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Assessment 1 Instructions: I-O Psychology Testing and the Workplace
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Bottom of Form
· PRINT
· In a 4-5 page assessment, suppose you are a human resources professional deciding which type of test or tests to employ when screening prospective employees in an organization. Compare and contrast alternatives and, ultimately, support your choice of a test to use.
Introduction
Because individual differences and behaviors influence job performance, industrial-organizational (I-O) psychologists make use of assessments and tests to learn more about individuals and provide an explanation for their behavior in the workplace. In this assessment, you will compare and evaluate tests used by I-O psychologists.
Read the
Assessment 1 Context [PDF]
document for information on the history of I-O psychology and its contributions to society.
Introduction
Since individual differences and behaviors influence job performance, I-O psychologists make use of assessments and tests to learn more about individuals and provide an explanation for their behavior in the workplace. In this assessment, you will compare and evaluate tests used by I-O psychologists.
Preparation
The following is a five-factor personality test from the The Big Five Project. This test is often cited as an effective indicator of employee performance and fit for organizations—it can provide insight into the types of questions that interest organizations. However, there are many other tests to explore.
· The Big Five Project. (n.d.).
The Big Five Project personality test.
https://www.outofservice.com/bigfive/
Conduct research on the Internet and use the Capella library to learn more about the various tests and assessments I-O psychologists and organizations use to evaluate potential employees. Some types of tests and assessments to consider include:
· Cognitive tests.
2. The Test of Everyday Reasoning.
. Critical reasoning tests.
3. GMAT critical reasoning practice questions.
. Physical ability tests.
. Sensory ability tests.
. Psychomotor ability tests.
. Personality tests.
7. The 16 Personality Factor (16PF) test.
7. Dominance, Influence, Steadiness, Conscientiousness (DISC).
. Emotional intelligence tests.
8. Multi-Dimensional Emotional Intelligence Quotient (MEIQ).
8. Emotional Quotient Inventory 2.0 (EQ-i 2.0).
Instructions
For this assessment:
. Choose an organization you have worked for or volunteered at, or one that sells a favorite product of yours.
9. Search your chosen organization’s website or the Internet (or both) for career postings.
9. Identify a position that needs to be filled.
. Address the following in your assessment:
10. Provide a brief description of the organization you have chosen.
10. Identify the position that needs to be filled and summarize the job requirements.
10. Based on your research, compare the types of tests available for screening employees for this position.
3. How are they different?
3. What are their various applications?
. Choose the test (such as one of those listed above) that is the most appropriate for your organization. Address the following:
4. Why is the test you chose more appropriate than other types of tests?
4. How will your chosen organization use the results? Be specific.
. What are the drawbacks to this test? Are there concerns with reliability, validity, the population it is designed for, or other factors? You may use information from the
Database Guide: Mental Measurements Yearbook (MMY)
to provide evidence.
· How much will you rely on this test for hiring? Give examples.
Additional Requirements
Your assessment should meet the following requirements:
· Written communication: Written communication should be free of errors that detract from the overall message.
· APA format: Resources and in-text citations should be formatted according to current APA style and formatting guidelines.
· Length: 4-5 typed, double-spaced pages, not including the title page and references page.
· Font and font size: Times New Roman, 12-point.
· Number of resources: A minimum of 4 scholarly resources.
Portfolio Prompt: You may choose to save this learning activity to your ePortfolio.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
· Competency 2: Apply psychological principles and theories to human behavior in the workplace.
. Compare the types of I-O psychology tests employed by organizations.
· Competency 4: Apply psychological research findings related to industrial and organizational psychology.
. Analyze how I-O psychology tests are used by organizations.
. Determine the appropriate type of I-O psychology assessment to employ for a job description.
· Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in the field of psychology.
. Write coherently to support a central idea with correct grammar, usage, and mechanics, as expected of a psychology professional.
. Use APA format and style.
I-O Psychology Testing and the Workplace Scoring Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Compare the types of I-O psychology tests employed by organizations.
Does not compare the types of I-O psychology tests employed by organizations.
Discusses the types of I-O psychology tests employed by organizations.
Compares the types of I-O psychology tests employed by organizations.
Compares and contrasts the types of I-O psychology tests employed by organizations.
Analyze how I-O psychology tests are used by organizations.
Does not analyze how I-O psychology tests are used by organizations.
Lists I-O psychology tests used by organizations.
Analyzes how I-O psychology tests are used by organizations.
Analyzes how I-O tests are used by organizations and the I-O psychology community, citing support from peer-reviewed sources.
Determine the appropriate type of I-O psychology assessment to employ for a job description.
Does not determine a type of I-O psychology assessment to employ for a job description.
Determines an inappropriate type of I-O psychology assessment to employ for a job description.
Determines the appropriate type of I-O psychology assessment to employ for a job description.
Determines the appropriate type of I-O psychology assessment to employ for a job description; includes rationale and lists potential outcomes.
Write coherently to support a central idea with correct grammar, usage, and mechanics, as expected of a psychology professional.
Does not write coherently to support a central idea with correct grammar, usage, and mechanics, as expected of a psychology professional.
Writes in a manner that supports an idea, but the writing is inconsistent and contains major errors in grammar, usage, and mechanics.
Writes coherently to support a central idea with correct grammar, usage, and mechanics, as expected of a psychology professional.
Writes coherently using evidence to support a central idea with correct grammar, usage, and mechanics, as expected of a psychology professional.
Use APA format and style.
Does not use APA format and style.
Uses APA format and style inconsistently and with errors.
Uses APA format and style.
Uses correct APA format and style consistently and with almost no errors.
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