PSY 435 Week 3 - Psychological Testing in the Workplace Individual Paper
PSY 435 Week 3 - Psychological Testing in the Workplace Individual Paper
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Date Created: 11/13/15
PSYCHOLOGICAL TESTING 1 Psychological Testing in the Workplace Pedreed Anj ahal University of Phoenix PSY435 Psychological Testing at the Workplace PSYCHOLOGICAL TESTING 2 The workplace is unique because the qualities and characteristics of people and abilities are combined to help an organization to function properly Organizations work diligently to measure the performance and productivity of these employees However psychological testing is a provision that allows the workplace to choose accurately workers through preemployment testing or substantiate the employees status during employment A psychological test is a standardized testing method that accesses knowledge skill ability and other personal characteristics Spector 2008 Organizations apply different psychological tests For example ability tests integrity tests and drug testing Although these types of tests helps organizations with preemployee screening existing employee s positions finding accurate and beneficial method is vital The validity reliability and ethical issues of psychological tests become part of the focus when hiring and retaining employees PSYCHOLOGICAL TESTING 3 Three Ideal Psychological Tests for Employment Psychological testing helps employers to identify the needs for employees and the company IO psychologists address the demands of employers through the introduction of various psychological tests Hiring and maintaining the efficacy of employees begins with knowing the employee s personal history Approaching the demands of the workplace through employee selection also helps to match employee contributions to the jobs performed Breaking down and analyzing components that makeup employee qualifications and performances begins with the selection of the proper tests Ability Tests The ability test is used for preemployment screening and retention Employers want to know if a person has the abilities to perform the job prior to hiring which is important during this phase of employment Hiring a person who could not perform the job is a monetary waste especially if the prospective employee does not meet the job qualifications Deciphering who meets the criterion through ability testing shows who is up for the task that needs completing A couple of tests fall under ability testing such as cognitive and psychomotor ability Spector 2008 Possessing the abilities to comprehend the job retain additional information and physically perform the duties comes along with ability testing and covers the cognitive and psychomotor abilities of the person Integrity Tests PSYCHOLOGICAL TESTING 4 In correlation with abilities integrity is important for the performance of new and current employees Employers want personnel who work hard and show integrity for the job Testing for integrity is used during preemployment and retention too The reasons for integrity testing are to determine if the person will be dishonest or counterproductive onthejob Spector 2008 Employers want to know the people who work for the organization are trustworthy Jobs such as policeman store clerks nurses doctors and restaurant workers are expected to have integrity Respecting the privacy beliefs and social status of the public is a part of integrity too although honesty is the foundation to integrity Test takers may dislike this style of testing especially if the question are not relating to the job APS 2011 In addition integrity tests helps to predict unwanted employee behaviors Organizations use the integrity testing method to seek out cheating dishonesty theft sabotage and unethical behaviors Spector 2008 Integrity tests give an idea of attendance and turnover rates too Two types of integrity tests includes overt and personality Overt tests evaluate the prospective employee s attitudes and past behaviors Personality tests helps to highlight characteristics found in people who display counterproductive performance Spector 2008 Both overt and personality tests gives organizations a better view of the person who is hired In addition these tests help with current employees who may lose sight of the meaning and importance of integrity Drug Testing Unfortunately integrity in the workplace is compromised by employees who participate in illegal drug use or abuse The responsibility of organizations to perform drug testing as a pre PSYCHOLOGICAL TESTING 5 employment screening helps with employee selection Drug tests performed randomly helps to keep coworkers and the public safe People who abuse drugs eventually become unreliable Job performance deteriorates the employee displays acts of absenteeism poor judgment These unwanted behaviors of those employees affect the job and others who work there too Not to mention employee accidents and dishonesty correlates with drug use on the job Tests are controversial and some believe drug tests are unfair Spector 2008The American Civil Liberties Union disapproves of urine drugs tests because tests are unfair and unnecessary and do not prove a correlation with employee production allowing people of certain groups or ethnicities to be racially targeted The Lectric Law Library 2011 The Validity and Reliability of Psychological Testing Subsequently psychological testing helps with job selection employee maintenance and advancement up the corporate ladder Various jobs require certain criterion The validity and reliability of psychological testing is important so employers can determine who is fit for the position Unfortunately in some instances such as drug testing some believe this is an invasion of privacy and the validity of a test does not prove a person s inability to perform Spector 2008 The validity for integrity is difficult to sustain because employees who steal seldom are caught Spector 2008 In addition cognitive ability testing is likely to have different results because of race and gender APS 2011 Nonetheless organizations continue to use information provided by IO psychologist because some information is better than no information A ballpark figure gives people an idea or an overview of what to expect from employees or prospective employees Research reveals PSYCHOLOGICAL TESTING 6 ability testing on the cognitive level is accurate in comparison to jobs but ethnic groups such as African American and Hispanics score low on implementing ability tests cautiously is an IO psychologists approach Spector 2008 Obtaining validity through these five steps conducting a job analysis specify job performance criteria validate the predictors and cross validate is the approach used by 10 psychologists in implementing the appropriate psychological testing for organizations preemployment and retention Ethical Issues Similarly to validity and reliability ethical issues surrounding psychological testing has pros and cons depending on the test and the group some researcher s support the various methods of preselecting employees and maintaining the performance of current employees whereas others disapprove of various approaches Researchers take measures to ensure a quality psychological tests are implemented and the tests compare to the population that the organization targets Various elements affect the outcome of IO psychologists research for the most effective psychological tests Ethical issues arise however utilizing the most efficient approach without offending or discriminating is ideal Conclusion Moreover psychological testing used in the workplace helps to keep organizations operating at or above the expected performance IO psychologists use research methods to determine the appropriate psychological testing beneficial for the workplace because workplaces have different groups of people in an array of ethnicity gender and culture The success of an organization is built on a foundation of hardworking employees The abilities integrity and use PSYCHOLOGICAL TESTING 7 of drug testing help to filter unwanted employees by a weeding out method used through psychological testing Processing employee selection must be supported by validity and reliabilityPsychological testing correlates With ethical issues that arise Society builds organizations on the abilities performances and productivity of the people Who seeks and gains employment to maintain a good system and peak performance psychological testing is necessary for the survival of an organization PSYCHOLOGICAL TESTING 8 Reference American Psychological Services 2011 Types of employment testsSociety for Industrial and Organizational Psychology Retrieved from httpsWWWsioporg Spector P E 2008 Industrial and organizational psychology Research and practice 5thed Hoboken NJ Wiley The Letric Law Library 2011 Drug testing in the workplace Retrieve from httpsWWWlectlaWcom
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