Martin Evans and Robert House: path goal of leadership o Gary Johns and John Chadwick Jones: absenteeism o Gary Latham: goal setting and performance appraisal o Nathalie Allen and John Meyer: 3 component model of organizational commitment o Julian Barling: occupational health psychology and leadership o David Foot: popularized the notion of boom, bust, and echo Chapter 2 o Lab experiments o Low realism/naturalness of setting o High control o Not used often in I/O psychology o Ability to determine causal relationship o Quasi-experiments o Field setting (where it naturally occurs) o High realism o Moderate control o Moderate ability to test causal relationships o Questionnaires o Not very contrived but not the amount of naturalness in a quasi- experiment o Low control o Moderate realism o Observation o Low control o High realism o Meta-analysis o Escapes the problem of sampling error o The more samples we have, the closer we get to approximating the truth
o File drawer effect: hard to collect data that hasn’t been published o Reliability o Consistency and stability o Inherent in a test o Test-retest Need correlation of 0.8-0.9 o Validity o Accuracy, correctness o Depends on use of test o Desired range of validity coefficients: 0.3-0.4 o Competency modeling: only focuses on the human characteristics needed to do a job successfully (more general than job analysis) o SEWR (skill, effort, working conditions, responsibility)
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- Fall '14
- Psychology, James McKeen Cattell