I/O Psychology: Introduction to I/O Psychology Chapter 1

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Questions and Answers

What term was commonly used for the field of I/O psychology prior to World War I?

  • Clinical psychology
  • Economic psychology (correct)
  • Organizational psychology
  • Cognitive psychology

Who is credited with publishing the first book related to industrial/organizational psychology?

  • Sigmund Freud
  • John Watson
  • Hugo Munsterberg (correct)
  • Ivan Pavlov

What event provided I/O psychologists with the first opportunity for large-scale employee testing and selection?

  • Cold War
  • World War I (correct)
  • World War II
  • Vietnam War

Which branch of psychology applies the principles of psychology to the workplace?

<p>Industrial/organizational psychology (A)</p> Signup and view all the answers

What tests did John Watson develop during World War I?

<p>Perceptual and motor tests for potential pilots (D)</p> Signup and view all the answers

What were the two types of tests developed by I/O psychologists during World War I?

<p>'Army Alpha' and 'Army Beta' (D)</p> Signup and view all the answers

What defines an experiment?

<p>Manipulation of one or more independent variables and random assignment of subjects (A)</p> Signup and view all the answers

In an experiment, what is the group that receives training called?

<p>Experimental group (A)</p> Signup and view all the answers

What is the primary purpose of conducting research in I/O Psychology?

<p>To answer questions and make decisions (B)</p> Signup and view all the answers

What is a meta-analysis in the context of research?

<p>A statistical method of reaching conclusions based on previous research (B)</p> Signup and view all the answers

Which type of research involves using previously collected data to answer a research question?

<p>Archival Research (A)</p> Signup and view all the answers

What is the mean effect size in a meta-analysis used to indicate?

<p>The effectiveness of a variable (A)</p> Signup and view all the answers

What is the main difference between a structured interview and an unstructured interview?

<p>Structured interviews involve standardized scoring, while unstructured interviews have no consistency in questions asked. (C)</p> Signup and view all the answers

What is the purpose of creating a scoring key for interview answers?

<p>To standardize the evaluation process across different interviewers. (B)</p> Signup and view all the answers

Which type of interview involves multiple interviewers asking questions and evaluating answers of the same applicant at the same time?

<p>Panel interview (D)</p> Signup and view all the answers

What is the key characteristic of return interviews compared to serial interviews?

<p>Return interviews have a passing of time between the first and subsequent interview. (B)</p> Signup and view all the answers

In group interviews, what is the main scenario?

<p>Multiple applicants answer questions during the same interview. (D)</p> Signup and view all the answers

What is a distinguishing factor between one-on-one and serial interviews?

<p>One-on-one interviews involve one interviewer interviewing one applicant, while serial interviews involve a series of single interviews. (C)</p> Signup and view all the answers

Which statistical measure is used to show the relationship between two variables?

<p>Correlation coefficient (D)</p> Signup and view all the answers

What is a difference score (d) typically used for?

<p>Assessing differences between two groups (D)</p> Signup and view all the answers

In research, what is the purpose of a job description?

<p>To summarize the tasks and job requirements found in the job analysis (B)</p> Signup and view all the answers

Why is random assignment important when using convenience samples in research?

<p>To decrease the chances of biased results (B)</p> Signup and view all the answers

What is the purpose of debriefing participants at the end of an experiment?

<p>To ensure they understand the purpose of the experiment and provide an opportunity for questions (B)</p> Signup and view all the answers

How does job analysis contribute to employee selection processes?

<p>By identifying job requirements that help in selecting appropriate tests or interview questions (C)</p> Signup and view all the answers

What is one reason why Personality Inventories are becoming popular as an employee selection method?

<p>They predict performance better than previously thought (B)</p> Signup and view all the answers

Which of the following is the main purpose of Interest Inventories like the Strong Interest Inventory (SII)?

<p>Measuring vocational interests (B)</p> Signup and view all the answers

What information do Integrity tests provide to employers?

<p>Probability of stealing money or merchandise (B)</p> Signup and view all the answers

Why is it important for rejected job applicants to be treated well?

<p>To maintain a positive employer reputation (A)</p> Signup and view all the answers

Among the listed methods, which one is commonly used to assess vocational interests?

<p>Strong Interest Inventory (SII) (C)</p> Signup and view all the answers

What is a benefit of using Personality Inventories in employee selection?

