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Io - Psych Reviewer
Io - Psych Reviewer
#BABAWI
#PASADO DRILL #1 Master’s Degree Program (2 Kinds)
1. Part of a Ph.D.
2. Terminate at the master’s degree
CHAPTER I
INTRODUCTION TO I/O PSYCH A.) Terminal master’s degree programs
Continuation…. - do not have Ph.D., / master’s degree = highest
Factors = high employment rates. Flexible work B.) Schools w doctoral programs
schedules - offer master’s degrees/Ph.D.s
Potential changes, retirement age - more well-known faculty members
- better facilities/research funding
- best suited students (teach, do research, or
Employment of I/O Psychologist consult)
I/O work in one of the four settings
a. Colleges/universities – teach, conduct C.) Terminal programs
research/ administrations - best suited wanting an applied HR, (although
EX. (deans, provosts, vice many students go doctorates at other univ)
presidents) - have less stringent entrance requirements/
b. Consulting Firms – organizations
productive, select high quality diverse D.) Master’s programs
workforce - Completion = 40 hours of graduate coursework
EX. (system, motivate employee, - 15 to 18 hours (full undergraduate load)
treatment, employee selection, - 9 to 12 hours (full graduate load)
diversity, attitude survey) - require student pass a comprehensive oral and/or
Small = one person - written examination, usually taken final semester, cover
Large = hundreds material
c. Private sectors – single company - Common entrance requirements = 3.5 GPA/ 300 GRE
paid more
EX. (IBM, Microsoft, Fedex) Thesis - original research work, 2nd year graduate school
d. Public Sectors – local, state, federal
higher job stability Internship - situation student works in organization, for pay/
lower pay volunteer, receive practical work experience, 10 hours/week
Master’s – doctoral – level graduates Practicum - paid/unpaid position gives student practical
(employment areas) work experience
PhDs
(academic setting) E.) Doctoral Programs
Master’s Level - Ph.D. more difficult than master’s, five years to
(HR Generalists/ Data Analyst, trainers) complete
- The first two years = wide variety of courses in
psychology
- comprehensive exams = more extensive
2014, Bereau of Labor Statistics (Job opportunities for
I/O Psych, grow 53%, in 2012 – 2022) fastest
Dissertation - broader in scope, longer, requires
original/independent effort/ formal research paper
__________________________________________________
Educational Requirements and Types of Programs
Research in I/O Psychology
Graduate Record Exam (GRE)
(GPA) = 3.0, score = 300 Why Conduct Research?
- standardized admission test, required psychology a. Answering Questions and Making Decisions
- graduate school version of Scholastic Aptitude - extensive use of research and statistics
Test, or SAT - saves organizations money = (employment interview,
increased productivity, and fewer accidents)
- not save company more money = no job, Note: Hypothesis correct = Conduct study
Employment Interview - main method for selecting Result equals Hypothesis = Study Theory
employees Applicants referred by a current employee will stay with the company
longer because they were given an accurate picture of the job and
Note: Without research, an organization still spending money on a the company by the person telling them about the job
method that lowers its profits rather than raises them. = (realistic job preview theory)
b. Research and Everyday Life The personalities of applicants using employee referrals are different
- critically listen, analyze results make more intelligent than the personalities of applicants using other methods to find jobs
decisions = (differential recruitment-source theory)
- support point underscores the importance of
understanding research Friends have similar personalities; thus, if one person has the type of
personality that makes her want to stay with her current job, her
c. Common Sense Is Often Wrong friend should also like the job in question
- answer to a question is “common sense” = (personality similarity theory)
not so common and Employees who know someone in a workplace are more quickly
is often wrong absorbed into the informal system, receive coaching, and have their
social needs met
15th century = world was flat/ person sailing toward = (socialization theory)
the horizon would fall off the Earth
exploratory study - practice not uncommon but generally
th
20 century = women employees could not frowned on by scientists, follow-up studies to confirm the
perform as well as men results
Predictions
theory that distracting events 3. Trade magazines - written by professional writers developed
reduce the ability to concentrate expertise, “in the biz,” seldom reporting the methods and
results of new research.
o The main audience = practitioners in the field o random assignment - subjects to experimental/
o present the research = easy-to-understand control
format if two are missing = quasi-experimental
o not cover all, bias
Examples: HR Magazine and Training
Independent Variable - intentionally manipulates, what
4. Magazines - entertain and inform, unscientific was manipulated
collection
o Good source = ideas Dependent Variable – changes occur result of
o Terrible source = scientific hypothesis = X manipulation, expected to
o written by professional writers, not have change
training in topic
o little expertise writing about Experimental Group - received the training
Control Group - did not receive the training
5. Internet - increasingly popular source information
Cause-and-effect relationships - result of well-controlled
o cannot be sure information accurately reflects
experiment confidently state IV caused the
in primary source
change in DV
o “little Albert” – role of classical conditioning
o “Kitty Genovese” - lack of bystander Manipulation – alteration of variable by an
intervention experimenter, result change in DV
- practical significance = depends on many factors, small (+) and (-) signs = direction of correlation
effect size result monetary savings for an organization
o average effect size for organizational values of one variable increase = 2nd variable increases
intervention is = .44
o results of study actual impact on human values of 1 variable increase, = 2nd variable decrease
behavior
Note: Job analysis = withstand legal scrutiny (process & results well
documented))
CHAPTER II Organizational Analysis
JOB ANALYSIS AND EVALUATION
Job analysis interview – employee does not know she is
Job analysis – called “Work Analysis” evaluated/ whom she reports
- gathering/ analyzing information o Obtaining information job (talking to person
- foundation all human resources activities performing it)
- process determining work activities/
requirements Writing a Good Job Description
- determine job relatedness
- basis every personnel decision Job Title - nature of job
- effective more detailed level - power/ status level
a. work - employee performs - competencies needed
b. conditions - under work is performed - aids employee selection &
c. worker characteristics - needed to perform recruitment
work - form of identity
- affect perceptions (status &
Job description - brief, two- to five-page summary tasks/ job worth)
Requirements (of value)
o written result of the job analysis Brief Summary - paragraph in length
o Industry – one page - briefly describe (nature &
purpose)
basis for HR activities (employee selection, - help-wanted ads, internal
evaluation, training, and work design) job postings, & company
brochures
Work Activities - lists the tasks and activities
Training - yield lists job activities, systematically - organized meaningful
create training programs categories
Tools & Equipment Used - lists all the tools and
equipment used
Personpower Planning Job Context - environment
Work Performance - relatively brief description
worker mobility - one important/ seldom employed use of - evaluated/expected
job analysis Compensation Info - Info on salary, position
Peter Principle - promoting employees until reach highest Exempt, compensable factors
level of “incompetence” actual salary (NOT)
Performance Appraisal – evaluation employee performance Job Compensation - KSAOs
- often evaluated (forms, “dependability,” “knowledge,”
& “initiative”) Job specifications - relatively dated term, KSAOs
Competency - what types of KSAOs needed to perform
common term used
Job Classification - similarities in requirements/duties
o (pay levels, transfers, & promotions) 2 Subsections
a. KSAOs = time of hiring (employee selection)
Job Evaluation - worth of a job b. KSAOs = after hiring (training)
Job Design - optimal way job should perform K (Knowledge) - body of info needed to task
S (Skills) - proficiency performs learned
task
A (Abilities) - basic capacity wide range incumbent’s coworkers
O (Other Characteristics) - (interests, willingness, Gender – differences in ways men & women
personalities,, training) viewed jobs
Education Level – high school diploma (less involved in court
activities)
Personality – personality traits rated by incumbent