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Individual Assessment
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 ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Industrial And Organizational Psychology
Industrial and organizational psychology (I-O psychology), an applied discipline within psychology, is the science of human behavior in the workplace. Depending on the country or region of the world, 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.Spector P. E. (2021). Industrial and Organizational Psychology: Research and Practice 8th ed. Hoboken, NJ: John Wiley. I-O psychologists are trained in the scientist–practitioner model. As an applied field, the discipline involves both research and practice and I-O psychologists apply psychological theories and principles to organizations and the individuals within them. They contribute to an organization's success by improving the job performance, wellbeing, m ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Agreeableness
Agreeableness is a personality trait manifesting itself in individual behavioral characteristics that are perceived as kind, sympathetic, cooperative, warm, and considerate. In contemporary personality psychology, agreeableness is one of the five major dimensions of personality structure, reflecting individual differences in cooperation and social harmony. People who score high on this dimension are empathetic and altruistic, while a low agreeableness score relates to selfish behavior (often manifesting as stinginess) and a lack of empathy. Those who score very low on agreeableness show signs of dark triad behavior such as manipulation and competing with others rather than cooperating. Agreeableness is considered to be a superordinate trait, meaning that it is a grouping of personality sub-traits that cluster together statistically. The lower-level traits, or facets, grouped under agreeableness are: trust, straightforwardness, altruism, compliance, modesty, and tender-mindedne ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Interviews
An interview is a structured conversation where one participant asks questions, and the other provides answers.Merriam Webster DictionaryInterview Dictionary definition, Retrieved February 16, 2016 In common parlance, the word "interview" refers to a one-on-one conversation between an ''interviewer'' and an ''interviewee''. The interviewer asks questions to which the interviewee responds, usually providing information. That information may be used or provided to other audiences immediately or later. This feature is common to many types of interviews – a job interview or interview with a witness to an event may have no other audience present at the time, but the answers will be later provided to others in the employment or investigative process. An interview may also transfer information in both directions. Interviews usually take place face-to-face and in person but the parties may instead be separated geographically, as in videoconferencing or telephone interviews. In ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Biodata
In industrial and organizational psychology, biodata is biographical data. Biodata is "...factual kinds of questions about life and work experiences, as well as items involving opinions, values, beliefs, and attitudes that reflect a historical perspective." Since the respondent replies to questions about themselves, there are elements of both biography and autobiography. The basis of biodata's predictive abilities is the axiom that past behaviour is the best predictor of future behaviour. Biographical information is not expected to predict all future behaviours but it is useful in personal selection in that it can give an indication of probable future behaviours based on an individual's prior learning history. Biodata instruments (also called Biographical Information Blanks) have an advantage over personality and interest inventories in that they can capture directly the past behaviour of a person, probably the best predictor of his or her future actions. These measures deal with ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Psychological Testing
Psychological testing is the administration of psychological tests. Psychological tests are administered 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. Psychological tests According to Anastasi and Urbina, psychological tests involve observations made on a "carefully chosen ''sample'' mphasis authorsof an individual's behavior." A psychological test is often designed to measure unobserved constructs, also known as latent variables. Psychological tests can include a series of tasks or problems that the respondent has to solve. Psychological tests can include questionnaires and interviews, which are also designed to measure unobserved constructs. Questionnaire- and interview-based scales typically differ from psychoeducational tests, which ask for a responden ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Society For Industrial And Organizational Psychology
The Society for Industrial and Organizational Psychology (SIOP) is a professional organization that promotes the "science, practice, and teaching" of industrial and organizational (I/O) psychology. SIOP is also known as Division 14 of the American Psychological Association (APA). The society publishes I/O-related journals, provides its members with resources (e.g., continuing education, salary information), and organizes an annual conference. SIOP publishes a quarterly newsletter ''The Industrial/Organizational Psychologist'' (''TIP'') that contains articles about the association and the profession. It is available open access on the SIOP website (www.siop.org). History In its original charter, APA was dedicated to advancing psychology as a science. APA did not originally embrace applied psychology although a number of important figures in industrial psychology, including Hugo Munsterberg and Walter Dill Scott, were early members of the organization. Applied psychologists bega ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
American Psychological Association
