PSYC 3500 > CHAPTER 3 > Flashcards

CHAPTER 3 Flashcards

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1
Q

individual differences

A

Dissimilarities between
or among two or
more people.

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2
Q

mental test

A

Instrument
designed to measure a
subject’s ability to reason,
plan, and solve problems;
an intelligence test.

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3
Q

differential psychology

A

Scientific study of differences between or among
two or more people.

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4
Q

intelligence

A

The ability
to learn and adapt to an
environment; often used
to refer to general intellectual capacity, as opposed
to cognitive ability or
mental ability, which often
refer to more specific
abilities such as memory
or reasoning.

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5
Q

mental ability

A

Capacity
to reason, plan, and solve
problems; cognitive ability.

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6
Q

metric

A

Standard of measurement; a scale.

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7
Q

psychometrics

A

Practice
of measuring a characteristic such as mental
ability, placing it on a scale
or metric.

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8
Q

intelligence test

A

Instrument designed to measure
the ability to reason, learn,
and solve problems.

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9
Q

psychometrician

A

Psychologist trained in measuring
characteristics such as
mental ability.

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10
Q

cognitive ability

A

Capacity
to reason, plan, and solve
problems; mental ability.

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11
Q

“g”

A

Abbreviation for general mental ability.

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12
Q

general mental ability

A

The
nonspecific capacity to
reason, learn, and solve
problems in any of a
wide variety of ways and
circumstances.

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13
Q

g-ocentric model

A

Tendency to understand
and predict the behavior
of workers simply by
examining “g.”

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14
Q

physical abilities

A

Bodily
powers such as muscular strength, flexibility,
and stamina.

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15
Q

personality

A

An individual’s behavioral and
emotional characteristics,
generally found to be
stable over time and in a
variety of circumstances;
an individual’s habitual
way of responding.

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16
Q

interests

A

Preferences or
likings for broad ranges of
activities.

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17
Q

knowledge

A

A collection
of specific and interrelated facts and information about a particular
topical area.

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18
Q

emotion

A

An effect or
feeling, often experienced
and displayed in reaction
to an event or thought
and accompanied by physiological changes in various systems of the body.

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19
Q

taxonomy

A

An orderly,
scientific system of classification.

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20
Q

perceptual-motor abilities

A

Physical attributes that
combine the senses (e.g.,
seeing, hearing, smell)
and motion (e.g., coordination, dexterity).

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21
Q

affect

A

The conscious, subjective aspect of emotion.

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22
Q

IQ

A

Abbreviation for intelligence quotient.

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23
Q

intelligence quotient

A

Measure of intelligence
obtained by giving a
subject a standardized IQ
test. The score is obtained
by multiplying by 100
the ratio of the subject’s
mental age to chrono
logical age.

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24
Q

meta-analysis

A

Statistical
method for combining
and analyzing the results
from many studies to
draw a general conclusion
about relationships among
variables.

