IP 214 Study - Summary Industrial Psychology 224 PDF

lOMoARcPSD|27073014 IP 214 Study - Summary Industrial psychology 224 Industrial psychology 224 (Universiteit Stellenbosch) Scan to open on Studocu Studocu is not sponsored or endorsed by any college or university Downloaded by Mila Mohlathe ([email protected]) lOMoARcPSD|27073014 Theory-Based Co...

lOMoARcPSD|27073014 IP 214 Study - Summary Industrial psychology 224 Industrial psychology 224 (Universiteit Stellenbosch) Scan to open on Studocu Studocu is not sponsored or endorsed by any college or university Downloaded by Mila Mohlathe ([email protected]) lOMoARcPSD|27073014 Theory-Based Content Two Types of inferences based on test scores 1. Inferences on an individual’s underlying constructs/attributes - Are the individual’s underlying characteristics accounted for? (measurement is done) 2. Inferences on an individual’s future behaviour based on their test score  Directly linked to purpose of the test  Does the test predict job performance? (analysing the measurements) Inferences on Attributes (Measurement)  What do the test scores provide an indication of?  Are you able to compare individuals to each other?  Does the test measure what it is meant to  Is the test valid? (does variations in test score relate to the hypothesized outcome – smart people have a higher IQ)  Evidential basis  Is there a relationship with other measures of the same factor of interest? Using Inferences to make decisions  Making decisions about people based on their test score  Can it be applied to a situation the determines future success? (Higher IQ = greater chance of passing a degree)  Is the test valid? (does variations in test score relate to the hypothesized outcome – people with high IQ pass their degree) Predictor VS Criterion 1. Predictor = the test conducted 2. Criterion = the outcome as a result of the predictors used (A criterion is a measure that could be used to determine the accuracy of a decision, slide 8) Establishing Criterion-Related Validity Definitions  Criterion-related validity = Extent to which inferences (derived from predictor measures) about criterion are justified (directly linked to test accuracy)  Invalid test = ineffective & unfair decisions Downloaded by Mila Mohlathe ([email protected]) lOMoARcPSD|27073014 Establishment  Correlate test scores with measures of success or outcomes of decisions Analysing a Correlation Mix to Determine the Best Predictor  Phase 3, pg.5 (which test/predictor has the strongest correlation with first year averages?) Calculation-Based Content Interpreting confidence intervals obtained from SEM  X ji ±( Z × [ S EM ] ) , where SEM =S [ X ji ] √ [ 1−r ttX ] ; S [ X ji ] =Std.dev of X Calculating reliability: Split-half Method even-numbered items uneven-numbered items S^2 = variance Downloaded by Mila Mohlathe ([email protected]) lOMoARcPSD|27073014 Convergence & Discrimination 1. Convergence = measures of constructs that should and are related to each other 2. Discrimination = measures of constructs that shouldn’t and aren’t related to each other.  Self-esteem and Locus of control SHOULD NOT converge with each other (which is shown) but with its own constructs (which is shown) – therefore, they support both convergence and discrimination = CONSTRUCTS VALIDITY Utility Analysis Method where average job performance is known  Average Increase per Person=Mean Performance of SELECTED group−Mean Perform  Average MONETARY increase= Average increase per person׿ appointed applicants × years  Costs=¿ APPLICANTS × cost per applicant ∈selection procedure  Utility=Increase−Costs Method without average job performance . Average increase per person=Std. dev of job performance × standardized score o  Total MONETARY increase=std. dev × standardized score × ¿ selected applicants × years  Costs=¿ APPLICANTS × cost per applicant ∈selection procedure  Utility=Increase−Costs Downloaded by Mila Mohlathe ([email protected]) lOMoARcPSD|27073014 Utility in Testing 1. In reality: not given Sy ∴ Sy = 0.40 x average salary (40% rule) 2. Not given Zys ∴ Zys = Zxs(m) x rxy Z ‾ y s =Z ‾ xs × r xy SR = given ∴ match with corresponding m(Zxs)  Average increase per person=Sy ×m ×r xy  Total MONETARY increase=Sy × m× r xy × ¿ appointed applicants × years  Costs=¿ APPLICANTS × cost per applicant ∈selection procedure  Utility=Increase−Costs Utility: Brogden-Cronbach-Gleser utility formula  Return on investment = (n)(t)(r)(SDy)(m) – Cost of testing Regression Equation: Y’ = bx + m  b = std.dev(y)/[std.dev(x) x rxy]  m = b x mean(x) x mean(y)  Y’ = [(rxy)(Sy/Sx)(X – Xmean)] + Ymean Downloaded by Mila Mohlathe ([email protected]) lOMoARcPSD|27073014 Calculating confidence with Standard Error of Estimate. =S 1−r 2 Sest y√ xy  Confidence interval=Y ' ±(z × Sest )   Provides upper and lower bounds Success & Failure Ratios Chart Title Success 7 TRUE POSTIVES = righ琀昀ully accepted FALSE NEGATIVE = Falsely rejected TRUE NEGATIVE = rightfully rejected I II IV III FALSE POSITIVES = falsely accepted Failure 7 Reject (PREDICTED FAILURE) Accept (PREDICTED SUCCESS)  Overall Accuracy Ratio = (II + IV)/(I + II + III + IV)  Success Ratio = (II)/(II + III) Calculated/given Determined with SR & r (r) - given Downloaded by Mila Mohlathe ([email protected])