Slide1 l.jpg
This presentation is the property of its rightful owner.
Sponsored Links
1 / 14

Rank Ordering of Course Usefulness for Jobs PowerPoint PPT Presentation


  • 70 Views
  • Uploaded on
  • Presentation posted in: General

Rank Ordering of Course Usefulness for Jobs. First Full-Time Job. Present Full-Time Job. Course. Ranking. Mean Rank. Ranking. Mean Rank. 1 2 3 4 5.5 5.5 7 8 9 10 11 12 13. 3.05 4.95 5.07 5.10 5.90 5.90 6.55 6.56 7.05 7.10 8.33 9.00 11.00. 1 6 4 2 3 8 7 5 9

Download Presentation

Rank Ordering of Course Usefulness for Jobs

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Slide1 l.jpg

Rank Ordering of Course Usefulness for Jobs

First Full-Time Job

Present Full-Time Job

Course

Ranking

Mean Rank

Ranking

Mean Rank

1

2

3

4

5.5

5.5

7

8

9

10

11

12

13

3.05

4.95

5.07

5.10

5.90

5.90

6.55

6.56

7.05

7.10

8.33

9.00

11.00

1

6

4

2

3

8

7

5

9

10

12

11

13

3.76

5.94

5.42

4.82

5.29

6.24

6.00

5.53

6.76

6.82

9.00

8.73

10.59

Personnel Psychology

Legal Issues

Training

Psychometrics

I-O Psychology

Organizational Psychology

Advanced Statistics

SPSS

Thesis

Experimental Design

Individual Differences

Methods & Ethics

Advanced Social Psychology


Slide2 l.jpg

Growth in I/O Programs From 1986 - 2004

Increase in doctoral programs: 47.7%

Increase in master’s programs:221.7%

Number of programs____________________________________________________Program

type                                         1986                   2004___________________________________________

MA/MS I-O Psych 22 66

PhD I-O Psych 40 52


Slide3 l.jpg

Some Reasons for Growth in I-O Psychology

  • Economic --- Profit, Efficiency, Productivity

    • Macro and micro level

  • Technology --- Automation, Job changes, Job eliminations

    • Training need

  • Social ---

    • Employee education

    • Employee needs regarding jobs (Enrichment, decision-making, benefits)

    • Dual careers

  • Legal --- Discrimination Law; Title VII of the Civil Rights Act


Slide4 l.jpg

Key Areas of Personnel Psychology

  • Job Analysis

  • Recruitment

  • Selection (reliability, validity)

  • Test Development

  • Training

  • Performance Appraisal


Slide5 l.jpg

Knowledge Needed in Personnel Psychology

  • Statistics (e.g., analysis, interpretation, application; SPSS)

  • Discrimination Law (e.g., Adverse Impact, Title VII, ADA, FMLA, ADEA, FMLA, Sexual Harassment)

  • Human Learning & Cognition

  • Psychometrics (test/scale development)

  • Social Psychology (e..g., schemas, self-fulfilling prophecies)


Slide6 l.jpg

  • Applied work:

  • Performed job analysis of the position of trolley car operator and developed a performance test using mock trolley cars

  • b) Studied the effect of street lighting on driver and pedestrian safety

  • c) Developed early polygraph test

    • Heart rate

    • Blood pressure

    • Free association latency test

    • Automograph

  • Books:

  • On The Witness Stand (1907)

  • Psychology and Industrial Efficiency (1913)

Hugo Munsterberg

Musterberg Biography

Applied work:

a) Director of the Bureau of Salesmanship Research at Carnegie Institute

b) Director of the Commission on the Classification Personnel in the Army

c) President of Northwestern University

Books:

Theory of Advertising (1903) || Psychology of Advertising (1910)

Influencing Men in Business (1911) || Personnel Management (1923)

Psychology of Advertising Theory and Practice (1921).

