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Psychometrics is a field of study within psychology concerned with the theory and technique of measurement. Psychometrics generally covers specialized fields within psychology and education devoted to testing, measurement, assessment, and related activities. Psychometrics is concerned with the objective measurement of latent constructs that cannot be directly observed. Examples of latent constructs include intelligence, introversion, mental disorders, and educational achievement. The levels of individuals on nonobservable latent variables are inferred through mathematical modeling based on what is observed from individuals' responses to items on tests and scales.
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective, and behavioral components. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job. or cognitions about the job.
The g factor is a construct developed in psychometric investigations of cognitive abilities and human intelligence. It is a variable that summarizes positive correlations among different cognitive tasks, reflecting the fact that an individual's performance on one type of cognitive task tends to be comparable to that person's performance on other kinds of cognitive tasks. The g factor typically accounts for 40 to 50 percent of the between-individual performance differences on a given cognitive test, and composite scores based on many tests are frequently regarded as estimates of individuals' standing on the g factor. The terms IQ, general intelligence, general cognitive ability, general mental ability, and simply intelligence are often used interchangeably to refer to this common core shared by cognitive tests. However, the g factor itself is a mathematical construct indicating the level of observed correlation between cognitive tasks. The measured value of this construct depends on the cognitive tasks that are used, and little is known about the underlying causes of the observed correlations.
Conscientiousness is the personality trait of being responsible, careful or diligent. Conscientiousness implies a desire to do a task well, and to take obligations to others seriously. Conscientious people tend to be efficient and organized as opposed to easy-going and disorderly. They tend to show self-discipline, act dutifully, and aim for achievement; they display planned rather than spontaneous behavior; and they are generally dependable. Conscientiousness manifests in characteristic behaviors such as being neat, systematic, careful, thorough, and deliberate.
Personnel selection is the methodical process used to hire individuals. Although the term can apply to all aspects of the process the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization. Its effect on the group is discerned when the selected accomplish their desired impact to the group, through achievement or tenure. The procedure of selection takes after strategy to gather data around a person so as to figure out whether that individual ought to be utilized. The strategies used must be in compliance with the various laws in respect to work force selection.
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most common methods of employee selection. Interviews vary in the extent to which the questions are structured, from an unstructured and informal conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies.
The g Factor: The Science of Mental Ability is a 1998 book by psychologist Arthur Jensen about the general factor of human mental ability, or g.
Transfer of training is applying knowledge and skills acquired during training to a targeted job or role. This is a term commonly used within industrial and organizational psychology.
DISC assessments are behavioral self-assessment tools based on psychologist William Moulton Marston's DISC emotional and behavioral theory, first published in 1928. These assessments aim to improve job performance by categorizing individuals into four personality traits: dominance, inducement, submission, and compliance.
Behaviorally anchored rating scales (BARS) are scales used to rate performance. BARS are normally presented vertically with scale points ranging from five to nine. It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance.
Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss and Russell Cropanzano to explain how emotions and moods influence job performance and job satisfaction. The model explains the linkages between employees' internal influences and their reactions to incidents that occur in their work environment that affect their performance, organizational commitment, and job satisfaction. The theory proposes that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. The theory proposes that positive-inducing as well as negative-inducing emotional incidents at work are distinguishable and have a significant psychological impact upon workers' job satisfaction. This results in lasting internal and external affective reactions exhibited through job performance, job satisfaction, and organizational commitment.
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.
A situational judgement test (SJT), also known as a situational stress test (SStT) or situational stress inventory (SSI), is a type of psychological test that presents the test-taker with realistic, hypothetical scenarios. The test-taker is asked to identify the most appropriate response or to rank the responses in order of effectiveness. SJTs can be administered through various modalities, such as booklets, films, or audio recordings. These tests represent a distinct psychometric approach compared to the traditional knowledge-based multiple-choice items and are frequently utilized in industrial-organizational psychology applications, such as personnel selection.
The distinction between typical and maximum performance is one way to classify job performance in industrial/organizational psychology. Typical performance is how an employee performs on a regular basis, while maximum performance is how one performs when exerting as much effort as possible.
In recruitment, the multiple mini-interview (MMI) is an interview format that uses many short independent assessments, typically in a timed circuit, to obtain an aggregate score of each candidate's soft skills. In 2001, the McMaster University Medical School began developing the MMI system, to address two widely recognized problems. First, it has been shown that traditional interview formats or simulations of educational situations do not accurately predict performance in medical school. Secondly, when a licensing or regulatory body reviews the performance of a physician subsequent to patient complaints, the most frequent issues of concern are those of the non-cognitive skills, such as interpersonal skills, professionalism and ethical/moral judgment. Since its formal introduction at McMaster University Medical School in 2004, it has been adopted by medical, dental, pharmacy, and veterinary schools around the world.
