I/O Exam

The application of psychological principles, theory, research to the work setting

Society of Industrial and Organizational Psychology. An association to which may I/O psychologists, both practioners and researchers, belong to. Designated as Devision 14 of APA.

Means to apply science into life. A model that uses scintifice tools and research in the practice of I/O psychology.

Studies that broke every action down into its constituent parts, timed those movements w/a stop watch, and develped new and m ore efficient movements that would reduce fatigue and increase productivity.

Dealt with the study on the electric company. When they lowered the lighting or raised it they got improvement. It was to lower fatigue to increase productivity.

• It has to deal with the time and motion study.
• A movement based on principles developed by Federick Taylor who suggested that there was one best and most effiecient way to perform various jobs.

The results of the Hawthorne studies were part of this movement, which focused on the work attitudes and the newly discovered emotional worl of the worker.

• It out law discrimination due to race, color, sex and religion.
• Federal legislation that pohibits employement discrimination on the basis of race, color, religion, sex or national origin, which define what are known as proctcted gorups. Prohibits not only intentional discrimination, but also practices that have the unintentional effect of discriminating against individuals because of their race, color, national origin, religion or sex.

• Used to select and place recruits in WWI.
• A.A: verbal exam
• A.B: non verbal

• It was done in an Illinois Electric company. Even when they lowered the lights or raised them, the productivity went up. Meaning that if you pay attention to your workers they will be more productive.
• Research done at the Hawthorne, Illinois Plant of the Western Electric Company tha begas as attempts to increase productivity by manipulation lightin, rest breaks, and work hours. This research showed the important role that workers attitudes play in productivity.

• If you manipulate a variable you can get a negative or positive affect.
• The change in behavior that results from researchers paying attention to the workers.

• 1. The existance of informal work groups
• 3. The importance of employee attitudes
• 2. The values of Asympathetic supervisor
• 3. The need to treat workers like people not general human capital

• 1. Selection and Placement
• 2. Traning and development
• 3. Organizational development
• 4. Perfomance management
• 5. Quality of work life
• 6. Engineering Psychology

• Using time and motion studies.
• A movement based on principles F. Taylor who suggested that there was one best and most efficient way to perform various jobs.

• 1. Experiment
• 2. Quazi Experiment
• 3. Survery Research
• 4. Obsevation

Quasi: they selection the individual for a particular circumstance. Participants are assigned to different conditions, but random assigment to conditions is not possible

Experiment: randomized. participants are randomly assigned to different conditions

• Can you generalize results in areas that have been sampled in reasearch studies
• - sample
• - population

• to eliminate factors that would influence the results and make them more reliable
• - validity generalization

• Mean: Average
• Median: Middle in distribution
• Mode: most common

indicates that the probability of the observed statistic is less than the stated significance level adopted by the researcher (commonly p<=.05) A statically significant finding indicates that, if the null hypothesis were true, the results found are unlikely to occur by chance and the null hypothesis is rejected.

Statistic assessing the bivariate, linear association betwen 2 variables. Provides information about both the magnitude (numerical value) and the direction (+ or -) of the relationship between 2 variables.

• combines the results of several studies that address a set of related research hypotheses. In its simplest form, this is normally by identification of a common measure of effect size, for which a weighted average might be the output of a meta-analyses. but the general aim of a meta-analysis is to more powerfully estimate
• the true "effect size" as opposed to a smaller "effect size" derived in a single study under a given single set of assumptions and conditions.
• Statistical method for combining and analyzing results from many studies to draw a genearl conclusion about relationships among variables.

consistency or stability of a measure

• Content validation:
• The content of the selection procedure represents an adequate sample of important work behaviors
• can't measure abtract concepts

Tests-retest reliability: calculated by correlating measurements taken at time one with measurements taken at time 2

equivalent forms: calculated by correlating measurement from a sample of individuals who complete 2 different forms of the same test

Validity approach that is demostrated by correlating a test score w/a performance measre improves researchers confidence in the inference that people w/higher tests scores have higher performance

• -Intelligence
• -Personality
• -Knowledge

• general metal ability
• if info process demands of a job are higher persons with low mental ability are not as likely to be successful as high mental individual.
• -communication
• -personlaity traits

the nonspecific capacity to reason, learn, and solve problems many of a whide variety of ways and cirmumstances.

• Tendency to understand and predict behavior of workers simply by examing their "g"
• personality-interests-knowledge
• emotion-experience-motivation
• feelings

phenomenon in which new generations appear to be smarter than their parents by a gain of 15 pts in average intelligence test score per generation

• A taxonomy of 5 personality factors: OCEAN
• Openess to experience
• conscientiousness
• extraverted
• aggreableness
• neurotic

• Openess to new experience: curious, imaginative, independent, and intelligent
• Agreeableness: good natured, cooperative, trusting, friendly
• Conscientiousness: reponsible, phedent, self-control
• Neurotic (emotional stability): secure, calm, anxiety, and low emotions
• Extraversion: sociable, talkitive, and energetic

the way that an individual behaves, handles emotions, and accomplishes tasks in a work setting: a comibination of the Big 5 factors

• skills: practiced acts such as shooting a bball
• knowledge: a collection of discrete but related facts and information about a particular domain. It's acquired trhough formal education or training or accumulated through experience.

