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Midterm

Midterm #3 Review.docx

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Department
Psychology
Course
PSYCH 339
Professor
James Beck
Semester
Winter

Description
PSYCH 339 – Personnel Psychology: Midterm #2 Review 9:1 Abilities - Cognitive – capacity to reason, plan and solve problems - Psychomotor o Dexterity, reaction time - Physical o Bodily powers – muscular strengths, flexibility Cognitive Abilities - General Mental Ability (GMA) o Nearly all jobs requires  Problem solving, learning, manipulation o GMA positively correlated with job performance o Higher correlation for more complex jobs o Think of GMA as atheism… If we say a person is athletic  Not experts at every task  But person probably: learns quickly, can solve problems, can work with a lot of info at once, has no good memory - GMA vs. IQ o IQ stands for “intelligence quotient” o Not used anymore  Really only make sense for measuring in children o Term IQ still used as synonym for  Intelligence, general mental ability, general factor of intelligence (G), cognitive ability - Criterion related validity of GMA o Criterion validity of GMA r = 0.51 o Low complexity jobs: r = 0.23 o High complexity jobs: r = 0.56 - As information –processing demands increase, so does predictive power of GMA - Specific Cognitive Abilities o Quantitative – just math o Verbal – fill in the best words, synonyms and such o Mechanical – physics test, e.g. which is the best hammer? o Spatial – ability to take an object and rotate it? Math, reading o Clerical – anyone can do this, getting very specific, very easy to find the right answer, how quickly you can do this and accurate Psychomotor Abilities - Formation, women putting plank board - Operating an overhead crane moving an object from 1 place to another without knocking down the comes - Driving test, no knocking down the cones Physical Ability - Muscular strength o Tension, power, endurance - Cardiovascular endurance o Stamina - Movement quality o Flexibility, balance, coordination Other Characteristics - Personality - Interests Personality - Five Factor Model (OCEAN) o Openness to experience (intellect) o Conscientiousness o Extraversion o Agreeableness o Neuroticism (emotional stability)  Derived from Lexical Hypothesis  Words used to describe people  Factor analysis  Inductive Integrity - Honest, reliable, ethical - Overt measurements o Questions about honesty, stealing, etc. - Personality based measure o Compound trait (C+A+ES) - Better predictor than C by itself - Predicts CWBS – GMA cannot Faking? - Certainly occurs - Methods to deal with it o Warning, lie scales - “Faking” vs. “Putting best foot forward” - Do you want an employee that can’t even fake it - My take on it? – screen in vs. screen out Interest - Holland’s RIASEC model o Realistic – technical, hands on o Investigative – scientific, intellectual o Artistic – creative, imaginative o Social – helping others, interpersonal o Enterprising – leadership, influencing o Conventional – data management, organization - Small (but useful) relationships with job performance - Larger validities when interest in specific job (rather than RIASEC) - Predicts voluntary turnover (quitting) Selection Methods – methods are not constructs - Paper and pencil tests o Speed vs. power o Computer adaptive testing - Speed test o Select time limits o Not expected to finish all items - Power test o Sufficient time o Items are more difficult - Latent Construct How do we measure people in the tails? (People that are very low) - More items? - Longer test? Not necessarily - Computer adaptive testing! 9:2 Methods and Constructs - Paper and pencil (speed vs. power) - Computer adaptive testing Item Characteristic Curve - Care about the tails in selection because want to hire the best - Higher % chance of getting it right compared to level of construct o Tells us that we need more different items for this purpose How do we Measure people in the tails? - More items - Longer tests? Not necessarily - Computer adaptive testing ** Remember MTMMM? - What we want: Constructs (don’t get this ideal often) - What we get: Method Factors What it means: - AC score might tell us more about the assessor (severe, lenient) - … than the person being evaluated (source of error) Selection Decision-Making - Transform, same scale … standardize Only one predictor:  What is our selection ratio? (determines who/how many are choosen) - Top-down o Sort, Highest to Lowest - Bottom-Up o Screen people out o How many people do you want to advance o For example: personality, possible to “fake”, don’t want people who can’t even fake 10:1 Selection decision-making Standardize: (z-scores) - Top-Down – start at the top and move down until you hire enough o Selection ratio (low, less people) o Move down the list - Bottom-Up – inverse (different reasons to use) o Does it make sense to screen people out? o Multiple hurdle? (clear out before the next) o How many people do we want to advance? Personality (can fake it, but want to hire those who can at least fake it)  multiple behaviours to measure construct Multiple Hurdle  These people are allowed to move on - How many people do we need to hire? (sample shrinks) o Can do any amount of hurdles o Mitigate costs Multiple cut-off - For example – Rule: no employee should be more than -1.00 SD below the mean on any of the selection criteria - Where might we see this type of rule? (astronaut, pilot, police/fire, doctor) Compensatory - High scores on one predictor can compensate for low scores on another - Clinical combination o Assessor uses his/her judgement in deciding how to combine information o May or may not apply rules consistently to applicants o Look for broken legs “Broken Leg Hypothesis Example”  Will Doug go to the movies this weekend? (like movies, money, time, etc.)  What if Doug broke his leg on Friday? (all other cues become irrelevant)  Problems with looking for broken legs?  People are bad at it  Different definitions of it o Clinical doesn’t work well o But people think they’re good at it (count hits, ignore misses) o Just like interviews o Narrow mechanically and use clinical to narrow - Mechanical combination o Unit weighting  Add together (can also include clinical – can’t be as wrong) o Multiple regression  Use regression to find optimal weights (regular program)  Chooses the weights that maximizes R (for that sample) o Other weighting schemes  Accepting error to minimize error  Coming up with a weighted linear composite  Predicted Performance = b1 * x1 + b2 * x2 … bn *xn Interviews - Structured o Same questions asked of every candidate o Specified scoring schemes (systematic) o Situation vs. Behaviour Description  Situation: How would you behave in this situation?  Behaviour: Describe a time in the past when you behaved this way? - Unstructured o Questions vary from candidate to candidates o Less detailed scoring formats - What construct? o Job knowledge o Abilities (put knowledge together – cognitive) o Skills o Personality o Person-org fit (realistic job preview)  2 way info exchange (fit) - Interviewer Illusion o People think they are better at interviewing than they are o Count the “hi
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