Evaluate organizational assessment instruments

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Reference no: EM132049443

The focus for this week is on Industrial-Organizational Psychology and the use of assessments. As you will note from the introduction to this week's material, I/O psychology focuses on behavior in the workplace, and some specific areas include organizational systems, personnel and human resources.

Discussion 1

Learning Outcomes

This week students will:

Evaluate test results to determine the psychological capabilities of job applicants.
Justify test result interpretations using scholarly research.
Evaluate industrial and organizational assessment instruments.
Critique analyses along the dimensions of completeness, accuracy, and professional credibility.

Introduction

Industrial-organizational (I-O) psychology is a diverse and complex field, which focuses on behavior in the workplace. I-O psychologists apply psychological principles and research finding to areas such as employee professional development and training, human resources, assessment, sales and marketing, and organizational development. It is common for research in I-O psychology to be concerned with talent selection, improving workplace productivity, and testing products. I-O psychologists can be found in the business section as well as in research and academic positions. This week you will analyze computer generated personality testament results to make judgments about the implications of the results on hypothetical candidates' abilities to perform important job duties. The interactive assignment this week will allow you to compare to assessment measures commonly used in I-O psychology.

Some Additional Guidance.

This week, we move into another area of the field: Industrial Organizational Psychology. For those of you who are not familiar with I/O Psychology, the focus of this domain is application of psychology in the work setting. Areas of emphasis include how organizations operate as systems...human resources...personnel...and related concepts. What you will find in the I/O arena is that assessments play an important role in making decisions in these areas. For instance, you will find as you review the material that personality assessments and tests of cognitive ability, among others, have found prominent places in the field. The overview of the material this week refers to the Society for Industrial and Organizational Psychology (SIOP), and I highly recommend that you consult the website and, in particular, the three links to the sections on the types of tests, the role of individual psychological assessment, and employment testing:

SIOP--Types of Employment Tests
SIOP--Individual Psychological Assessment
SIOP--Employment Testing

In general, you will want to follow the same types of processes we have been discussing to this point, including determining why an assessment is needed, selecting the correct assessment for the identified purpose, and conducting yourself in an ethical manner so you can complete a valid and ethical assessment, obtain useful data, and then convey that data to the client (which, in this case, may be an organization or business). In this way, information from assessments can be used to help organizations determine if employees are a good fit for particular jobs or groups, and cognitive assessments can be used to determine if an individual has the aptitude or ability required for specific roles. As you look into the different tests that may be used, I think you will see how they fit.

Along with the links above, I am updating some resources into Doc Sharing that you may also find helpful. I have four other articles that I have identified, but I am having to wait for them to arrive from inter-library loan. I will let you know when they arrive and I have them uploaded.

Cucina, J. M. (2014). Early technology-enhanced assessments. The Industrial-Organizational Psychologist, 52(2), 100-107.
Cucina, J. M. (2015). Early pre-industrial-organizational psychology employment tests: part I. The Industrial-Organizational Psychologist, 52(3), 50-58.
Cucina, J. M. (2015). Early pre-industrial-organizational psychology employment tests: part II. The Industrial-Organizational Psychologist, 52(4), 58-67.
Gilberson, T., & Miklos, S. (2012). Cognitive ability testing in executive assessments. The Industrial-Organizational Psychologist, 50(2), 130-133.
Martinson, B. C., Thrush, C. R., & Crain, A. L. (2013). Development and validation of the survey of organizational research climate (SORC). Science and Engineering Ethics, 19(3), 813-834. doi:10.1007/s11948-012-9410-7.

Discussion 2

Learning Outcomes

This week students will:

Evaluate test results to determine the psychological capabilities of job applicants.
Justify test result interpretations using scholarly research.
Evaluate industrial and organizational assessment instruments.
Critique analyses along the dimensions of completeness, accuracy, and professional credibility.

