KHA329 Lecture Notes - Lecture 6: Criterion Validity, Absenteeism, Descriptive Knowledge
1 Jul 2018
School
Department
Course
Professor
Individual Differences week 6:
Finishing off last week:
Depression assessment:
Beck Depression Inventory:
- Face valid and therefore can be easy to fake
oIts obvious what you are measuring
CES-D:
- People who are depressed withdraw from friendships and interpersonal
relationships
- These will suffer, feeling socially isolated
- Negative cycle
- Maps nicely onto the DSM
- BDI is not free, whereas this is free
Anxiety:
- Beck Anxiety Inventory:
oThe anxiety equivalent
oWanted to be able to discriminate anxiety from depression, while being
aware that these disorders are often co-morbid and there is often
overlap
oStatements, how much they have bothered the person over the past
week
oMay be issues with there being a particularly bad event that week
- State-trait anxiety inventory
oState: how you feel at the moment
How you feel right now
oTrait: how you generally feel
Generalized anxiety
Experience and report a higher level of trait anxiety
How you generally feel
oTen minutes to administer and easy to score
oCompleting it can reduce stress level
Self awareness
Reassuring: I only feel like this sometimes
Anxiety on memory:
Calm down by the time they do the memory test if they
have done this assessment before completing it
- Stress awareness diary:
oFor around two weeks
oLook at stimulus and the things that might be stress reactions to these
events
oWhat are the precipitating factors and what will perpetuate their
anxiety
- DASS:
oAustralian scale
oLovibond and Lovibond
o3 self report scales designed to measure the negative emotional state of
depression, anxiety and stress
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oEach of the 3 DASS scales contains 14 items
42 in total
There is a DASS 21 version which is cut in half
Completed this for data collection for assignment
oConsider different aspects and different elements of each
ocan look at raw scores, or standardized scores and percentiles
oPreliminarily diagnosis
Summary:
- Assessment of psychopathology is complex
- The consequences of assessment can be high stakes
- Highlights need for evidence based interpretations
- Need to keep up to date with research literature
- Need to back up what you’re saying with best possible scientific practice
Industrial and organisation (IO) psychology
Industrial and organizational psychology:
- Work is an integral part of many people’s lived
oDevotion to work involves the investment of more time and energy
than most things we do
oBecause of this, work is an important thing to look at to understand
well and work with
oAlthough some people only work for the money, there is more to it
than the financial reward
How people gauge their value to society, family and themselves
Long term unemployed have low self worth typically when
asked if people would stop working if money was no issue,
70% say they would still work
This figure is stable since the 70’s
- An issue surrounds: who is the client
oThe individual or the organisation who has employed you
oInterested in the wellbeing of the worker
oWork goes beyond the change of time and money
- Can work within IO without being a psychologist
oWell qualified for people management and HR
- Selection and placement:
oDeveloping and validating tests
Unlikely that there is an existing test for everything you wish to
meaure
oAdministering and scoring tests
oAnalyzing job content
oIdentifying management potential
oDefending tests against legal challenge
- Training and development:
oDeveloping and validating tests
oAdministering and scoring tests
oEvaluating training effectiveness
If people are in a program is it going to improve their
performance
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Health and safety, gender equity etc.
- Performance measurement:
oHow do you measure whether someone is doing a good job at work
oEvidence based
oNeed systems in place to assess this
oJob satisfaction
What is it that is important in this workplace
oReport writng
Involved in all of these things
oOther:
Career planning, designing work environments, managing
change, re-designing job descriptions, counseling workers for
stress
- Many additional thing that impact performance and experience at work
oTheir lives outside of work
oIllness etc.
oWork can also effect life outside work
- Myers-Brigss type indicator:
oLook to see where you are fit
o16 types
- Personnel selection:
oHiring and promotion decisions
oMay compound existing issues
oPromotions:
Problems with incompetence
If they go up too high in the chain
Issues with decision making role
oAll selections should have good criterion validity:
To predict results and performance in a job
Can tell how they will perform in a job
oIssues:
Job performance is not one-dimensional
Complex
What makes someone a good worker
Need to consider:
Personality: empathy, personable, emotional stability,
Well trained
oBiodata:
Factual data
Assessed using emoircal keying
Generally reasonably predictive
Should be historical, external, objective, verifiable
oEmployment interview:
Structure interviews have the best validity
oCognitive ability tests
Eg. Wonderlic Personnel test
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find more resources at oneclass.com
