Week 12

Question 1

What is organisational psychology?

Answer 1

“[…] an area of scientific study and professional practice that addresses psychological concepts and principles in the world of work”
Muchinsky, 2003.

• Also known as Industrial & Organisational (I/O) Psych
  – Occupational Psych
  – Vocational Psych

Question 2

What are the aims of I/O Psych?

Answer 2

1. To increase productivity
2. To improve organisational functioning

Question 3

What are some common approaches used in I/O Psych?

Answer 3

1. Resumes
2. Interviews
3. Abilities
4. Personality Tests

Question 4

What is the purpose of a resume in I/O Psych?

Answer 4

Routine first step in job selection
A document that provides basic factual information related to work experience, education, skills and achievements

Question 5

What are the strengths of a resume?

Answer 5

Wide applicability
Cost Efficient to Obtain and Process
Minimal training required to evaluate

Question 6

What are the limitations of a resume?

Answer 6

Unstandardised format
Irrelevant information can distract
Writing style may influence perceptions

Question 7

What is the purpose of an interview in I/O Psych?

Answer 7

Most popular and most criticised employment selection method
Used to meet 3 Objectives
1. Provide info about applicant’s suitability for a job and organisation
2. Provide info about the job and organisation to the applicant
3. Promote positive attitude towards the organisation

Question 8

What are the 2 types of interview formats in I/O Psych?

Answer 8

Structured & Unstructured

Question 9

What is a structured interview in I/O Psych?

Answer 9

Structured
- Content, format and evaluation are specified in advance
– Generally more reliable and valid due to purpose and planning

Question 10

What is an unstructured interview in I/O Psych?

Answer 10

Unstructured
- Content, Format and evaluation are not specified in advance
– Can lead to hasty evaluation of applicant

Question 11

What are some problems with interviews in I/O Psych?

Answer 11

Impression Management
Emphasis on negative evidence
Prone to bias & halo effects

Question 12

What are ability tests?

Answer 12

Intelligence, Achievement and Aptitude tests
- Either individually or group administered

Question 13

What are some advantages to ability tests?

Answer 13

Meta-analyses suggest high predictive validity
Reasonably cost efficient to administer
Applicable across all jobs

Question 14

What are some disadvantages to ability tests?

Answer 14

Adverse impact and fairness
Can do vs will do

Question 15

What is the purpose of personality tests in I/O psych?

Answer 15

Used to determine fitness with job and organisation
- Tendency to perform appropriate work behaviour
- Tendency to experience stress and difficulty coping

Question 16

What are some advantages to personality tests in I/O Psych?

Answer 16

Intuitively appealing to managers
Reasonably cost efficient to administer

Question 17

What are some disadvantages to personality tests in I/O Psych?

Answer 17

Lying and socially desirable responses
Traits not equally valid for all jobs

Question 18

What are some other tests used in I/O Psych?

Answer 18

1. Work Sample Tests
2. Assessment Centres
3. Integrity Tests

Question 20

What is Base Rates

Answer 20

The specific percentage that a population/individual would possess a specific characteristic

E.g., .60 means 60% chance that an individual would possess the desired trait in the absence of testing

Question 21

What are the 2 sorts of hits (correct decisions)

Answer 21

Valid Positive Decision
Valid Negative Decision

Question 22

What is a valid positive decision

Answer 22

The result which predicted that the person DOES have the characteristic of interest (PASS) and it turns out this is the case

Question 23

What is a valid negative decision

Answer 23

The result which predicted that the person DOES NOT have the characteristic of interest (FAIL) and it turns out this is the case

Question 24

What are the 2 sorts of misses (incorrect decision)

Answer 24

False Positive Decision
False Negative Decision

Question 25

What is a false positive decision

Answer 25

The result which predicted that the person DOES have the characteristic of interest (PASS) but in fact they do not.

Question 26

What is a false negative decision

Answer 26

The result which predicted that the person DOES NOT have the characteristic of interest (FAIL) but in fact they do.

Question 27

What are the qualities of a good test (I/O Psych)

Answer 27

Good Detection Rate or Sensitivity (Detection of true positive rate) Good specificity (Detection of true negative rate) Maximises accuracy

Question 28

What are some advantages to using Decision Theory?

Answer 28

1. Provides a PRACTICAL measure of validity 2. Draws attention to the CONSEQUENCES of our errors in prediction 3. Draws attention to the SITUATIONAL CONTEXT in which the test is used

Question 29

Why is providing a practical measure an advantage for Decision Theory

Answer 29

It takes us closer to the way tests are used in practice.

Question 30

What do you need to use a Taylor Russel tables?

Answer 30

1. Definition of Success 2. Determination of Base Rate 3. Definition of Selection Ratio 4. Determination of Validity Coefficient

Question 31

Why is drawing attention to the consequences of our errors in prediction an advantage for decision theory?

Answer 31

Reminds us that the types of errors we make are not always of the same significance. (False Positive for the Cut-off mark of a suicide risk test vs false negative for the cut-off mark for a pilot aptitude test)

Question 32

Why is drawing attention to the situational context an advantage for decision theory?

Answer 32

Forces us to recognise that the validity coefficient is set by the conditions under which the test is used.

Question 33

What are some guidelines for ethical testing as stated by the Equal Employment Opportunity Commission (EEOC)

Answer 33

1. An Employer cannot discriminate on the basis of race, colour, gender, national origin or religion 2. Selection cannot result in an adverse impact 3. What an adverse impact is determined by the 4/5 Rule.

Question 34

What is the 4/5 rule of selection?

Answer 34

“A selection rate of any race, sex, or ethnic group which is less than four fifths (or 80%) of the rate for the group with the highest rate will generally be regarded by the federal enforcement agencies as evidence of adverse impact, while a greater than four-fifth will generally not be regarded by federal enforcement agencies as evidence of adverse impact.” The Ratio between the Selection Ratio of Minority % selected to Majority % Selection must equal at least 80% of above. E.g., (% of Minority Selected from their Group ) / (% of Majority Selected from their Group) >= 4/5 or 80%