Walter Dill Scott

Walter Dill Scott Biography


Slide7 l.jpg

a) Part of the team of psychologists that developed the Army Alpha and Beta tests during WWI

b) Was instrumental in developing intelligence and aptitude tests in industry

c) Began the department of Applied Psychology (Carnegie Institute of Technology 1915)

Walther Bingham

Walter Bingham Biography

Chair of the committee that created the Army Alpha and Beta intelligence tests during the First World War

b) Involved in the creation of the Yerkes-Bridges Point Scale of Intelligence (1915)

Robert Yerkes


Slide8 l.jpg

Applied work:

Founder of Scientific Management movement

a) Design of work methods (time & motion studies, tool design, standardization of work)

b) Rest periods and performance

c) Employee selection & training

Books:

Principles of Scientific Management (1911)

Frederick Taylor

  • Applied work:

  • Worked with Munsterberg on street lighting project in Boston

  • Developed methods to select aviators, detect deception, enhance effectiveness of advertising, employment testing/selection

  • Books:

  • Principles of Employment Psychology (1926)

  • Psychology and Industrial Efficiency (1929)

  • Legal Psychology (1931)

  • Psychology of Advertising (1938)

  • Applied Psychology (1948)

Harold Burtt


Slide9 l.jpg

Influences on the field of I-O Psychology

World War I:

  • Need for group assessment for selection and placement of military recruits

  • Development of Army Alpha & Beta intelligence tests

  • Development of Woodworth Personal Data Sheet (1st self-report personality test)

  • Woodworth Personnel Data Sheet

  • Purpose to identify military recruits likely to break down in combat

  • 116 questions with yes/no response

  • Items selected from lists of known symptoms of emotional disorders and from

  • questions asked by psychiatrists in their screening interviews

Robert Woodworth

Woodworth Biography


Slide10 l.jpg

Members of the Committee on the Psychological Examination of Recruits

  • By mid-year of 1917, the first year of its existence, the team constructed 5 forms of the Army Alpha test (verbal test), and developed the Army Beta exam, a nonverbal test for illiterate and non-English speaking recruits. Final forms of the Army Alpha and Beta tests were published in the beginning of 1919. By the time the war ended, the tests had been administered to approximately 2 million recruits.

  • The tests were the first instruments designed for group administration

  • They also generated a great deal of interest in the application of intelligence testing


Slide11 l.jpg

Sample Items from the 1917 Version of the Woodworth Data Sheet

6: Do you have too many sexual dreams?

29: Have you ever lost your memory for a time?

31: Were you happy when 14 to 18 years old?

38: Has your family always treated you right?

42: Do people find fault with you more than you deserve? 44: Did you ever make love to a girl?

48: Do you think drinking has hurt you?

50: Do you think you have hurt yourself by going too much with women?

52: Did you ever think you had lost your manhood?

53: Have you ever had any great mental shock?

54: Have you ever seen a vision?

57: Have you ever felt as if someone was hypnotizing you and making you act against your will?

58: Have you ever been bothered by the feeling that people are reading your thoughts?

62: Are you troubled with the fear of being crushed in a crowd?

81: Do you find it difficult to pass urine in the presence of others?

113: Can you stand pain quietly?

115: Can you stand disgusting smells?


Slide12 l.jpg

Between the 1st & 2nd World Wars

  • Development of the Dictionary of Occupational Titles (now O*Net)

  • Formation of the Psychological Corporation (James Cattell)

  • Formation of the Institute for Sales Research

  • Formation of the Journal of Applied Psychology (1917)

  •  Doctoral degrees in industrial psychology begin being offered at U.S. universities

  • The Great Depression (e.g., unemployment, government regulations)

  • The Hawthorne Studies [effect of environmental changes e.g., lighting, on performance discovered the key roles of: informal work groups, worker attitudes, supervisory style, informal communication networks]

Cattell

Scott

Elton Mayo


Slide13 l.jpg

World War II:

  • Development of training simulators (e.g., flight/aviation)

  • Development of situational exercises [the Assessment Center method]

  • for "managerial" positions

  • Growth of ergonomics or human factors

  • Significant increase of females in the workforce

After WWII:

  • Civil Rights Acts (1964, 1972, 1991)

  • Organizational Psychology officially recognized (I-OPsychology)


Slide14 l.jpg

Some Issues in I-O Psychology

Limited attention to research and practice in other countries

Focus on the perceived needs and concerns of management

Relative lack of applied training within I-O doctoral programs

Use of techniques without proof of adequate psychometric properties

e) Differences between I-O researchers and practitioners


  • Login