Related Research Articles
Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
Psychological statistics is application of formulas, theorems, numbers and laws to psychology. Statistical methods for psychology include development and application statistical theory and methods for modeling psychological data. These methods include psychometrics, factor analysis, experimental designs, and Bayesian statistics. The article also discusses journals in the same field.
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.
Psychological testing refers to the administration of psychological tests. Psychological tests are administered or scored by trained evaluators. A person's responses are evaluated according to carefully prescribed guidelines. Scores are thought to reflect individual or group differences in the construct the test purports to measure. The science behind psychological testing is psychometrics.
A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to "PA", is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
Validity is the main extent to which a concept, conclusion, or measurement is well-founded and likely corresponds accurately to the real world. The word "valid" is derived from the Latin validus, meaning strong. The validity of a measurement tool is the degree to which the tool measures what it claims to measure. Validity is based on the strength of a collection of different types of evidence described in greater detail below.
Quantitative marketing research is the application of quantitative research techniques to the field of marketing research. It has roots in both the positivist view of the world, and the modern marketing viewpoint that marketing is an interactive process in which both the buyer and seller reach a satisfying agreement on the "four Ps" of marketing: Product, Price, Place (location) and Promotion.
The Rorschach test is a projective psychological test in which subjects' perceptions of inkblots are recorded and then analyzed using psychological interpretation, complex algorithms, or both. Some psychologists use this test to examine a person's personality characteristics and emotional functioning. It has been employed to detect underlying thought disorder, especially in cases where patients are reluctant to describe their thinking processes openly. The test is named after its creator, Swiss psychologist Hermann Rorschach. The Rorschach can be thought of as a psychometric examination of pareidolia, the active pattern of perceiving objects, shapes, or scenery as meaningful things to the observer's experience, the most common being faces or other pattern of forms that are not present at the time of the observation. In the 1960s, the Rorschach was the most widely used projective test.
Experimental psychology refers to work done by those who apply experimental methods to psychological study and the underlying processes. Experimental psychologists employ human participants and animal subjects to study a great many topics, including sensation, perception, memory, cognition, learning, motivation, emotion; developmental processes, social psychology, and the neural substrates of all of these.
Educational assessment or educational evaluation is the systematic process of documenting and using empirical data on the knowledge, skill, attitudes, aptitude and beliefs to refine programs and improve student learning. Assessment data can be obtained from directly examining student work to assess the achievement of learning outcomes or can be based on data from which one can make inferences about learning. Assessment is often used interchangeably with test, but not limited to tests. Assessment can focus on the individual learner, the learning community, a course, an academic program, the institution, or the educational system as a whole. The word "assessment" came into use in an educational context after the Second World War.
Construct validity concerns how well a set of indicators represent or reflect a concept that is not directly measurable. Construct validation is the accumulation of evidence to support the interpretation of what a measure reflects. Modern validity theory defines construct validity as the overarching concern of validity research, subsuming all other types of validity evidence such as content validity and criterion validity.
In psychology, a projective test is a personality test designed to let a person respond to ambiguous stimuli, presumably revealing hidden emotions and internal conflicts projected by the person into the test. This is sometimes contrasted with a so-called "objective test" / "self-report test", which adopt a "structured" approach as responses are analyzed according to a presumed universal standard, and are limited to the content of the test. The responses to projective tests are content analyzed for meaning rather than being based on presuppositions about meaning, as is the case with objective tests. Projective tests have their origins in psychoanalysis, which argues that humans have conscious and unconscious attitudes and motivations that are beyond or hidden from conscious awareness.
Internal validity is the extent to which a piece of evidence supports a claim about cause and effect, within the context of a particular study. It is one of the most important properties of scientific studies and is an important concept in reasoning about evidence more generally. Internal validity is determined by how well a study can rule out alternative explanations for its findings. It contrasts with external validity, the extent to which results can justify conclusions about other contexts. Both internal and external validity can be described using qualitative or quantitative forms of causal notation.
In psychometrics, content validity refers to the extent to which a measure represents all facets of a given construct. For example, a depression scale may lack content validity if it only assesses the affective dimension of depression but fails to take into account the behavioral dimension. An element of subjectivity exists in relation to determining content validity, which requires a degree of agreement about what a particular personality trait such as extraversion represents. A disagreement about a personality trait will prevent the gain of a high content validity.
A self-report inventory is a type of psychological test in which a person fills out a survey or questionnaire with or without the help of an investigator. Self-report inventories often ask direct questions about personal interests, values, symptoms, behaviors, and traits or personality types. Inventories are different from tests in that there is no objectively correct answer; responses are based on opinions and subjective perceptions. Most self-report inventories are brief and can be taken or administered within five to 15 minutes, although some, such as the Minnesota Multiphasic Personality Inventory (MMPI), can take several hours to fully complete. They are popular because they can be inexpensive to give and to score, and their scores can often show good reliability.
Convergent validity in the behavioral sciences refers to the degree to which two measures that theoretically should be related, are in fact related. Convergent validity, along with discriminant validity, is a subtype of construct validity. Convergent validity can be established if two similar constructs correspond with one another, while discriminant validity applies to two dissimilar constructs that are easily differentiated.
Validity or Valid may refer to:
Test validity is the extent to which a test accurately measures what it is supposed to measure. In the fields of psychological testing and educational testing, "validity refers to the degree to which evidence and theory support the interpretations of test scores entailed by proposed uses of tests". Although classical models divided the concept into various "validities", the currently dominant view is that validity is a single unitary construct.
Dynamic decision-making (DDM) is interdependent decision-making that takes place in an environment that changes over time either due to the previous actions of the decision maker or due to events that are outside of the control of the decision maker. In this sense, dynamic decisions, unlike simple and conventional one-time decisions, are typically more complex and occur in real-time and involve observing the extent to which people are able to use their experience to control a particular complex system, including the types of experience that lead to better decisions over time.
In statistics, model validation is the task of evaluating whether a chosen statistical model is appropriate or not. Oftentimes in statistical inference, inferences from models that appear to fit their data may be flukes, resulting in a misunderstanding by researchers of the actual relevance of their model. To combat this, model validation is used to test whether a statistical model can hold up to permutations in the data. This topic is not to be confused with the closely related task of model selection, the process of discriminating between multiple candidate models: model validation does not concern so much the conceptual design of models as it tests only the consistency between a chosen model and its stated outputs.
References
- ↑ Holden, Ronald B. (2010). "Face validity". In Weiner, Irving B.; Craighead, W. Edward (eds.). The Corsini Encyclopedia of Psychology (4th ed.). Hoboken, New Jersey: Wiley. pp. 637–638. ISBN 978-0-470-17024-3.
- ↑ Gravetter, Frederick J.; Forzano, Lori-Ann B. (2012). Research Methods for the Behavioral Sciences (4th ed.). Belmont, Calif.: Wadsworth. p. 78. ISBN 978-1-111-34225-8.
- ↑ University of Salford: School of Community, Health Sciences and Social Care Archived 2007-06-25 at the Wayback Machine
- ↑ Anastasi, A. (1988). Psychological testing. New York: Macmillan, p. 144
- ↑ Banks, J. (2005). Discrete-Event System Simulation. Upper Saddle River, New Jersey: Prentice Hall
- Schultz & Schultz, Duane (2010). Psychology and work today. New York: Prentice Hall. pp. 84. ISBN 0-205-68358-4.