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

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 Hypotheses

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

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

5. Chap 3 Developing Predictive Hypotheses
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?
What should be the length of time for criterion collection?
Give examples for jobs with different learning curves
Chap 3 Developing Predictive Hypotheses

6. A Theory of Performance
Performance is a construct
“Can do” examples:
Skills
Knowledges
Declarative knowledge
Procedural knowledge
Abilities
Aptitude
Competencies -
Motivation (“will do”)
Direction, degree, persistence of effort
Chap 3 Developing Predictive Hypotheses

7. Chap 3 Developing Predictive Hypotheses
Performance (con’t)
Lewin’s formula?
What is it?
Campbell’s 8 factor model of Job Performance and Competence
Task Performance and Job Knowledge
Motivation and Effort
Quality of Work
Communication Ability (Oral & Written)
Leadership / Supervision
Administrative Competence
Teamwork
Emotional Intelligence
Chap 3 Developing Predictive Hypotheses

8. Chap 3 Developing Predictive Hypotheses
Specifying functional relationships
Linear
Give examples linear relationships
Curvilinear
Give examples of curvilinear relationships
Chap 3 Developing Predictive Hypotheses

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

10. 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 Hypotheses

11. Chap 3 Developing Predictive Hypotheses
Cognitive
7 Primary Mental abilities
Verbal comprehension
Word fluency
Spatial ability
Perceptual speed
Numerical facility
Memory
Inductive reasoning
Associative & Span memory
Chap 3 Developing Predictive Hypotheses

12. Chap 3 Developing Predictive Hypotheses
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 Hypotheses

13. Chap 3 Developing Predictive Hypotheses
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 Hypotheses

14. Chap 3 Developing Predictive Hypotheses
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 Hypotheses

15. 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
What does this mean?
Called “work styles” “occupational values” (O*Net)
Chap 3 Developing Predictive Hypotheses

16. Chap 3 Developing Predictive Hypotheses
Personality
Five Factor Model (universal)
NEO (CANOE) Memorize the five traits
Guion & Highhouse
Surgency (extravert, dominance, assertive)
Agreeableness (likeability, friendly)
Conscientiousness (responsible, dependable)
Emotional Stability
Open to experience (intellectance)
Chap 3 Developing Predictive Hypotheses

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

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

19. 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 Hypotheses

20. 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 psych play?
Physical Abilities
E. Fleishman, R. Hogan (have studied them)
Are they important in sports?
Are they important in the military?
Chap 3 Developing Predictive Hypotheses

21. Chap 3 Developing Predictive Hypotheses
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 Hypotheses

22. 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?
Chap 3 Developing Predictive Hypotheses

23. 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)
Staffing Work Teams: Development and Validation of a Selection Test for Teamwork Settings (Stevens & Campion, ‘99)
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)
Chap 3 Developing Predictive Hypotheses