<p>Reducing adverse impact compared to ability tests (B)</p> Signup and view all the answers

Flashcards

I/O Psychology

Application of psychology principles in workplaces.

Hugo Munsterberg

Pioneer in I/O Psychology, wrote a key book in 1913.

Goal of I/O Psychology

Enhance dignity and performance through understanding behavior.

Journal of Applied Psychology

First journal dedicated to I/O Psychology, established in 1917.

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Employee Testing (WWI)

First large-scale employee testing during World War I.

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Army Alpha Test

Test for literate individuals to assess intelligence.

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Army Beta Test

Test for illiterate individuals during WWI.

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Personality Inventories

Assess personality traits to predict job performance.

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Interest Inventories

Measures vocational interests and preferences.

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Integrity Tests

Predict likelihood of theft by applicants.

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Reference Checks

Evaluation of a candidate's past performance by references.

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Experiments in I/O Research

Manipulate variables and assign subjects randomly.

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Quasi-experiments

Research without random assignment, often evaluating programs.

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Archival Research

Using existing records to answer research questions.

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Surveys in I/O Psychology

Gather opinions or data from individuals on topics.

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Meta-analysis

Statistical method combining results from multiple studies.

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Importance of Research

Research informs decisions and enhances understanding of work life.

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Structured Interviews

Standardized interviews with job-related questions for all applicants.

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Unstructured Interviews

Flexible interviews lacking a standardized format.

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Common Interview Pitfalls

Mistakes like poor intuition or bias affecting interviews.

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Job Analysis

Identifying tasks and requirements for job descriptions and selection tests.

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Job Description

Summary of tasks and requirements in a job analysis report.

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Convenience Samples

Samples not randomly selected, affecting research validity.

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Structured vs Unstructured Interviews

Comparison between standardized and flexible interview formats.

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Performance Prediction

Using assessments to estimate future job success.

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Employee Selection Methods

Various strategies like interviews and tests to choose candidates.

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Testing Tools in I/O Psychology

Variety of assessments including personality and integrity tests.

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Effective Research Methods

Approaches like experiments, surveys, and meta-analyses for data collection.

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Job-Relatedness in Interviews

Ensuring interview questions are directly tied to job performance.

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Negative-information Bias

Tendency to focus on negative rather than positive information in evaluations.

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Study Notes

Introduction to I/O Psychology

  • I/O Psychology applies principles of psychology to the workplace.
  • Hugo Munsterberg published "Psychology and Industrial Efficiency" in 1913.
  • Terms used before World War I: "economic psychology", "business psychology", and "employment psychology".
  • The goal of I/O Psychology is to "enhance the dignity and performance of human beings, and the organizations they work in, by advancing the science and knowledge of human behavior" (Rucci, 2008).

Early Development of I/O Psychology

  • 1917: Journal of Applied Psychology first published.
  • 1918: World War I provided the first opportunity for large-scale employee testing and selection.
  • Army Alpha and Army Beta tests were used for literate and illiterate individuals, respectively.

Employee Selection

  • Personality Inventories: becoming increasingly popular, predict performance better, and result in less adverse impact.
  • Interest Inventories: designed to tap vocational interests, e.g. Strong Interest Inventory (SII).
  • Integrity tests: predict the probability of an applicant stealing.
  • Reference checks and interviews are also used in employee selection.

Research Methods

  • Experiments: manipulate one or more independent variables and random assignment of subjects to experimental and control conditions.
  • Quasi-experiments: no random assignment, used to evaluate new programs.
  • Archival Research: uses previously collected data or records to answer a research question.
  • Surveys: ask people their opinion on a topic.
  • Meta-analysis: a statistical method to reach conclusions based on previous research.

Research in I/O Psychology

  • Conduct research to answer questions, make decisions, and understand everyday life.
  • Research helps to critically evaluate results and make intelligent decisions.

Employment Interviews

  • Types of interviews: structured, unstructured, one-on-one, serial, panel, and group interviews.
  • Structured interview: job-related, standardized scoring, and asked to all applicants.
  • Common pitfalls in interviews: poor intuitive ability, lack of job-relatedness, primacy effects, contrast effects, and negative-information bias.

Job Analysis

  • Importance of job analysis: writing job descriptions, identifying requirements, and selecting tests or developing interview questions.
  • Job description: a brief summary of the tasks and job requirements found in the job analysis.
  • Random assignment is important when using convenience samples.

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