Introduction
Industrial-organizational (I-O) psychology is a diverse and complex field, which focuses on behavior in the workplace. I-O psychologists apply psychological principles and research finding to areas such as employee professional development and training, human resources, assessment, sales and marketing, and organizational development. It is common for research in I-O psychology to be concerned with talent selection, improving workplace productivity, and testing products. I-O psychologists can be found in the business section as well as in research and academic positions. This week you will analyze computer generated personality testament results to make judgments about the implications of the results on hypothetical candidates' abilities to perform important job duties. The interactive assignment this week will allow you to compare to assessment measures commonly used in I-O psychology.

Some Additional Guidance

This week, we move into another area of the field: Industrial Organizational Psychology. For those of you who are not familiar with I/O Psychology, the focus of this domain is application of psychology in the work setting. Areas of emphasis include how organizations operate as systems...human resources...personnel...and related concepts. What you will find in the I/O arena is that assessments play an important role in making decisions in these areas. For instance, you will find as you review the material that personality assessments and tests of cognitive ability, among others, have found prominent places in the field. The overview of the material this week refers to the Society for Industrial and Organizational Psychology (SIOP), and I highly recommend that you consult the website and, in particular, the three links to the sections on the types of tests, the role of individual psychological assessment, and employment testing:

SIOP--Types of Employment Tests
SIOP--Individual Psychological Assessment
SIOP--Employment Testing

In general, you will want to follow the same types of processes we have been discussing to this point, including determining why an assessment is needed, selecting the correct assessment for the identified purpose, and conducting yourself in an ethical manner so you can complete a valid and ethical assessment, obtain useful data, and then convey that data to the client (which, in this case, may be an organization or business).

Cucina, J. M. (2014). Early technology-enhanced assessments. The Industrial-Organizational Psychologist, 52(2), 100-107.
Cucina, J. M. (2015). Early pre-industrial-organizational psychology employment tests: part I. The Industrial-Organizational Psychologist, 52(3), 50-58.
Cucina, J. M. (2015). Early pre-industrial-organizational psychology employment tests: part II. The Industrial-Organizational Psychologist, 52(4), 58-67.
Gilberson, T., & Miklos, S. (2012). Cognitive ability testing in executive assessments. The Industrial-Organizational Psychologist, 50(2), 130-133.
Martinson, B. C., Thrush, C. R., & Crain, A. L. (2013). Development and validation of the survey of organizational research climate (SORC). Science and Engineering Ethics, 19(3), 813-834. doi:10.1007/s11948-012-9410-7.

In addition to the text, locate a minimum of two appropriate scholarly and/or peer-reviewed sources to aid you in the analysis of the psychometric properties of the instruments based on published data.

Verified Expert

Employees affect an organization’s performance and profitability. Hiring or promoting people who are unsuitable costs time, money, and potential new business. Carefully developed and administered employment tests can provide organizations with a way to decide systematically and accurately which people have the ability to perform well on the job, will not turnover, won’t engage in counterproductive behaviors, or will be able to learn from training programs. This report provides comparison of two psychological tests conducted in an organizational scenario. This paper is written in Microsoft Word Document File.

Reference no: EM132049443

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Reviews

inf2049443

12/17/2018 1:17:36 AM

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len2049443

7/12/2018 1:31:15 AM

In your initial post, provide the names of the two tests you evaluated, and attach your completed PSY640 Checklist for Evaluating Tests document (Links to an external site.)Links to an external site.. You must maintain the original format of the document and include the textbook and two additional scholarly and/or peer-reviewed sources in the references section. Note from Professor Evaluate the analysis presented by your colleague, including an explanation of each of the following elements: the dimensions of completeness, accuracy, and professional credibility of the analysis. Use your research and the assigned readings to support your assertions.

len2049443

7/12/2018 1:31:09 AM

For this discussion, you will use the PSY640 Checklist for Evaluating Tests (Links to an external site.)Links to an external site. document to compare two assessment instruments used in industrial and organizational (I-O) psychology assessment. Based on the information in your text and assigned readings, select and evaluate two psychological tests used in industrial-organizational psychological assessment. You may not evaluate any of the tests you evaluated in the Week Four Applications in Personality Testing discussion. And now, let''s discuss the assignments for Week 5. As you will note, there is no Dropbox assignment for this week, just two discussion questions, and both relate to I/O Psychology. When you are not on the boards, make sure to work on your Week 6 final assignment and any revised work you plan on resubmitting.

