Exam 1 Study Guide- Industrial PSY
Exam 1 Study Guide- Industrial PSY Psyc 3640
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This 4 page Study Guide was uploaded by Abigail Sanders on Friday September 25, 2015. The Study Guide belongs to Psyc 3640 at Clemson University taught by Eric McKibben in Summer 2015. Since its upload, it has received 299 views. For similar materials see Industrial Psychology 3640 in Psychlogy at Clemson University.
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Date Created: 09/25/15
Study Guide Industrial Psychology Exam 1 People I Hofstede O 5 Factors I Individualismcollectivism the degree to which individuals are expected to look after themselves versus remaining integrated into groups I Power distance the degree to which less powerful members of an organizations accept and expect an unequal distribution of power I Uncertainty avoidance the extent to which members of a culture feel comfortable in unstructured situations I Masculinityfemininity the distribution of emotional roles between the genders with the masculine role being seen as tough and the feminine role seen as tender I Longterm vs shortterm orientation the extent to which members of a culture expect immediate versus delayed gratification of their material social and emotional needs I James McKeen Cattell O Trained psychologist who had a major in uence on the eventual emergence of 10 psychology 0 Recognized for being among the first to realize the importance of differences among individuals as a way of predicting their behavior Concepts I Personnel Psychology 0 Field of psychology that addresses issues such as recruitment selection training performance appraisal promotion transfer and termination O This approach assumes that people are consistently different in their attributes and work behaviors and that information about these differences can be used to predict maintain and increase work performance and satisfaction 0 The goal is to find or fit the best person to the job I Human Factors Psychology Human Engineering 0 The study of the capacities and limitations of humans with respect to a particular environment 0 The task of the human engineer is to develop an environment that is compatible with the characteristics of the worker I SIOP Society for Industrial and Organizational Psychology 0 An association to which many IO psychologists both practioners and researchers belong 0 Single best resource for anyone interested in 10 psychology I Army Alpha 0 Intelligence test for army recruits StandfordBinet test designed for testing one individual at a time 0 Army Beta 0 Compared to the Army Alpha but was nonverbal and administered to recruits who were illiterate 0 Hawthorne Studies 0 Research done at the Hawthorne Illinois plant of the Western Electric Company that began as attempts to increase productivity by manipulating lighting rest breaks and work hours 0 This research showed the important role that workers attitudes played in productivity 0 Lightening reduced production improved 0 Civil Rights Act Of 1964 0 Written in sections called titles with each title addressing a specific area of possible discrimination such as voting education or housing 0 Title VII Of Civil Rights Act 0 Specified demographic groups to be protected from employment discrimination 0 Protected Groups race color gender national origin religion 0 2 additional groups ADEA age ADA disability 0 Time And Motion Studies 0 Studies that broke every action down into its constituent parts timed those movements with a stopwatch and developed new and more efficient movements that would reduce fatigue and increase productivity 0 Culture 0 A system in which individuals share meaning and common ways of viewing events and objects 0 Collectivist Culture a culture that values the group more than the individual 0 Individualist Culture a culture that values the individual more than the group 0 Disinterestedness 0 Characteristics of scientists who should be objective and unin uenced by biases or prejudices when conducting research 0 Research Designs 0 Experimental participants are randomly assigned to different conditions 0 NonExperimental does NOT include any treatment or assignment to different conditions 39 Observational Design observes and records behavior 39 SurveyQuestionnaire Design most common 0 QuasiExperimental nonrandom assignment of participants to different conditions 0 Independent Variable 0 Used to describe the treatment or antecedent condition 0 Observational Design O The researcher observes employee behavior and systematically records what is observed Introspection 0 Early scientific method in which the participant was also the experimenter recording hisher experiences in completing an experimental task Triangulation O Examining converging information from different sources Job Analysis 0 Process that determines the important tasks of a job and the human attributes necessary to successfully perform those tasks Generalizability 0 Application of results from one study or sample to other participants or situations 0 The more areas a study includes the greater its generalizability 0 Every time a compromise is made the generalizability of results is reduced Experimental Control 0 Eliminates in uences that could make results less reliable or harder to interpret Histogram 0 Frequency distribution Measures Of Central Tendency O Statistic that indicates where the center of a distribution is located 0 Mean mode median Standard Deviation O Variance of a distribution 0 Average deviation points away from the mean 0 Skew mean is affected by high or low scores median is not mean pulls in direction of skew Calculate Mean Of A Set Of Data 0 Sum of all the scores and divide by the sample size Example Of Inferential Statistics 0 Aid in testing hypotheses and making inferences from sample data to a larger samplepopulation O Ttest F test chisquare test Correlation Coefficient O Statistic or measure of association 0 Re ects magnitude numerical value and direction or of the relationship between 2 variables 0 Ranges from 0000 and 1000 0 Positive Correlation as one variable increases other variable also increases and vice versa 0 Negative Correlation as one variable increases other variables decreases and vice versa Reliability 0 Consistency or stability of a measure 0 TestRetest Reliability calculated by correlating measurements taken at Time 1 with measurements taken at Time 2 0 Equivalent Forms Reliability calculated by correlating measurements from a sample of individuals who complete 2 different forms of the same test 0 Internal Consistency assesses how consistently items of a test measure a single construct 0 InterRater Reliability calculate various statistical indices to show level of agreement among raters values 7080 represent reasonable reliability 0 Generalizability Theory simultaneously considers all types of error in reliability estimates 0 Validity 0 Whether measurements are taken accurately and completely represent what is to be measured 0 Predictor test chosen or developed to assess identified abilities or other characteristics KSAOs O Criterion outcome variable that describes important aspects or demands of the job 0 CriterionRelated Validity correlate test scores with performance measures 0 Validity Coefficient correlation coefficient between a test score predictor and a performance measure criterion 0 Predictive Validity time lag between collection of test data and criterion data test often administered to job applicants 0 Concurrent Validity no time lag between gathering the test scores and the performance data test administered to current employees performance measures collected at same time 0 ContentRelated Validity content of the selection procedure represents an adequate sample of important work behaviors and activities andor worker KSAOs defined by the job analysis 0 Construct Validity investigators gather evidence to support decisions or inferences about psychological constructs 0 Construct concept or characteristic that a predictor is intended to measure examples include intelligence extraversion and integrity
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