Industrial-Organizational Psychology Study Guide PDF

**Fundamental assumptions** that **I-O psychologists** make when applying the **individual differences model**: - - - **Individual Differences Model (I-O Psychology):** - **Fleishman's taxonomy** of **52 abilities** can be divided into three categories: Back - - - - - -...

**Fundamental assumptions** that **I-O psychologists** make when applying the **individual differences model**: - - - **Individual Differences Model (I-O Psychology):** - **Fleishman's taxonomy** of **52 abilities** can be divided into three categories: Back - - - - - - - **Measures of \"g\"** **(general intelligence)** assess: **Knowledge acquisition** - - **Reasoning Ability:** - - **Problem-Solving Ability:** - - **As job complexity increases,** the: **predictive value** of **general intelligence tests** **increases**. What are the three functions of the **Five Factor Model?** - - - **Conceptual analysis: Breaking down ideas to establish meaning and relationships** **An employee with high integrity would most likely rank high in these Five Factor Model traits:** - - - **Faking on a personality test:** **Personality and Self-Presentation: People may not be intentionally faking responses since personality naturally involves presenting oneself in a certain way.** - **Self-Efficacy vs. Faking: Some believe self-efficacy (confidence in one's abilities) and faking (deliberately altering responses) are similar because both involve shaping how one is perceived.** - **Some candidates respond as the ideal applicant** - **Skills are:** **practiced acts.** **Example: A pianist mastering a difficult song through repeated practice.** **Competencies:** - - **Example: A surgeon needs technical skills (precision in surgery), knowledge (medical expertise), abilities (hand-eye coordination), and personality characteristics (calm under pressure) to perform surgeries successfully.** **Does Competencies involve KSAOS?** **Yes, KSAOs (Knowledge, Skills, Abilities, and Other Characteristics).** **A test battery is a:** **General collection of tests rather than a single test** **Speed tests:** - - - **Psychomotor ability tests:** **Involve Complex Tasks or Simple Actions:** - - **Usually Require Dexterity:** - - **Measure Coordinated Limb Movement:** - - **Dexterity:** - - **Screen out vs. Screen in tests** - - - - **Criticisms of individual assessment**: - **Not as Rigorously Validated (what its supposed to measure) as Other Assessments:** **Explanation:** Individual assessments often lack large-scale research backing their reliability and validity compared to standardized selection tests. - **Summaries May Be Influenced by Only One or Two Aspects of the Process:** **Explanation:** Assessors may place too much weight on **a single test result** rather than considering the candidate's full range of abilities. - **Many Infringe on Candidate Privacy:** **Explanation:** Some assessments collect **sensitive personal information** that may not be directly related to job performance. - A **situational interview:** **asks candidates to describe how they would respond to hypothetical workplace situations.** - **Work sample tests:** **Definition: Assesses a candidate's ability by having them perform with tasks and equipment that closely resemble actual job conditions.** **Example: A mechanic applicant being asked to diagnose and repair an engine as part of the hiring process.** **Incremental validity:** - - - **Graphology:** - - - - **Involuntary Termination:** - **Key Difference: Individual Assessment vs. Test Battery** **Individual Assessment: Tailored to a specific candidate's evaluation.** - **Test Battery: A fixed set of multiple tests used for general assessment.** -