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Questions and Answers
What does industrial/organizational psychology primarily focus on?
Which model emphasizes training students to apply scientific knowledge to real-world problems?
What do the Army Alpha and Army Beta tests have in common?
What does the Hawthorne effect describe?
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What is a terminal master's degree program designed to offer?
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What is the primary purpose of a dissertation in doctoral programs?
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What distinguishes a bridge publication from other types of academic publications?
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What type of publication typically includes articles relevant for professionals but doesn't report new research methods?
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What distinguishes field research from laboratory research?
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What is the main purpose of informed consent in research?
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What is a quasi-experiment?
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Which term refers to the group of subjects that receives the experimental treatment?
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What does external validity refer to in research?
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What role do institutional review boards play in research?
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What does effect size measure in meta-analysis?
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What is the primary function of correlation coefficients in research?
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What does a difference score signify in a meta-analysis?
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Which term describes a sample where every member of the population had an equal chance of being selected?
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Which concept describes the relationship between two variables?
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What does practical significance refer to in research outcomes?
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What does the Peter Principle describe?
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What is the purpose of job analysis?
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Which of the following is NOT considered a KSAO?
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What are Uniform Guidelines intended to provide?
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What does a letter of recommendation primarily express?
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What is résumé fraud?
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What does the validity coefficient measure?
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What does corrected validity refer to?
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What is negligent hiring?
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What are cognitive ability tests designed to measure?
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What distinguishes an assessment center from other selection methods?
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Which of the following best describes unproctored internet-based testing?
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What is the purpose of the in-basket technique in an assessment center?
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Which selection method involves applicants performing actual job-related tasks?
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In which assessment technique do applicants meet in small groups to solve a problem?
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What does gamification refer to in the context of assessments?
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Which of the following methods is used to gather biodata through questionnaires?
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What is the role of a derivation sample in creating biodata instruments?
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Which of these is a widely used objective test of psychopathology?
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What kind of test requires a subject to perform unstructured tasks like drawing pictures?
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Study Notes
Industrial/Organizational Psychology
- A branch of psychology focused on the application of psychology principles to the workplace.
- Utilizes the scientist-practitioner model, meaning practitioners are trained as scientists and apply science to real-world problems.
Major Fields within I/O Psychology
- Personnel Psychology: Focuses on employee selection and evaluation.
- Organizational Psychology: Studies employee behavior within organizational contexts.
- Human Factors: Investigates the interaction between humans and machines.
Historical Context of I/O Psychology
- Army Alpha & Beta: Intelligence tests developed during WWI for soldiers, categorized by reading ability.
- Hawthorne Studies: A series of studies at the Western Electric plant that highlighted how changes in the work environment, even seemingly insignificant ones, could influence employee behavior.
- The Hawthorne Effect describes the phenomenon of employees altering their behavior because they're being observed or receiving attention.
I/O Psychology as a Field of Study
- Graduate programs require the Graduate Record Exam (GRE) for admission.
- Terminal Master's Degree programs offer a Master's degree but not a Ph.D.
- Internships & Practicums: Provide students with practical work experience within organizations.
- Dissertation: A formal research paper required for doctoral degree completion.
Research Methods
- Hypothesis: A testable prediction about the answer to a research question.
- Theory:: A framework of assumptions explaining the cause and nature of behavior.
- Bridge Publications: Aims to connect academic research findings with practical needs for practitioners.
- Academic Journals: Publish descriptions of research methods and findings.
- Trade Magazines: Feature professional articles, but seldom directly report on new research methods and findings.
- Laboratory Research: Conducts research in controlled settings.
- External Validity (Generalizability): Describes the extent to which research findings can be applied outside the specific research setting.
- Field Research: Conducts research in natural settings.
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Ethical Considerations:
- Informed Consent: Subjects must give permission to participate in a study.
- Institutional Review Boards: Committees established to ensure ethical treatment of research subjects.
Research Design
- Cause-and-Effect Relationships: Established through well-controlled experiments.
- Experiment: A research design where the independent variable is manipulated to observe its impact on the dependent variable.
- Manipulation: The deliberate alteration of a variable by the researcher.
- Independent Variable: The variable that is manipulated by the researcher.
- Dependent Variable: The variable measured to determine the impact of the independent variable.
- Experimental Group: The group receiving the treatment of interest.
- Control Group: Receives no treatment, providing a baseline for comparison.
- Quasi-Experiments: Research with either no manipulation of the independent variable or non-random assignment to conditions.
- Archival Research: Utilizes previously collected data.
- Effect Size: A statistic indicating the magnitude of the change caused by an experimental manipulation.
- Meta-Analysis: A method of combining data from multiple studies to synthesize research results.
