The Psychological Contract



The Psychological Contract

1.      Know what characterizes a psychological contract.

2. Know the common dimensions of a psychological contract.

3. Know what happens when a psychological contract is violated

4.      Understand and be able to apply Sherwood and Glidewell’s “Pinch” Model of Managing Psychological Contracts.

Science in Psychology

1. Be familiar with the various threats to internal validity we discussed in class

2. Be familiar with the various research designs we discussed in class.

3. Understand the importance of a control group

4. Know advantages and disadvantages of experimental methodology.

5. Know the different ways in which psychologists describe group level data.

a. Measures of central tendency

b. Measures of variability

c. Distribution

6. Understand the important statistical properties of the normal distribution

7. Understand how the concepts of causality, magnitude, and direction relate to the concept of correlation.

Psychological Measurement of Individual Differences

 

1.      Understand the concepts of correlation (r) and the amount of variance explained (R2) and how these two concepts are related.

2.      Know how to use a regression equation (if one happens to appear on the test) to calculate an individual’s predicted criterion score. Also know how to use the equation to set a minimal cutoff score on a predictor test (i.e., if you knew what the score was for minimal acceptable performance [minimal criterion score]).

 

Selection

Criteria

 

1.      Know the difference between a conceptual and actual criterion.

2.      Understand and be able to apply the concepts of criterion deficiency, contamination, and relevance.

3.      Know how criteria are classified.

a.       Objective vs. Subjective

4.      Know what criteria cannot be used to discriminate amongst employees according to Title VII of the 1964 Civil Rights Act.

5.      Understand the difference between disparate impact and disparate treatment.

6.      Understand how it is determined if disparate impact has occurred (e.g., the 4/5ths rule).

 

Job Analysis

 

1.      Understand what job analysis is and the different types of information collected during job analysis

2.      Know the different methods for conducting job analysis and the advantages and disadvantages associated with each method.

3.      Know the different sources of job analysis information (e.g., job incumbents) and the advantages and disadvantages associated with using each source.

4.      Understand how job analysis information is used in organizations.

 

Predictors

 

1.      Be familiar with the various types of predictors I/O psychologists use and the advantages and disadvantages associated with each type of predictor.

a.       Psychological Tests & Inventories

b.      Interviews

c.       Assessment Centers

d.      Work Samples & Situational Exercises

e.       Biodata

f.        Peer Assessment

g.       Letters of Recommendation

2.      Understand how I/O psychologists evaluate the quality of a predictor

a.       Reliability

                                                   i.      Test-retest

                                                 ii.      Parallel (Alternate) forms

                                                iii.      Internal Consistency

b.      Validity

                                                   i.      Face

                                                 ii.      Content

                                                iii.      Criterion-related

                                               iv.      Construct-related

3.      Understand the relationship between reliability and validity.

 

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