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Industrial Psych Notes week of 4/4

by: Courtney Luber

Industrial Psych Notes week of 4/4 Psyc 3640

Marketplace > Clemson University > Psychlogy > Psyc 3640 > Industrial Psych Notes week of 4 4
Courtney Luber

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About this Document

These notes cover the rest of chapter 6
Industrial Psychology
Eric S McKibben
Class Notes
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This 4 page Class Notes was uploaded by Courtney Luber on Monday April 11, 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 20 views. For similar materials see Industrial Psychology in Psychlogy at Clemson University.

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Date Created: 04/11/16
4/04/2016 Chapter 6 cont’d  Practical Issues in Staffing o Staffing Model  Comprehensiveness  Enough high quality information about candidates to predict likelihood of their success  Compensatory  Candidates can compensate for relative weakness in one attribute through strength in another one, providing both are required by job  Combining Information o Clinical decision making  Uses judgment to combine information & make decision about relative value of different candidates  each person making decision uses own judgment  can be almost impossible for humans to use a clinical decision making process when using a comprehensive approach o Statistical decision making  Combines information according to a mathematical formula  Regression equation  Fewer errors in this approach o Hurdle system of combining scores  Non-compensatory strategy: individual has no opportunity to compensate at later stage for low score in earlier stage  Allows us to eliminate individuals easily  i.e. if you don’t have at least 3 years of experience, you will be cut immediately  Establishes series of cut scores o Hurdle System of Combining Scores  Constructed from multiple hurdles so candidates who don’t exceed each of the minimum dimension scores are excluded from further consideration  Often set up sequentially  More expensive hurdles placed later  Used to narrow a large applicant pool o Compensatory approach  Multiple regression analysis  Results in equation for combining test scores into a composite based on correlations of each test score with performance score  Cross-validation  Regression equation developed on first sample is tested on second sample to determine if it still fits well 4/06/2016  Score Banding o Individuals with similar test scores can be grouped together in a category or score band o Selection within band can be made based on other considerations o Score Banding is controversial o Score Banding uses the Standard error of measurement (SEM) for the test  SEM provides a measure of the amount of error in a test score distribution  Function of reliability of test & variability of test scores o Fixed band system  Candidates in lower bands not considered until higher bands have been exhausted o Sliding band system  Permits band to be moved down a score point when highest score in a band is exhausted  Subgroup Norming o Develop separate lists for individuals in different demographic groups who are then ranked within their respective group o In general, subgroup norming is not allowed as a staffing strategy  Selection vs. Placement o Sometimes, the challenge is to place an individual rather than simply select an individual o Placement  Process of matching multiple applicants & multiple job openings  Strategies  Vocational guidance  Pure selection  Cut & fit  Deselection o 2 typical situations  Termination for cause  Individual is fired for a particular reason  Generally not unexpected  Layoff  Job loss due to employer downsizing or reductions in force  Often occurs with little or no warning  Large Staffing Projects o Concessions must be made: Labor intensive assessment procedures are often not feasible o Cost of testing can be quite expensive o Fairness is a critical issue o Standard, well-established, & feasible selection strategies are important  Small Staffing Projects o Luxury of using wider range of assessment tools o Adverse impact is less of an issue o Fairness is still a key issue o Rational, job-related, & feasible selection strategies are important  Legal Issues in Staffing Decisions o Charges of employment discrimination  Involve violations of Title VII of 1964 CRA, ADA, or ADEA  I-O psychologists often serve as expert witnesses in these lawsuits  Consequences can be substantial  Most often brought by individual claiming unfair termination  Intentional Discrimination or Adverse Treatment o Plaintiff attempts to show that employer treated plaintiff differently than majority applicants or employees  Unintentional Discrimination or Adverse Impact (AI) o Acknowledges employer may not have intended to discriminate against plaintiff but employer practice had AI on group to which plaintiff belongs  Determination of Adverse Impact o Burden of proof on plaintiff to show:  a) he/she belongs to a protected group, &  b) members of protected group were statistically disadvantaged compared to majority employees  “80%” or “4/5ths” rule o Guideline for assessing whether there is evidence of Adverse Impact (AI) o Plaintiffs must show that protected group received only 80% of desirable outcomes received by majority group in order to meet burden of demonstrating AI o Results in AI ratio o Can be substantially affected by sample sizes o Burden of proof shifts to employer once AI is demonstrated  Social Networking Sites and the Workplace o Employees (or applicants) posting information on a social networking site (e.g., Facebook, Twitter) that is accessed by an employer have been increasingly getting in trouble. o Job candidates who have been found to post on SNS that they like to “shoot people” or “blow things up” have been removed from hiring consideration. o Employment lawyers are still debating the legality of employment decisions based on information on social networking sites.


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