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Midterm

Psychology 2660A/B Midterm: Week 3 Notes


Department
Psychology
Course Code
PSYCH 2660A/B
Professor
Natalie J Allen
Study Guide
Midterm

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JAN 23 LECTURE 3 CHAPTER 3 TUTORIAL 1
Review of Week 2
- Important that the measures are reliable and valid
- 1. How does the data look?- measures of central tendency (mean, median and mode) and measures of
variability (range, variance, standard deviation)
- 2. What might you do with your data? compare means? Calculate correlations?
Activity 1 Consider the researh desig for studyig the lai that ruettes have ore fu
Correlational- rate the entire sample to rate the degree to which someone was brunette correlated with their
expressed enjoyment of life (fun)
- prole: y ot aipulatig aythig, e are’t fidig out ho the oditios orrelate
- orrelatio does’t eessarily ea ausatio
Some Research M terms
- Meta analysis-
- Mediators- intervening variable between two other variables (part of the causal change)
o I/O eg. A: Amount of $$, B: amount of perceived happiness, possible mediator: motivation
- Moderators- changes the nature (magnitude of direction) of the relationship between A and C
(background variable/ variable about the sample)
o Generalizability
o I/O Eg. kind of organizational setting
JAN 23 LECTURE 3 CHAPTER 3 TUTORIAL 1
Job Analysis: A method for describing jobs and or the personal attributes/ characteristics necessary to perform them
- High level picture of what the job involves
Purposes of Job Analysis
Job Evaluation
Job Description
Job Specification
- Compensation
- Criterion Development
- Performance Appraisal
- Job design/ redesign
- Training
- Selection
- Placement
Criterion Development
What is criterion: set of criteria of an evaluative standard
Uses of Criteria
1. Evaluate employee performance
2. Evaluation training programs
Whether it actually had an effect
Could use employee performance as a pre- measure
3. Layoff/ promotion decisions
4. Validate selection strategies
Performance Appraisal
the formal procedures that an organization uses to assess job performance of employees
Why do we appraise employees: Job performance data has many organizational uses
o administrative decisions: negative actions (demotion/firing) and positive actions (promotions/ raises)
o employee development and feedback (what is expected of them and how well they are meeting this)
o research (eg. comparing job performance before and after new training program)
find more resources at oneclass.com
find more resources at oneclass.com
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