Research Design in I-O Psychology

Research Design in I-O Psychology

• Experimental research involves manipulating one or more independent variables to observe their effect on a dependent variable, with extraneous variables controlled.
  • Lab experiments maximize internal validity in controlled settings (e.g., feedback on performance).
  • Field experiments offer higher external validity in real-world settings (e.g., new training program effects).
• Quasi-experimental research is similar to experimental research but lacks random assignment. This is often used in organizational settings due to practical limitations.
• Correlational research measures the strength and direction of relationships between two or more variables. It does not involve manipulation.
  • Example: Relationship between job satisfaction and employee turnover.
• Longitudinal research gathers data from the same subjects over time (e.g., tracking employee engagement over years).
• Cross-sectional research gathers data at a single point in time (e.g., analyzing relationships between variables).

Data Collection Techniques

• Surveys and questionnaires collect data on attitudes, opinions, behaviors, and demographics.
• Interviews involve direct, one-on-one or group conversations to gather detailed qualitative data.
• Observations involve systematically recording behaviors, interactions, or workplace processes (participant or non-participant).
• Case studies provide in-depth insights into a single organization, department, or group.
• Meta-analysis combines results from multiple studies to offer a comprehensive understanding of a phenomenon.
• Psychological testing measures cognitive abilities, personality traits, skills to predict various job performances relevant to an organization.
• Archival research analyzes existing data (company records, employee performance data, etc.).
• Focus groups gather diverse perspectives via group discussions on a specific topic.
• Experience sampling method (ESM) gathers real-time data from participants through mobile devices or diaries (e.g., daily work events and job satisfaction).

Data Analysis Techniques

• Descriptive statistics summarize data (mean, median, mode, standard deviation).
• Inferential statistics make inferences about a population from sample data (t-tests, ANOVA, regression).
• Factor analysis identifies underlying relationships between variables, grouping them into factors.
• Machine learning utilizes algorithms to analyze large datasets for patterns.

Job Analysis Techniques

• Observation Method involves observing employees performing their tasks.
• Interview Method involves interviewing employees, supervisors, or subject matter experts to gather job information.
• Questionnaire Method uses standardized questionnaires to collect job task data.
• Task Inventory Method involves listing job tasks, and ranking their importance, frequency, and difficulty.
• Critical Incident Technique identifies important examples of effective or ineffective work behaviors.
• Competency Modeling identifies and defines the skills, knowledge, and abilities required for a job.

Other Topics Covered

• Job descriptions outline duties, responsibilities, required qualifications, and working conditions of a job.
• Job analysis (a process) studies a job to understand its essential duties and responsibilities.
• Training needs analysis (TNA) is the process of determining what training is needed, what type of training, and who should receive training.
• Training design refers to creating effective training programs, defining learning objectives, selecting methods, and planning delivery.
• Training evaluation assesses training effectiveness and ROI.
• Performance appraisal assesses employee performance, provides feedback, and identifies improvement areas using various techniques (graphic rating scale, ranking, paired comparisons, critical incident, essay).
• Motivation theories (Maslow's hierarchy of needs, Herzberg's two-factor, Vroom's expectancy, McClelland's, SDT).
• Recruitment and selection strategies (internal, external, targeted recruitment, methods).
• Work environment improvements (enhancing physical and psychological environment), positive work-life balance practices.