len2049443

7/12/2018 1:31:00 AM

Overview Activity Due Date Format Grading Percent Controversies in Industrial and Organizational Assessment Day 3 (1st Post) Discussion 6 Evaluating Assessment Instruments Day 3 (1st Post) In this way, information from assessments can be used to help organizations determine if employees are a good fit for particular jobs or groups, and cognitive assessments can be used to determine if an individual has the aptitude or ability required for specific roles. As you look into the different tests that may be used, I think you will see how they fit. Along with the links above, I am updating some resources into Doc Sharing that you may also find helpful. I have four other articles that I have identified, but I am having to wait for them to arrive from inter-library loan. I will let you know when they arrive and I have them uploaded.

len2049443

7/12/2018 1:30:52 AM

Welcome to Week 5! The focus for this week is on Industrial-Organizational Psychology and the use of assessments. As you will note from the introduction to this week''s material, I/O psychology focuses on behavior in the workplace, and some specific areas include organizational systems, personnel and human resources. Guidance has been posted, and additional resources--links to resources from the Society for Industrial and Organizational Psychology (SIOP) have been included to help you complete your discussion questions. Please continue to work on any assignments you are revising, and just email me as they are completed and submitted so I will know to grade them. Any outstanding work will be accepted. Please do not forget to read over the assignments carefully this week, check all the tabs for content, and let me know if you have questions.

len2049443

7/12/2018 1:00:15 AM

Select and evaluate two psychological tests used in industrial-organizational psychology; however, please note that the assignment asks you to review tests other than those reviewed during the Week 4 personality assignment. Therefore, if you reviewed the use of the MMPI-2 in Week 4, you may not use it again for Week 5...select another test. Please make sure to review TWO tests. Support your analysis with two your text and at least two scholarly articles from the library--you should have a minimum of three resources, properly referenced and cited. Use these to help in your analysis of the use and psychometric properties (e.g. validity, reliability) of the tests. The assignment asks that you use the PSY640 Checklist for Evaluating Tests (the link is in the assignment prompt) and that you do not modify the checklist. Complete and attach the checklist, and include the names of the tests in your initial post.

len2049443

7/12/2018 1:00:08 AM

Please continue to work on any assignments you are revising, and just email me as they are completed and submitted so I will know to grade them. Any outstanding work will be accepted. Please do not forget to read over the assignments carefully this week, check all the tabs for content, and let me know if you have questions. Overview Activity Due Date Format Grading Percent Controversies in Industrial and Organizational Assessment Day 3 (1st Post) Discussion 6 Evaluating Assessment Instruments Day 3 (1st Post) And now, let''s discuss the assignments for Week 5. As you will note, there is no Dropbox assignment for this week, just two discussion questions, and both relate to I/O Psychology. When you are not on the boards, make sure to work on your Week 6 final assignment and any revised work you plan on resubmitting.

len2049443

7/12/2018 12:59:43 AM

Discussion 2 asks you to select and evaluate two psychological tests used in industrial-organizational psychology; however, please note that the assignment asks you to review tests other than those reviewed during the Week 4 personality assignment. Therefore, if you reviewed the use of the MMPI-2 in Week 4, you may not use it again for Week 5...select another test. Please make sure to review TWO tests. Support your analysis with two your text and at least two scholarly articles from the library--you should have a minimum of three resources, properly referenced and cited. Use these to help in your analysis of the use and psychometric properties (e.g. validity, reliability) of the tests. The assignment asks that you use the PSY640 Checklist for Evaluating Tests (the link is in the assignment prompt) and that you do not modify the checklist. Complete and attach the checklist, and include the names of the tests in your initial post. Guidance has been posted, and additional resources--links to resources from the Society for Industrial and Organizational Psychology (SIOP) have been included to help you complete your discussion questions.

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