PSYC 241 Chapter Notes -Glass Ceiling, Meddle, Social Rejection
31 Jan 2014
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Document Summary
Industrial/organizational psychology (i/o): the study of human behaviour in business and other organizational settings. The first step in selecting personnel is typically a job interview. Meeting face- to- face has some potential room for bias. Luckily meta- analyses have found that workers are not discriminated on based on race. Job interviews do not necessarily have predictive validity. The job interview can create a self- fulfilling prophecy if the interviewer has preconceived notions about the candidate. These interviewers, on their own accord, asked questions that sought negative information as opposed to positive information. In general, the higher the expectations, the more time the interviewer would spend recruiting as opposed to evaluating. Some businesses prescreen applicants using intelligence tests, cognitive ability tests, personality tests, and integrity tests (see next). Overt tests in which the goal of the questioning is obvious to the test- taker can be faked.