• sets of behaviors, usually learned by experience that are instrumental in accomplishment of desired org. results and outcome
• Provides an organization w/a set of core characteristics that distiguish it from other organizaitons

A proposed kind of intelligence focused on people's awareness of their own and other's emotions

instrument designed to measure a subjects ability to reason, plan, and solve problems and intelligence test.

Comparing a test score to other relevant tests scores. giving value to a number

collection of tests that usually classes a variety of different attributes

Speed: has rigid and demanding time limits so most test takers will be unable to finish the test in the allowed time

Power: has no rigid time limits; enough time is given for a majority of the test takers to complete all of thest items.

group: can be administered to a large groups of individual; often valuable in reducing the costs (both in time and money) of testing many applicants

ind: test given only on an individual basis

• test administered to a candidate
• dental hygienist position: tray cleaning and scaling teeth and preparing a syringe of novocaine

technical and statistical term that deals exclusively w/a situation where a given test results in errors of prediction for a subgroup

value judgement about actions or decisions based on test scores

A ssytem in which individuals share meanings and common ways of viewing events and objects

statistic that represents the overall linear association between several variable (cog. ability, personality) on the one hand, and a single variable (job performance) on the other hand.

Less sleep the more tired

• Bernett Mechanical comprehension test
• examing scissors-experience or logic
• choosing applicants for trade position of sheet metal worker or plumber

Overt integrety tests: ask questions directly about post honesty behavior (stealing, etc) and attitudes toward various behaviors such as employee theft

Personality based integrity test: infers honesty and integrity from questions dealng with broad constructs such as consciousness, reliability social responsibility and awareness

situation in which only one candidate (or a very few) is assessed on many different attributes

collection of procedures for evaluation that is administered to grups of individuals: assessments are typically performed by multiple assessors

• 1. It is a process
• 2. assess groups of plp
• 3. usually for a supervisory or leadership position
• 4. multiple trained assessors
• 5. multiple exercises

• -fish bowl
• -problem employee exercise
• -press conference
• -project management exercise
• -citizen or customer meeting

Sleeping on the back is the most effective way to reduce the risk of SIDS. Sudden Infant Death Syndrome, many exams on it but never really put it together would of saved many babies

less sleep more tired you are

• Grades- differentiates correlate with success
• realte something

• development
• selection
• training
• pay raise
• legal issues

actions or behaviors relevant to the organizations goal; measured in terms of each individuals proficiency

j.p: actions or behaviors relevant to the organizations goals: measured in

j.e: evaluation of the results of performance: often controlled by the factors beyond the actions of an individual

an outcome variable that describes important aspects or demands of the job: the variable that we predict when evaluating the validity of a predictor

people who score higher w/be better employees

• method for making internal pay decisions by comparing job title to one another and determining their relative merit by way of these comparisions
• (determine compensation level $)

occurs when an actual criterion is missing information that is part of the behavior one is trying to measure

• theoretical criterion: omega 3
• 80% fish oil: didn't contain as much omega 3 as it claimed
• 20% stimulant epredrine

• occurs when an actual criterion includes information unrelated to the behavior one is trying to measure
• observed criterion : 20% epredrine omega-3

usually a quantitative count of results of work such as sales, volume, complaint letter, and output

• supervisory ratings
• - evaluation made of the effectiveness of an individuals work behavior most often by supervisors in the context of a yearly performance evaluation

• Organizational deviance
• Interpersonal deviance

• property deviance: theft, property damage, subotage
• Production deviance: absence, tardiness, long breaks, sloppy work

process that determines the important tasks of a job and the human attributes necessary to successfully perfom those tasks

• job description
• recruiting
• selection
• training
• compensation
• job design
• promotion job assingment
• workforce
• restructuring

approach that begins w/a statement of the actual tasks as well as what is accoplished by those tasks

approach that focuses on the attributes of the worker necessary to accomplish the tasks

• 1. job observation
• 2. review of job info
• 3. interviews w/workers and supervisors
• 4. questionnaire to workers
• 5. subject matter experts
• 6. determine

monitoring work processes w/electronic devices: can be very cost effective and has the potential for providing detailed and accurate work log

process that identifies the characteristics desired across all individuals and jobs w/in an org. these characteristics should predict behavior across a wide variety of tasks and settings and privide the org. w/a set of core characteristics that distinguish it from other org.

notion that people who are performing jobs of comparable worth to the organizaiton should recive comparable pay