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Industrial Psychology Exam 3 Questions and Answers R232,11   Add to cart
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Industrial Psychology Exam 3 Questions and Answers
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  • Course
  • Industrial Psychology
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  • Industrial Psychology

Skinner - Answer---Reinforcement theory*** --Applied principles of the reinforcement theory to the educational and learning process --Proposed that learning results from the association between behaviors and rewards Kirkpatrick - Answer---Created a four level model with which to categorize tra...

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  • September 17, 2024
  • 6
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

Subjects

  • industrial psychology exam 3 questions and answers
  • skinner answer reinforcement theory

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  • Industrial Psychology
  • Industrial Psychology

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Industrial Psychology Exam 3 Questions
and Answers
Skinner - Answer---Reinforcement theory***
--Applied principles of the reinforcement theory to the educational and learning process
--Proposed that learning results from the association between behaviors and rewards

Kirkpatrick - Answer---Created a four level model with which to categorize training
criteria
Level 1—reaction criteria
•Measures of trainee impressions of the training program
•Affective reactions & utility judgments
Level 2—learning criteria
•Measures that assess how much was learned in the training program
•Immediate knowledge, knowledge retention, & behavior/skill demonstration
Level 3—behavioral criteria
•Measures of how well the behaviors learned in training transfer to the job
•Transfer
Level 4—results criteria
•Measures of how well training can be related to organizational outcomes such as
productivity gains, cost savings, error reductions, or increased customer satisfaction
•Results
--Internal criteria (reaction & learning)
Measures that assess trainee reactions to and learning in the training program;
generally assessed before trainees leave the training program
--External criteria (behavioral & results)
Measures that assess whether changes as a result of training occur when trainees are
back on the job

Reinforcement Theory - Answer---Works by increasing or decreasing the likelihood of a
behavior happening again
Reward --> increase
Punishment --> decrease
--Reinforcement: increases likelihood of a behavior
--Punishment: decreases likelihood of a behavior
--Learning results from association between behaviors & rewards
~Positive reinforcement: Add desirable stimulus; increase behavior
~Negative reinforcement: Remove undesirable stimulus; increase behavior
~Positive punishment: Add undesirable stimulus; decrease behavior
~Negative punishment: Remove desirable stimulus; decrease behavior

Social Learning Theory - Answer---proposes that there are many ways to learn
including:
~Behavioral modeling (i.e. policeman taking gun out of holster)

, •1. Observe actual job incumbents demonstrate positive modeling behaviors
•2. Rehearse before using role-playing
•3. Receive feedback on rehearsal
•4. Try behavior on the job
--Book definition: cognitive theory that proposes that there are many ways to learn,
including observational learning, which occurs when people watch someone perform a
task and then rehearse those activities mentally until they have an opportunity for
evaluation of individual performance

Types of validity - Answer---Validity: Accurateness of inferences made based --Validity
designs
--Criterion-related: does my test predict actual behavior or performance? (i.e. does
baseball knowledge predict baseball performance?) correlation between what we can
observe and what we can observe related to performance
•predictive
--Content-related: am I capturing all of the measured construct (the entire domain)?
--Construct-related: Do these constructs relate to each other in the theorized way?
•Construct: concept that exists within our minds that we can't necessarily see; an entire
performance (i.e. music performance = pitch + tone + tempo); i.e. openness to
experience, intelligence, knowledge, etc.

selection ratio - Answer---Index ranging from 0 to 1 that reflects the ratio of available
jobs to applicants
--To increase validity, we want to lower SR
--SR = n/N
--n = number of available jobs
--N = number of applicants assessed

errors in selection decisions - Answer---False positive
~Applicant accepted but performed poorly
--False negative
~Applicant rejected but would have performed well
--True positive
~Applicant accepted & performed well
--True negative
~Applicant rejected & would have performed poorly

cut scores - Answer---Specified point in distribution of scores below which candidates
are rejected (vertical line in chart)
--Raising cut score will result in fewer false positives but more false negatives
--Strategy for determining cut score depends on situation (SR plays a role in where to
place the cut score)
--Where to place cut score also depends on level of performance & knowledge
--Types:
~Criterion-referenced cut score
•Consider desired level of performance & find test score corresponding to that level

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