I/O Psychology Overview

Structured Interviews

• Organizational downsizing, diversity concerns, and increased emphasis on employee empowerment have impacted structured interviews
• In the 2000's, rapid technological advancements led to online administration of tests, recruitment, and screening
• Social media outlets (Twitter, LinkedIn, and Facebook) are used for job seeking
• E-learning and distance education are common methods for employee training
• Cyberspace meetings are replacing in-person meetings
• I/O Psychology is influenced by high unemployment rates, flexible work schedules, family-friendly policies, and the accommodation of employees with childcare and elder care responsibilities

Employment of I/O Psychologists

• I/O psychologists typically work in four settings: colleges and universities, consulting firms, the private sector, and the public sector

I/O Psychology in Colleges and Universities

• Professors typically teach and conduct research
• Administrative roles (deans, provosts, vice presidents) are also held

I/O Psychology in Consulting Firms

• I/O psychologists help organizations become more productive
• They select, train, and motivate employees
• They ensure legal and ethical treatment of applicants and employees

I/O Psychology in the Private Sector

• I/O psychologists work for a single company

I/O Psychology in the Public Sector

• I/O psychologists work for local, state, or federal government agencies

Surveys

• A method of conducting research that asks people their opinions on the same topic
• Methods include mail, personal interviews, phone calls, emails, and the internet

Meta-Analysis

• a statistical method for reaching conclusions based on previous research
• Effect size indicates the amount of change caused by an experimental manipulation
• Mean effect size is the average effect size across all studies included in the analysis
• Correlation coefficients (r) indicate the magnitude and direction of relationships
• Difference score is an effect size used when comparing two groups, indicating the difference in standard deviations between the mean scores of the experimental and control groups
• Practical significance (d) depends on various factors and even a small effect size can have significant financial benefits for an organization; it refers to the real-world impact of the study results

Sample Subjects

• Random sample: Every member of the relevant population has an equal chance of being chosen to participate in the study
• Convenience sample: Nonrandom sample that is easily available
• Random assignment: unbiased assignment of subjects to experimental and control conditions

Running a Study

• Debriefing: Informing participants about the study’s purpose and providing relevant information
• Statistical analysis helps determine the reliability of results and the probability that they are not due to chance; results with a probability of 5% or less are considered statistically significant

Job Analysis Interviews

• Individual interview: Job analyst interviews one employee at a time
• Group interview: Several employees are interviewed together, known as a SME Conference
• Guidelines for Interview:
  • Prepare
  • Open
  • Conduct

Ammerman Technique

• A job analysis method that identifies objectives and standards for the ideal worker
• Steps:
  • Convene a panel of experts from all organizational levels
  • Identify objectives and standards for the ideal worker
  • List behaviors necessary for meeting each objective/standard
  • Identify critical behaviors
  • Rank objectives based on importance

Observations

• A job analysis method where the job analyst observes job incumbents performing their tasks
• Often used alongside other job analysis methods, such as interviews

Job Participation

• A job analysis method where the job analyst performs the job being analyzed
• Useful when the analyst has prior experience with the job

Step 2: Write Task Statement

• Task inventory is a questionnaire listing tasks that job incumbents rate on scales like importance and time spent

Step 3: Rate Task Statement

• Task analysis identifies the tasks for which employees need training

Individual

• O*NET is a database that includes information on occupations, worker characteristics, and labor market trends
• O*NET can be used for employee selection and career exploration

Critical Incident Technique

• Job analysis method developed by John Flanagan that uses written reports of good and bad employee behavior
• Used to identify behaviors that distinguish successful from unsuccessful performance

Job Components Inventory

• Provides information about the skills needed to perform a job, including perceptual, physical, mathematical, communication, decision-making, and responsibility skills

Threshold Traits Analysis

• A 33-item questionnaire developed by Lopez that identifies essential traits for job success

Fleishman Job Analysis

• A job analysis method that rates jobs based on the required abilities
• Based on extensive research and uses ratings for 73 distinct abilities

Job Adaptability Inventory

• Measures the extent to which a job involves eight types of adaptability

Interviewer Biases

• Contrast Effect: An applicant's performance is judged relative to the performance of previous interviewees.
• Negative Information Bias: Negative information weighs more heavily in an employment decision than positive information.
• Interviewer-Interviewee Similarity: Interviewees who share similarities with the interviewer (e.g., personality, attitude, gender, race) tend to receive higher scores.
• Interviewee Appearance: Physically attractive and professionally dressed applicants generally receive higher interview scores.
• Nonverbal Cues: Nonverbal behaviors like smiling, eye contact, and posture influence interview scores.

Creating Interview Questions

• Clarifier: Questions that clarify information from the resume, cover letter, and application.
• Disqualifier: Questions that require a specific answer, with incorrect answers resulting in disqualification.
• Skill-Level Determinant: Questions designed to assess an applicant's knowledge or skills.