Arbeids- en organisatiepsychologie: tutorials
Tutorial 1:
Voorbereiding
What is the difference between an experimental, quasi-experimental, and non-
experimental research design?
Experimental:
Random assignment of participants to conditions
Conducted in a laboratory or in the workplace
Non-experimental:
Does not include manipulation or assignment to different conditions
-observational design: observes and records behavior
-survey/ questionnaire design (most common)
Quasi-experimental:
Non-random assignment of participants to conditions
Give an example of a positive correlation between two variables in the field of Work and
Organizational Psychology.
The idea of making progress and motivation to work
Give an example of a negative correlation between two variables in the field of Work and
Organizational Psychology.
Disliking your job and motivation to work
What is the difference between validity and reliability?
Reliability: consistency r stability of a measure
Validity: whether measurements taken accurately and completely represent what is to be
measured
Give an example from the field of Work and Organizational Psychology of a situation that
shows that correlation does not equal causation.
Aantekeningen
Independent variable (we change it) causes the dependent variable
Moderator (is a third variable) controls (change) the strengths of the relationship
Mediator is part of the middle of the relationship, it is explaining
,Relation:
IndepVar DepVar
Hours of study exam score
Third variable moderation (affects strength) = IQ
Third variable mediation (is in the middle) = number of practice questions completed
Relation:
IndepVar DepVar
Job satisfaction Emotional stability
Moderator: Social support
Relation:
IndepVar DepVar
Social support Job satisfaction
Moderator: Emotional stability
Kinds of designs
Tutorial 2:
Voorbereiding
A. Study the literature by answering the following questions:
1. Which individual differences play a role in work performance?
Cognitive ability, personality, physical ability, knowledge
2. What are the assumptions for these individual differences?
The attributes are relatively stable over time (so not mood because
fluctuates)
Varies not within but across people
Relative differences between people staying similar after training
Different jobs require different levels of different attitudes
, Have to be measurable (to use as varibales)
3. What are the most important models of these individual differences?
Cognitive capacities, physical capacities, personality, knowledge and skills,
competences emotonal intelligence
Catell: model of hierarcy of intelligence (g factor)
Big 5 personaloity
Hexaco
Acology model for biographical data
Hpi
Bc
Nio (3 dimensions of personality
Gardner Emotional intelligence
Hogan physical capacities
KSAO: knowledge, skills, and other characteristics
4. Which individual differences are most predictive for the different types
of work behavior (task performance, maximum performance, typical
performance, OCB, CWB)?
Hexaco
Task performance: general mental ability and specific knowledge
Maximum performance: if you give a 100 percent cognitive, physical,
sensory and mental ailities/capacities
Typical performance: how much you typically/normally deliver
personality
Ocb: organizational citizenship behavior (prosocial, compiying, loyalty,
belonging to a corporation, the extra mile beyond your paychceck)
agreeableness, altruism, extraversion
Tutorial 1:
Voorbereiding
What is the difference between an experimental, quasi-experimental, and non-
experimental research design?
Experimental:
Random assignment of participants to conditions
Conducted in a laboratory or in the workplace
Non-experimental:
Does not include manipulation or assignment to different conditions
-observational design: observes and records behavior
-survey/ questionnaire design (most common)
Quasi-experimental:
Non-random assignment of participants to conditions
Give an example of a positive correlation between two variables in the field of Work and
Organizational Psychology.
The idea of making progress and motivation to work
Give an example of a negative correlation between two variables in the field of Work and
Organizational Psychology.
Disliking your job and motivation to work
What is the difference between validity and reliability?
Reliability: consistency r stability of a measure
Validity: whether measurements taken accurately and completely represent what is to be
measured
Give an example from the field of Work and Organizational Psychology of a situation that
shows that correlation does not equal causation.
Aantekeningen
Independent variable (we change it) causes the dependent variable
Moderator (is a third variable) controls (change) the strengths of the relationship
Mediator is part of the middle of the relationship, it is explaining
,Relation:
IndepVar DepVar
Hours of study exam score
Third variable moderation (affects strength) = IQ
Third variable mediation (is in the middle) = number of practice questions completed
Relation:
IndepVar DepVar
Job satisfaction Emotional stability
Moderator: Social support
Relation:
IndepVar DepVar
Social support Job satisfaction
Moderator: Emotional stability
Kinds of designs
Tutorial 2:
Voorbereiding
A. Study the literature by answering the following questions:
1. Which individual differences play a role in work performance?
Cognitive ability, personality, physical ability, knowledge
2. What are the assumptions for these individual differences?
The attributes are relatively stable over time (so not mood because
fluctuates)
Varies not within but across people
Relative differences between people staying similar after training
Different jobs require different levels of different attitudes
, Have to be measurable (to use as varibales)
3. What are the most important models of these individual differences?
Cognitive capacities, physical capacities, personality, knowledge and skills,
competences emotonal intelligence
Catell: model of hierarcy of intelligence (g factor)
Big 5 personaloity
Hexaco
Acology model for biographical data
Hpi
Bc
Nio (3 dimensions of personality
Gardner Emotional intelligence
Hogan physical capacities
KSAO: knowledge, skills, and other characteristics
4. Which individual differences are most predictive for the different types
of work behavior (task performance, maximum performance, typical
performance, OCB, CWB)?
Hexaco
Task performance: general mental ability and specific knowledge
Maximum performance: if you give a 100 percent cognitive, physical,
sensory and mental ailities/capacities
Typical performance: how much you typically/normally deliver
personality
Ocb: organizational citizenship behavior (prosocial, compiying, loyalty,
belonging to a corporation, the extra mile beyond your paychceck)
agreeableness, altruism, extraversion
