Industrial Psychology Notes 2/8-2/12
Industrial Psychology Notes 2/8-2/12 Psyc 3640
Popular in Industrial Psychology
verified elite notetaker
Popular in Psychlogy
This 5 page Class Notes was uploaded by Courtney Luber on Saturday February 13, 2016. The Class Notes belongs to Psyc 3640 at Clemson University taught by Eric S McKibben in Fall 2016. Since its upload, it has received 23 views. For similar materials see Industrial Psychology in Psychlogy at Clemson University.
Reviews for Industrial Psychology Notes 2/8-2/12
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 02/13/16
2/8/2016 Individual Differences and Assessment cont’d Physical abilities o Muscular strength—muscular tension; muscular power; muscular endurance o Cardiovascular endurance—measures how effective our heart is at pumping blood and how effective our lungs are o Movement quality—flexibility; balance; neuro-muscular coordination Psychomotor abilities o Also called sensorimotor or motor abilities o Physical functions of movement, associated with coordination, dexterity and reaction time o Fleishman’s psychomotor abilities: Arm-hand steadiness—i.e. surgeon can cut a steady line in tissue Manual dexterity—i.e. assembling an iphone with tiny screws Finger dexterity—“ “ Control precision Response orientation Rate control Reaction time Wrist-finger speed Personality—behavioral tendencies that are relatively stable across time and situations o Huge predictor of job performance (KNOW THIS!) The Five Factor Model—five major traits that organizations should look to measure o Conscientiousness—responsible, prudent, persistent, planful, achievement oriented Best predictor of performance o Extraversion—sociable, assertive, talkative, ambitious, energetic Introvert, ambivert, extrovert are the main labels on the continuum, but there are not only 3 types o Agreeableness—good-natured, cooperative, trusting, likable, friendly i.e. public speaker, retail would both need to score high in agreeableness o Emotional stability (neuroticism used in acronym)—secure, calm, poised, relaxed Neuroticism—experience negative emotions o Openness to experience—curious, imaginative, independent, creative i.e. when would you want someone who isn’t open to experience? Priest o OCEAN—acronym o CANOE—acronym Practical issues associated with personality measures o Faking—the way we present our self depends on the situation we are in; sometimes you might want someone who is good at faking (i.e. sales) Self-presentation— Social desirability— Does faking really matter? Can be a problem Additional proposed individual differences o Skills Practiced acts A skill places us somewhere inside the boundary of our ability Technical—i.e. writing more efficient software codes Non-technical—i.e. get better at interacting with our spouse; control anger better; show emotions more o Knowledge Collection of discrete but related facts & information about a particular domain Tacit knowledge → “street smarts”; common sense; something we never really learned; most jobs require much more than tacit knowledge Procedural knowledge → knowing “how”; gain this through the process of engaging in something Declarative knowledge → knowing “that”; definitions of things; gain through lectures, books, papers, seminars, etc. o Competencies Sets of behaviors instrumental in accomplishing various activities Combination of individual difference characteristics A set ability along with a set characteristic along with set knowledge o Emotional intelligence Awareness of our own & others’ emotions Controversial construct 2/10/2016 Foundations of Assessment o Past & present of testing 1890 – Cattell & “mental test” WWI: Over million soldiers tested First trial of large-scale group testing During WWII: full employment After WWII: little control over testing 1960s – constraints on testing Criticism by social observers Civil Rights Act of 1964 What is a test? o Objective & standardized procedure for measuring a psychological construct using a sample of behavior Attributes to be assessedCONTENT Ways to assess attributesPROCESS o What is the meaning of a test score? Norming & norm groups used to interpret & give meaning to a score Primary norm we use to compare test scores is the mean o Test users & test interpretation Importance of training test administrators to correctly understand & interpret results o Test battery Collection of tests assessing variety of different attributes Administrative Test Categories o Speed vs. power tests Speed tests have rigid & demanding time limits Provide greater variability among candidates Issue of relevance to job May increase the risk of legal challenges Power tests have no rigid time limits Vary the difficulty of the problems i.e. if train A leaves the station at 3:30 going 70 mph and train B leaves the station at….etc. o Group vs. individual tests Individual tests useful in assessing a candidate’s style of problem solving Group testing is valuable in reducing costs o Paper & pencil vs. performance tests Performance tests assess skill in performing tasks & knowledge of how to carry out actions Testing & Culture o Bias Situation in which a given test results in statistical errors of prediction for a subgroup i.e. test could predict well for white candidates but not other ethnicities o Fairness Value judgment about actions or decisions based on test scores o Culture System in which individuals share meanings & common ways of viewing events & objects Influence of culture & subculture on test scores Content vs. process o Important distinction for showing validity o Validity depends more on content of gathered information Procedure for assessing abilities o Cognitive ability tests Allow individuals to demonstrate what they know, perceive, remember, understand, or can work mentally 2/12/2016 o Tests that produce a single score Wonderlic Personnel Test (WPT) Classifies you with a score—this score tells you which jobs you will be capable of doing Offensive lineman—left tackle has highest IQ on football team Measures general mental ability Similar to an IQ score Ravens Progressive Matrices Test Pattern matching o Tests of specific abilities Bennett Test of Mechanical Comprehension Measures a very specific ability i.e. how you manipulate images in your mind Perdue pegboard dexterity test o Cognitive test batteries General Aptitude Test Battery (GATB) Personality o Screen-out tests → Identify psychopathology Generally used for positions of public trust May only be administered after offer of employment Best known example is the MMPI o Screen-in tests → Identify normal personality May be administered as pre-employment tests Examples include HPI, NEO-PI, PCI o
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'