Flashcards in PSYC4022 Testing and Assessment Week Seven Organisational Psychology Deck (34):
Is the Science of people at work. Organisational Psychologists analyse organisations and their people, and devise strategies to recruit, motivate, develop, change and inspire.
Total Remuneration Package
It is possible to assume that some tests are valid across all situations
Bandwidth Fidelity Dilemma
When you're targeting narrow behaviours, focus on specific features. When you're targeting broad behaviours, focus on broad features
What are 4 aims of the study of Organisational Psychology?
1. Appreciate different types of assessment in Organisational Settings.
2. Examine the Use of cognitive ability and personality assessment for selection purposes
3. Consider a range of issues
4. Develop an awareness around delivery and reception of feedback to recipients.
What are 7 of the issues to consider in the aims of this unit on organisational psychology
1. validity generalisation
2. adverse impact
3. moderators of predictive validity
6. online testing
7. the bandwidth fidelity dilemma
Organisational Psychologists have specialised training in 7 areas. What are they?
1. Performance Management
2. User Experience/ Environmental/ Safety
3. Selection and Assessment
4. Well-being/ Rehabilitation/ Stress
5. Remuneration and Compensation
6. Learning and Training
7. Culture and Employee Relations
8. Organisational Development and Change
9. Consumer Behaviour/ Marketing/ Business Development
10. Career Development
For what 7 things is selection used within the Organisational setting?
1. Solitary Positions
2. Emotionally charged roles
3. Empathy Roles
6. Shift work preparedness
7. Safety critical
True or False: Organsational Psychologists use Psychological tests to provide evaluations of prospective employees
What does turnover cost in relation to TRP?
1.5 to 2 times as much
How much does selection cost in relation to TRP?
10 to 35%
How much did the use of testing in selection save Australian Business per year?
What are some of the advantages in using test in selection?
1. Helps deal with Large numbers of applicants
2. Can improve applicant's perception of the organisation
3. Minimises subjectivity
4. Improves fairness
5. Tests have Predictive validity
* Reduces costs of poor selection
* Improves accuracy of selection decision
* Minimises risk of making wrong decision
What are some of the disadvantages of using Assessment in Selection?
1. Can be culturally, racially and age biased
2. Ignores adaptive and compensatory behaviours
3. Labels candidates
4. Demeaning for those who have already proved themselves through achievement
5. Can be faked, particularly self-report measures
6. Questionable psychometric properties of some measures
7. Potential for misuse, poor interpretation
9. Legal Action (Legally defendable)
What are 5 features of group tests?
1. Time and Cost Effective
2. Objectively scored
3. Multiple Choice
4. Generally Used for Screening
5. May result in Measurement Error
What are some advantages of Cognitive Ability Tests?
1. Provides a measure of maximal performance.
2. Is not easily faked
3. Provides a common standard upon which to compare workers
What are some disadvantages of Cognitive Ability Tests?
1. Insensitive Feedback
2. Nonconventional responses can be penalised.
3. Cultural bias can lead to adverse impact
The predictive validity of cognitive ability tests is ____________ by the complexity of the work?
Cognitive Ability predicts performance better or worse in complex environments?
Adverse Impact occurs when...
members of one subgroup are selected
disproportionately more or less often than the members of another subgroup
Barrick & Mount‟s (1991) meta-analysis showed that ___________was a significant predictor across most jobs (.31)
What % of employers use personality testing?
There are over______ personality tests on the market
Name 6 Personality Tests used commonly in Organisational Settings
2. Myers-Briggs Type Inventory
5. Eysenck Personality Questionnaire - R
Name 7 attributes of a typical psychotic on Eysenck's Personality Questionnaire (EPQ-R)
1. Solitary, does not care for people.
2. Often troublesome, may be cruel and inhumane
3. Lacks empathy, insensitive
4. Likes to make fools of other people and upset them.
5. Empathy, feelings of guilt, and sensitivity to others are notions that are strange and unfamiliar to them.
6. Sociability is an alien concept
7. Hostile and Aggressive, even to relatives and loved ones.
Name 7 attributes of a typical extravert on Eysenck's Personality Questionnaire (EPQ-R)
1. Sociable; likes parties; has many friends; likes to talk to people.
2. Craves excitement; takes chances; generally impulsive
3. Altogether, feelings are not kept under tight control and not always a reliable person
4. Fond of practical jokes, always has a ready answer, likes changes
5. Tends to be aggressive and lose temper quickly.
6. Easygoing, optimistic, likes to laugh
7. Does not like reading or studying by him/ herself.
Name 4 attributes of a typical introvert on Eysenck's Personality Questionnaire (EPQ-R)
1. Quiet, introspective, fond of books rather than people, reserved and distant, except to close friends.
2. Tends to plan ahead, does not like excitement, takes everyday life with proper seriousness, likes a well-ordered mode of life.
3. Keeps feelings under control, seldom behaves in an aggressive manner and does not lose temper easily
4. Reliable, somewhat pessimistic, places great value on ethical standards
Name 7 attributes of a typical neurotic on Eysenck's Personality Questionnaire (EPQ-R)
1. Moody and frequently depressed
2. Overtly emotional, reacting strongly to stimuli
3. Sleeps badly and suffers from psychosomatic disorders
4. Those with high-N tend to have a constant preoccupation with things that might go wrong
5. Sometimes reacts in irrational, rigid ways.
How did Doctor's score on the Big 5?
Openness - 76
Conscient - 74
Agreeableness - 72.3
Extraversion - 66.3
Neuroticism - 25.3
The Hogan Personality Inventory (HPI) includes 7 sub-scales. What are they?
4. Interpersonal Sensitivity
7. Learning Approach
Describe the "Moving Away" sub-scales of the Hogan Development Survey (HDS)
Describe the "Moving Against" sub-scales of the Hogan Development Survey (HDS)
Describe the "Moving Towards" sub-scales of the Hogan Development Survey (HDS)