- Mean Effect Size: The average effect size across all studies included in a meta-analysis.
- Correlation Coefficients: A statistic measuring the magnitude and direction of a relationship between variables.
- Difference Score (d): An effect size used in meta-analysis to indicate the difference in standard deviations between the experimental and control groups.
- Practical Significance: The extent to which research findings have tangible impact on human behavior.
- Standard Deviation (SD): A measure of the variability of scores in a distribution.
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Sampling Methods:
- Random Sample: Every member of the population has an equal chance of being selected.
- Convenience Sample: Participants are selected based on easy accessibility.
- Random Assignment: Subjects are randomly assigned to experimental or control conditions.
- Debriefing: Informing subjects about the study's purpose and any relevant information.
Correlation
- A statistical technique used to measure the relationship between two variables.
- Intervening Variable: A third variable that can explain the relationship between two other variables.
Job Analysis
- The process of identifying how a job is performed, its conditions, and the required personal attributes.
- Job Description: A written summary of the tasks, conditions, and requirements of a job.
- Peter Principle: The idea that organizations unintentionally promote employees until they reach a level where they are incompetent.
- Uniform Guidelines: Federal guidelines for fair employment selection methods.
- Job Analysis Interview: Obtaining job information through conversations with workers performing the job.
- Grade: A cluster of jobs with similar worth.
- Job Specifications: Outlines the knowledge, skills, and abilities required for a job (now more commonly referred to as KSAOs).
Other Important Aspects of Job Analysis
- Knowledge: The body of information needed for a job.
- Skills: Developed abilities.
- Abilities: Basic capacities for performing a range of tasks.
- Other Characteristics: Individual traits like personality, willingness, and interest.
Selecting Employees
- Letter of Recommendation: A letter expressing an opinion about an applicant's qualifications.
- Résumé Fraud: Intentional misrepresentation of information on a résumé.
- Negligent Hiring: Hiring an individual with a criminal record who subsequently commits a crime while employed.
- Validity Coefficient: The correlation between a selection method (e.g., interview, test) and job performance.
- Corrected Validity (True Validity): Correlation coefficient adjusted for factors like predictor and criterion reliability, and for range restriction.
- Negligent Reference: Failure to provide relevant information to a prospective employer about a former employee's potential for legal issues.
Reliability of Selection Methods
- Reliability: Consistency and freedom from error in a test or evaluation.
- Job Knowledge Tests: Measure an applicant's job-related knowledge.
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Ability Tests: Assess individual capabilities.
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Cognitive Ability Tests: Measure intelligence and knowledge.
- Wonderlic Personnel Test: A widely used cognitive ability test in industry.
- Perceptual Ability Tests: Assess spatial relations and form perception.
- Psychomotor Ability Tests: Measure dexterity and motor coordination.
- Physical Ability Tests: Assess physical capabilities required for a job.
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Cognitive Ability Tests: Measure intelligence and knowledge.
Assessment Centers
- A selection method involving multiple job-related activities and evaluations by trained assessors.
- Unproctored Internet-Based Testing: Assessments completed online at the applicant's convenience.
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Assessment Center Exercises:
- In-Basket Technique: Simulates the flow of information a manager or employee handles daily.
- Simulations: Exercises that replicate real-world work scenarios.
- Work Samples: Applicants perform tasks representative of the job.
- Leaderless Group Discussion: A selection technique where applicants work together on a problem or issue.
- Business Simulation Games: Simulate business and marketing activities.
Gamification
- The use of game-like elements in traditional assessments to increase engagement.
Biodata
- A selection method using application blanks with questions shown to predict job performance.
- File Approach: Obtaining biodata from employee files.
- Questionnaire Approach: Gathering biodata through questionnaires.
- Criterion Groups: Dividing employees into high and low performance groups.
- Vertical Percentage Method: A biodata scoring method comparing successful and unsuccessful employees' responses.
- Derivation Sample: Used for creating initial weights for a biodata instrument.
- Hold-out Sample: A secondary sample used to verify the accuracy of initial weights.
Personality Inventories
- Psychological assessments measuring different personality aspects.
- Minnesota Multiphasic Personality Inventory-2 (MMPI-2): A widely used objective test for psychopathology.
- Projective Tests: Subjective tests with unstructured tasks (e.g., drawing pictures) where a psychologist analyzes responses.
- Rorschach Inkblot Test: A projective personality test.
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Description
Explore the key concepts and historical context of Industrial/Organizational Psychology. This quiz covers major fields such as personnel psychology, organizational psychology, and human factors, as well as significant studies that shaped the field. Test your understanding of how psychological principles are applied to workplace dynamics.