Situational strength is defined as cues provided by environmental forces regarding the desirability of potential behaviors. Situational strength is said to result in psychological pressure on the individual to engage in and/or refrain from particular behaviors. A consequence of this psychological pressure to act in a certain way is the likelihood that despite an individual's personality, they will act in a certain manner. As such, when strong situations exist, the relationship between personality variables and behaviors is reduced, because no matter what the personality of the individual is, they will act in a way dictated by the situation. When weak situations exist, there is less structure and more ambiguity with respect to what behaviors to perform.
Personnel psychology is a subfield of industrial and organizational (I-O) psychology. Personnel psychology is the area of I-O psychology that primarily deals with the recruitment, selection and evaluation of personnel, and with other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace. It is the field of study that concentrates on the selection and evaluation of employees; this area of psychology deals with job analysis and defines and measures job performance, performance appraisal, employment testing, employment interviews, personnel selection and employee training, and human factors and ergonomics.
Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA). These instruments allow the assessor to develop valid measures of intelligence, personality tests, and a range of other factors as means to determine selection and promotion decisions. Personality and cognitive ability are good predictors of performance. Emotional Intelligence helps individuals navigate through challenging organizational and interpersonal encounters. Since individual differences have a long history in explaining human behavior and the different ways in which individuals respond to similar events and circumstances, these factors allow the organization to determine if an applicant has the competence to effectively and successfully do the work that the job requires. These assessments are administered throughout organizations in different forms, but they share one common goal in the selection process, and that is the right candidate for the job.
Person–environment fit is the degree to which individual and environmental characteristics match. Person characteristics may include an individual's biological or psychological needs, values, goals, abilities, or personality, while environmental characteristics could include intrinsic and extrinsic rewards, demands of a job or role, cultural values, or characteristics of other individuals and collectives in the person's social environment. Due to its important implications in the workplace, person–environment fit has maintained a prominent position in Industrial and organizational psychology and related fields.
Intelligence and personality have traditionally been studied as separate entities in psychology, but more recent work has increasingly challenged this view. An increasing number of studies have recently explored the relationship between intelligence and personality, in particular the Big Five personality traits.
References
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Biodata is the short form for biographical data, and in a biodata, the focus is on personal particulars like date of birth, religion, gender, race, nationality, passport details, permanent and temporary residence, marital status, hobbies, height, weight, and a photograph. The term biodata is mostly used in South Asian countries like India and Pakistan instead of CV when applying for government jobs or for research grants.
- ↑ Wood & Payne, (1998). Competency based recruitment and selection. Chapter 5 "Application form design and sifting". New York: John Wiley & Sons
- ↑ Lautenschlager, G. J.; Shaffer, G. S. (2001). "Reexamining the component stability of Owen's biographical questionnaire". Journal of Applied Psychology. 72 (1): 1498152. doi:10.1037/0021-9010.72.1.149.
- ↑ Mael, F. A. (1991). "A conceptual rationale for the domain and attributes of biodata items". Personnel Psychology. 44 (4): 763–927. doi:10.1111/j.1744-6570.1991.tb00698.x.
- ↑ Mumford, M. D.; Costanza, D.P.; Connelly, M.S.; Johnson, J.F. (1996). "Item generation procedures and background data scales: Implications for construct and criterion-related validity". Personnel Psychology. 49 (2): 360–398. doi:10.1111/j.1744-6570.1996.tb01804.x.
- ↑ Stricker, L. J.; Rock, D. A. (1998). "Assessing leadership potential with a biographical measure of personality traits". International Journal of Selection and Assessment. 6 (3): 164–184. doi:10.1111/1468-2389.00087.
- ↑ Reilly, R. R.; Chao, G. T. (1982). "Validity and fairness of some alternative employee selection procedures". Personnel Psychology. 35: 1–62. doi:10.1111/j.1744-6570.1982.tb02184.x.
- ↑ Schmidt, F.L.; Hunter, J.E. (1998). "The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings" (PDF). Psychological Bulletin. 124 (2): 262–274. CiteSeerX 10.1.1.172.1733 . doi:10.1037/0033-2909.124.2.262. S2CID 16429503.
- ↑ Harris, M. M.; Schaubroeck, J. (1988). "A Meta-Analysis Of Self-Supervisor, Self-Peer, and Peer-Supervisor Ratings". Personnel Psychology. 41: 43–62. doi:10.1111/j.1744-6570.1988.tb00631.x.
- ↑ Kuschnereit, F. and Spinner, B. (June 1997). "Improving The Accuracy of Biodata Questionnaires". Paper presented at the 58th Annual Convention of the Canadian Psychological Association, Toronto.