1. Chapter 3 Developing Predictive Hypotheses Cognitive & Non Cog Abilities Personality Criteria Chap 3 Developing Predictive Hypotheses1

2. Conceptual & Operational Definitions Predictors & Criteria F. Kerlinger’s definitions – Concept or construct: What’s the difference? – Theory v. hypothesis: what’s the difference? Predictive Hypothesis: – Grounded in theory (explanation relationships) – Predictors & Criteria: defined at two levels: conceptual & operational: What’s the difference? Chap 3 Developing Predictive Hypotheses2

3. Predictors (KSAOs, other attributes) – (independent vars for experimental research) Give some examples with operational definitions Criteria (performance/results) – Outcomes (dependent vars for experimental research) Give some examples with operational definitions Chap 3 Developing Predictive Hypotheses3

4. Theory Building and Testing fig 3.1 p 53 1. Theory: – predictor construct (height) is related to – criterion construct (basketball ability) 2. Predictive hypothesis (testable): – predictor measure (height in inches) is related to – Criterion measure (number dunks in 2 minutes) 3. Predictor measure is valid measure of height 4. Criterion measure is a valid measure of basketball ability 5. Predictor measure is related to the Criterion construct – (confirms prediction and supports theory) Chap 3 Developing Predictive Hypotheses4

5. Theory and Practice Specification of Population – For what populations does the theory hold? Why would this be important? Give some examples, – e.g. women in the military? – Geographical differences? Specification of time intervals – What’s the optimal timeframe for criterion collection? When and how long should the criterion? – Give examples for jobs with different learning curves Chap 3 Developing Predictive Hypotheses5

6. Specifying functional relationships – Linear Give examples linear relationships – Curvilinear Give examples of curvilinear relationships Chap 3 Developing Predictive Hypotheses6

7. Criteria Criterion constructs – Inferring Constructs from Measures – A theory of Performance – Performance Components and Determinants – Contextual Behavior – Trainability Chap 3 Developing Predictive Hypotheses7

8. Predictors & Predictive Hypotheses Avoid “folklore theories” – Use standardized measures proven to work – E.g. Cognitive ability, which is usually superior to non-cognitive measures. Cognitive Factors (ability to think) perceive, process, evaluate, compare, create, Understand, manipulate (ideas), reason – 75 years of Factor Analytic studies Chap 3 Developing Predictive Hypotheses8

9. Cognitive 7 Primary Mental abilities (Thurstone, ‘38) – Verbal comprehension – Word fluency – Spatial ability – Perceptual speed – Numerical facility – Memory – Inductive reasoning Chap 3 Developing Predictive Hypotheses9

10. Cognitive Abilities General Mental Ability (GMA) intelligence – “Processes of Acquiring, Storing (memory) Retrieving Combining, (relationships) Comparing, (relationships) Using in context new concepts (abstraction)” – (Humphreys, ‘79) Chap 3 Developing Predictive Hypotheses10

11. GMA Spearman’s (1927)“g” – Fluid intelligence (Gf) Basic reasoning – Crystallized intelligence (Gc) Acquired knowledge (e.g. vocabulary tests) Carroll (1993) using factor analytic studies – Three stratum model First order factors (several) Second order factors (R. B. Cattell’s Gf, Gc) Third order “g” (like Spearman’s) Chap 3 Developing Predictive Hypotheses11

12. Job Specific Ks & Ss O*Net – three occupational skills list – Basic – Cross functional – Occupation specific Think of some for the IO psychologist’s job Chap 3 Developing Predictive Hypotheses12

13. Personality Constructs Trait – habitual way of thinking or behaving in response to a variety of situations. – Value, goal, beh tendency to seek or avoid – Sometimes role specific – Called “work styles” “occupational values” (O*Net) Chap 3 Developing Predictive Hypotheses13

14. Personality Five Factor Model (universal) – NEO (CANOE) NEO (CANOE) Guion & Highhouse – Surgency (extravert, dominance, assertive) – Agreeableness (likeability, friendly) – Conscientiousness (responsible, dependable) – Emotional Stability – Open to experience (intellectance) Chap 3 Developing Predictive Hypotheses14

15. Personality Integrity and conscientiousness – Not engaging in counter-productive behavior Stealing, embezzlement cheating customers Others? – Trustworthy – Work hard without surveillance Chap 3 Developing Predictive Hypotheses15

16. Personality Other traits (just a few) – Core Self-evaluation (Judge, Eraz, Bono) – Locus of Control (Rotter) Locus of Control (Rotter) Smith, Trompenaars & Dugan (2007) – PA/NA (positive/ negative affect) PA/NA (positive/ negative affect) Watson, Clark, Lee Tellegen (1988) Watson, Clark, Lee Tellegen – GCOS General Causality Scale Description (Deci & Ryan) Chap 3 Developing Predictive Hypotheses16

17. Personality some questions Are traits malleable? Are they job specific? How, if so should they be used in selection? What needs to be done to improve their use? Chap 3 Developing Predictive Hypotheses17

18. Physical and Sensory Competencies What effect has ADA had? Physical Characteristics – At what cost are accommodations to the workplace (for ADA?) Find some examples? – What role does human factors play? Physical Abilities – Fleishman, Hogan (have studied them) – Are they important in sports? – Are they important in the military? Chap 3 Developing Predictive Hypotheses18

19. Non-Cognitive Emotional Intelligence (Goleman, ‘95) – Perceive, appraise, express emotions (Mayer & Salovey, ‘97) – Lacks conceptual coherence – Not psychometrically sound – Redundant with other measures? E.g. cognitive ability, personality traits? – (Matthews, Roberts, & Zeidner, ‘04) Chap 3 Developing Predictive Hypotheses19

20. Experience, Education, Training Credentials are rarely useful – Unless based on a Job Analysis Some majors may be useful – If knowledge is comparable to professions Can you think of some? Can competencies be assessed via testing? – What would Prometric say?Prometric Chap 3 Developing Predictive Hypotheses20

21. Team Selection Predictors Technical (often needed) Stevens & Campion (‘94)Team KSAs Interpersonal & Self-management The knowledge, skill, and ability requirements for teamwork: Implications for human resource management (Michael J. Stevens Michael A. Campion, ‘94) The knowledge, skill, and ability requirements for teamwork: Implications for human resource management (Michael J. Stevens Michael A. Campion, ‘94) Staffing Work Teams: Development and Validation of a Selection Test for Teamwork Settings (Stevens & Campion, ‘99) Staffing Work Teams: Development and Validation of a Selection Test for Teamwork Settings Selection in Teams: An Exploration of the Teamwork Knowledge, Skills, and Ability Test (McClough & Rogelberg, ‘03) Selection in Teams: An Exploration of the Teamwork Knowledge, Skills, and Ability Test (McClough & Rogelberg, ‘03) Use of situational judgment tests to predict job performance: A clarification of the literature. (McDaniel, et al. ‘01) Use of situational judgment tests to predict job performance: A clarification of the literature. (McDaniel, et al. ‘01) Chap 3 Developing Predictive Hypotheses21