The American Psychological Association (APA) is the largest scientific and professional organization of psychologists in the United States, with over 133,000 members, including scientists, educators, clinicians, consultants, and students. It has 54 divisions—interest groups for different subspecialties of psychology or topical areas. The APA has an annual budget of around $115 million. Profile The APA has task forces that issue policy statements on various matters of social importance, including abortion, human rights, the welfare of detainees, human trafficking, the rights of the mentally ill, IQ testing, sexual orientation change efforts, and gender equality. Governance APA is a corporation chartered in the District of Columbia. APA's bylaws describe structural components that serve as a system of checks and balances to ensure democratic process. The organizational entities include: * APA President. The APA's president is elected by the membership. The president chairs th ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Standardization
Standardization or standardisation is the process of implementing and developing technical standards based on the consensus of different parties that include firms, users, interest groups, standards organizations and governments. Standardization can help maximize compatibility, interoperability, safety, repeatability, or quality. It can also facilitate a normalization of formerly custom processes. In social sciences, including economics, the idea of ''standardization'' is close to the solution for a coordination problem, a situation in which all parties can realize mutual gains, but only by making mutually consistent decisions. History Early examples Standard weights and measures were developed by the Indus Valley civilization.Iwata, Shigeo (2008), "Weights and Measures in the Indus Valley", ''Encyclopaedia of the History of Science, Technology, and Medicine in Non-Western Cultures (2nd edition)'' edited by Helaine Selin, pp. 2254–2255, Springer, . The centralized we ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Validity (logic)
In logic, specifically in deductive reasoning, an argument is valid if and only if it takes a form that makes it impossible for the premises to be true and the conclusion nevertheless to be false. It is not required for a valid argument to have premises that are actually true, but to have premises that, if they were true, would guarantee the truth of the argument's conclusion. Valid arguments must be clearly expressed by means of sentences called well-formed formulas (also called ''wffs'' or simply ''formulas''). The validity of an argument can be tested, proved or disproved, and depends on its logical form. Arguments In logic, an argument is a set of statements expressing the ''premises'' (whatever consists of empirical evidences and axiomatic truths) and an ''evidence-based conclusion.'' An argument is ''valid'' if and only if it would be contradictory for the conclusion to be false if all of the premises are true. Validity doesn't require the truth of the premises, inst ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Laissez-faire Leadership
''Laissez-faire'' ( ; from french: laissez faire , ) is an economic system in which transactions between private groups of people are free from any form of economic interventionism (such as subsidies) deriving from special interest groups. As a system of thought, ''laissez-faire'' rests on the following axioms: "the individual is the basic unit in society, i.e. the standard of measurement in social calculus; the individual has a natural right to freedom; and the physical order of nature is a harmonious and self-regulating system." Another basic principle of ''laissez-faire'' holds that markets should naturally be competitive, a rule that the early advocates of ''laissez-faire'' always emphasized. With the aims of maximizing freedom by allowing markets to self-regulate, early advocates of ''laissez-faire'' proposed a ''impôt unique'', a tax on land rent (similar to Georgism) to replace all taxes that they saw as damaging welfare by penalizing production. Proponents of ''lai ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Charismatic Leadership
Charismatic authority is a concept of leadership developed by the German sociologist Max Weber. It involves a type of organization or a type of leadership in which authority derives from the charisma of the leader. This stands in contrast to two other types of authority: legal authority and traditional authority. Each of the three types forms part of Max Weber's tripartite classification of authority. "Charisma" is an ancient Greek term that initially gained prominence through Saint Paul's letters to the emerging Christian communities in the first century. In this context, it generally referred to a divinely-originating "gift" that demonstrated the authority of God within the early leaders of the Church. Max Weber took this theological notion and generalized it, viewing it as something that followers attribute, thereby opening it up for use by sociologists who applied it to political, military, celebrity, and non-Christian religious contexts. Other terms used are "charismatic d ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Shared Leadership
Shared leadership is a leadership style that broadly distributes leadership responsibility, such that people within a team and organization lead each other. It has frequently been compared to horizontal leadership, distributed leadership, and collective leadership and is most contrasted with more traditional "vertical" or "hierarchical" leadership that resides predominantly with an individual instead of a group. Definitions Shared leadership can be defined in a number of ways, but all definitions describe a similar phenomenon: team leadership by more than just an appointed leader. Below are examples from researchers in this field: * Yukl (1989): "Individual members of a team engaging in activities that influence the team and other team members." * Pearce and Sims (2001): "Leadership that emanates from members of teams, and not simply from the appointed leader." * Pearce and Conger (2003): "A dynamic, interactive influence process among individuals and groups for which the object ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
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