Questions related to I-O Psychology
I'd like to ask if you know any studies on the predictive validity of certain individual differences and/or personality traits as predictors for job performance. I'm interested in very specific occupational group (an this group only), that is the quality assurance specialist (software testers).
I struggle with finding such studies, and I believe this is due to the issue with key-words selection. If you happen to know any study from I/O psychology field (or any other similar field) on that matter, I'll be grateful for a recommendation.
I am trying to develop an Neuropsychological scale which would measure the levels of engagement, performance and satisfaction of people. Are there any experimental tests available which I could build or adapt upon?
Thanks in advance,
Edit: A small addition, I am NOT looking for survey questionnaires, I am trying to build a scale that could be used to measure these variables in a more interactive way.
I'm requesting for help to identify I/O psychology theories/ models that could explain the behavioural dynamics involved in the union-management cooperation processes particularly trade union membership (joining & quitting). Care to share any links, please....TQ
I’m an I-O psychology researcher and I’m conducting a study on the impact of cultural diversity on job satisfaction. I would like to measure cultural diversity using the number of different nationalities and ethnicities represented by a person’s colleagues.
Is there an objective formula / index used to measure this?
How can I word my question in the easiest way possible and what type of answer options should I provide?
- I’m not studying teams per se, my study participants are individuals that are currently employed
- I did a pre-test and asked the percentage of foreign colleagues a person has, without asking for the nationality or ethnicity of each colleague. Unfortunately, this information is not sufficient to use Teachman's index (for continous variables) or Blau's index (for categorical variables).
- I would like to word the question in the easiest way possible, if I ask participants to indicate the number of colleagues that belong to each nationality from a drop-down list with 60 different nationalities, I’m afraid the rate of participation will be very low. Which is why I’m looking for help on simpler diversity indexes that are used or a simpler wording of my study questions.
Thank you in advance for your tips and help.
I’m doing an assignment that looks at how groups may contribute to leadership derailment.Open to any possible theoretical explanations on the topic. The group referring to the ingroup in which the leader belongs.
I have reached out to the two possible contacts that I have, which have not been fruitful. I have also reached out to my LinkedIn and Twitter network to try to identify an organization to participate in my team-level research, but I still have not had any luck. I have been offering to provide a consulting service to help with personnel or leadership decision making in exchange for the participation. I have also stated whom the PhD-holding supervisor the project. Please let me know any suggestions you have, or if you have access to a large organization that may be willing to participate in team cohesion research.
M. Justin Miller, M.S.
I will continue my research about Productive Personality by Oliver V Gilmore in I/O Psychology. My Previous research is about productive personality in communities.
What is the most basic differences between Organizational Behavior and I/O Psychology? What do you think about the two field?
According to self-determination theory (Deci & Ryan) external regulation behaviors are performed to satisfy an external demand or obtain an externally imposed reward contingency. Individuals typically experience externally regulated behavior as controlled or alienated. This contrasts with intrinsic motivation which is deﬁned as the doing of an activity for its inherent satisfactions rather than for some separable consequence. When intrinsically motivated a person is moved to act for the fun or challenge entailed rather than because of external prods, pressures, or rewards.
For my masters in health research, I am exploring differences in factors seen as faciliators or barriers to return to work following acquired brain injury between professional/managerial and non professional/managerial jobs.
I feel I have made a novices blunder, as I am struggling to find a reference on which to base my incl/exclu criteria for professional/managerial jobs as the taxonomies i have come accross are based more on industry than career level.
I know that i want to compare careers that usually require higher level education and/ or where there is responsibility for managing others, but now Im questioning whether i should put these two catergories together. My assumption is that these jobs will have higher cognitive and interpersonal demands, but now I am questioning even that! any thoughts/advice would be appreciated.