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25
stamina
Physical ability to supply muscles with oxygenated blood through the cardiovascular system; also known as cardiovascu lar endurance.
26
sensory abilities
Physical functions of vision, hearing, touch, taste, smell, and kinesthetic feedback (e.g., noticing changes in body position).
27
Americans with Disabilities Act
Federal legislation enacted in 1990 requiring employers to give applicants and employees with disabilities the same consideration as other applicants and employees and to make certain adaptations in the work environment to accommodate disabilities.
28
psychomotor abilities
Physical functions of movement, associated with coordination, dexterity, and reaction time; also called motor or sensorimotor abilities.
29
Big Five
A taxonomy of five personality factors; the Five-Factor Model (FFM).
30
Five-Factor Model (FFM)
A taxonomy of five personality factors, composed of conscientiousness, extra version, agreeableness, emotional stability, and openness to experience.
31
conscientiousness
Tendency to be responsible, organized, planful, and achievement oriented.
32
functional personality at work
The way that an individual behaves, handles emotions, and accomplishes tasks in a work setting; a combination of Big Five factors.
33
agreeableness
Likable, easy to get along with, friendly.
34
emotional stability
Displaying little emotion; showing the same emotional response in various situations
35
integrity
Quality of being honest, reliable, and ethical.
36
achievement
A facet of conscientiousness consisting of hard work, persistence, and the desire to do good work.
37
dependability
A facet of conscientiousness consisting of being disciplined, well organized, respectful of laws and regulations, honest, trustworthy, and accepting of authority.
38
skills
Practiced acts, such as shooting a basket ball, using a computer keyboard, or persuading someone to buy something.
39
people skills
A nontechnical term that includes negotiating skills, communication skills, and conflict resolution skills.
40
Occupational Information Network (O*NET)
Collection of electronic databases, based on well developed taxonomies, that has updated and replaced the Dictionary of Occupational Titles (DOT).
41
tacit knowledge
Action oriented, goal-directed knowledge, acquired without direct help from others; colloquially called street smarts.
42
procedural knowledge
Familiarity with a procedure or process; knowing “how.”
43
declarative knowledge
Understanding what is required to perform a task; knowing information about a job or job task.
44
competencies
Sets of behaviors, usually learned by experience, that are instrumental in the accomplishment of desired organizational results or outcomes.
45
job analysis
Process that determines the important tasks of a job and the human attributes necessary to successfully perform those tasks.
46
emotional intelligence (EI)
A proposed kind of intelligence focused on people’s awareness of their own and others’ emotions
47
mental test
Instrument designed to measure a subject’s ability to reason, plan, and solve problems; an intelligence test.
48
test
An objective and standardized procedure for measuring a psychological construct using a sample of behavior.
49
norming
Comparing a test score to other relevant test scores.
50
norm group
Group whose test scores are used to compare and understand an individual’s test score.
51
test battery
Collection of tests that usually assess a variety of different attributes.
52
Mental Measurements Yearbook
Widely used source that includes an extensive listing of tests as well as reviews of those tests.
53
speed test
A test with rigid and demanding time limits; most test takers will be unable to finish the test in the allotted time.
54
power test
A test with no rigid time limits; enough time is given for a majority of the test takers to complete all of the test items.
55
group test
A test that can be administered to large groups of individuals; often valuable in reducing the costs (both in time and money) of testing many applicants.
56
individual test
A test given only on an individual basis.
57
paper-and-pencil test
One of the most common forms of industrial testing that requires no manipulation of any objects other than the instrument used to respond.
58
performance test
A test that requires the individual to make a response by manipulating a particular physical object or piece of equipment.
59
bias
Technical and statistical term that deals exclusively with a situation where a given test results in errors of prediction for a subgroup.
60
fairness
Value judgment about actions or decisions based on test scores.
61
culture
A system in which individuals share meanings and common ways of viewing events and objects.
62
cognitive ability test
A test that allows individuals to demonstrate what they know, perceive, remember, understand, or can work with mentally; includes problem identification, problem-solving tasks, perceptual skills, the development or evaluation of ideas, and remembering what one has learned through general experience or specific training.
63
cognitive test battery
Collection of tests that assess a variety of cognitive aptitudes or abilities; often called multiple-aptitude test batteries
64
knowledge test
A test that assesses the extent to which individuals under stand course or training materials; also administered for licensing and certification purposes.
65
psychomotor abilities
Physical functions of movement, associated with coordination, dexterity, and reaction time; also called motor or sensorimotor abilities.
66
screen-out test
A test used to eliminate candidates who are clearly unsuitable for employment; tests of psychopathology are examples of screen out tests in the employment setting.
67
screen-in test
A test used to add information about the positive attributes of a candidate that might predict outstanding performance; tests of normal personality are examples of screen-in tests in the employment setting.
68
self-presentation
A person’s public face or “game face.”
69
overt integrity test
A test asks questions directly about past honesty behavior (stealing, etc.) as well as attitudes toward various behaviors such as employee theft.
70
personality-based integrity test
A test that infers honesty and integrity from questions dealing with broad constructs such as conscientiousness, reliability, and social responsibility and awareness.
71
emotional intelligence (EI)
A proposed kind of intelligence focused on people’s awareness of their own and others’ emotions.
72
emotional intelligence quotient (EQ)
Parallels the notion of intelligence quotient (IQ); a score on a test of emotional intelligence.
73
individual assessment
Situation in which only one candidate (or a very few) is assessed on many different attributes.
74
structured interview
Assessment procedure that consists of very specific questions asked of each candidate; includes tightly crafted scoring schemes with detailed outlines for the interviewer with respect to assigning ratings or scores based on interview performance.
75
situational interview
An assessment procedure in which the interviewee is asked to describe in specific and behavioral detail how he or she would respond to a hypothetical situation.
76
unstructured interview
An interview format that includes questions that may vary by candidate and that allows the candidate to answer in any form he or she prefers.
77
assessment center
Collection of procedures for evaluation that is administered to groups of individuals; assessments are typically performed by multiple assessors.
78
work sample test
Assessment procedure that measures job skills by taking samples of behavior under realistic job-like conditions.
79
situational judgment test
Commonly a paper and-pencil test that presents the candidate with a written scenario and asks the candidate to choose the best response from a series of alternatives.
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