personality = contextual performance
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proficiency at performing activities that are formally part of the job
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task performance
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proficiency at performing activities not typically part of job, but support other aspects of the environ
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contextual performance
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in stating that hardiness goes aboce and beyond grit in the prediction of GPA, we're asserting hardiness has:
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incremental validity
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process of defining jobs in terms of component tasks and the knowledge and skills required to perform them
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job analysis
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task oriented job analysis
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state actual tasks and what is accomplished by them
pro: easier to distinguish among jobs and equipment
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worker oriented job analysis
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state attributes of worker needed to accomplish tasks
pro: useful for thinking across organizations or types of jobs
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what are the KSAOs
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Knowledge
Skill
Ability
Other characteristics
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traditional ways of job analysis
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observe, interview, collect "critical incidents" and work diaries, & give questionnaires and surveys
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newer ways of job analysis
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electronic performance monitoring, email monitoring research
cons: might improve performance of aspects monitored & dec performance in other areas; reduce job satisfaction, inc stress levels
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combining the set of variables to see how they're related to a single variable is a
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multiple correlation coefficient
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if a students test score is positively related to whether they pass or fail the course means that her test has
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criterion-related validity
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rule of thumb for an acceptable reliability coefficient?
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(rxx) >/= .70
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evaluation of the results of performance
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effectiveness
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behaviors relevant to the organizations goals measured by each individual's proficiency
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performance
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the rato of effectiveness (output) to the cost of achieving that level of effectiveness (input)
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productivity
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3 determinants of job performance
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- declarative knowledge (DK) - understanding whats req to perform a task
- procedural knowledge and skill (PKS) - knowing how to perform task
- motivation (M) - conditions responsible for variations in intensity, persistance, quality, and direction of ongoing behavior
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typical vs. maximum performance
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typical = 70% effort for 8 hours
maximum = 100% for 4-8 hours
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altruism
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helping an individual or group in the organization
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task performance
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proficiency in formally recognized job tasks
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how do OCBs and CWBs interrelated?
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a weak, negative correlation
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contextual performance
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supports core of job; not required, but goes above and beyond
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adaptive performance
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not listed on job description but required when necessary
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who makes performance meas ratings?
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usually the supervisors but 360 feedback is trending
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360 feedback rating practices
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- ensure anonymity
- supervisor ad ratee get tg to decide on rater
- useful for development and growth not for administrative decisions
- train
- allow followups
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agreement across sources in 360 feedback ratings is generally low.
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TRUE
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rater errors
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1. observe --> miss impt behaviors from motivated observation
2. encode --> incorrectly label info from insufficient attn
3. store --> store wrong info
4. retrieve --> implicit theories (affect/context- dependent recall)
5. integrate info --> liking effects, bias
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rating errors
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central tendency error
halo error
leniency-severity error
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central tendency error
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tendency to rate employees towards the middle of the scale (playing it safe)
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leniency-severity error
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tendency to rate too leniently or too harshly
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halo error
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tendency to rate an employee in a consistent way on all dimensions based on one perception
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psychometric training
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informing rater of common rating distortions
*** reduced error but doesn't help accuracy
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frame-of-reference training
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provides info about multidimensional nature of performance,
makes sure rater understands scale,
practices rating standard performance,
and gives feedback to raters on practice
**very useful
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when giving feedback focus on
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behavior not personal characteristics
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Study Guide: Exam 2