Last Updated 02 Sep 2020

Ethics Code of IO Psychologists

Category Code of Ethics
Essay type Research
Words 680 (2 pages)
Views 340
Table of contents

IO psychologists stress on the measurement of the validity of an assessment process by using three strategies like Construct, Content, and Criterion, where the latter two strategies are commonplace. Criterion-related studies are done on tests for jobs in case of many incumbents and tests, while content valid tests are used to directly measure skills and abilities related to the job.

Fairness

Though the concept of a fair test appears to be complex, the Uniform Guidelines have operationally defined it as such as the 4/5ths rule, which provides a guideline as to whether a selection procedure unfairly discriminates against racial minorities, women, or those ages 40 and older. If the passing rate for any of the groups is . 80 or greater than the passing rate of the highest scoring group (assumed to be whites, or males or those under age 40), then the procedure applied is considered as fair (Bobrow, 2003).

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Ethics Code

There is a standard 2.01, Boundaries of Competence (American Psychological Association, 2002) that requires non-IO psychologists to either seek supervision or refer clients when asked to assess candidates for hiring and/or promotion (Bobrow, 2003). Conclusion The review amply highlights the significance of applying a systematic process in personnel selection in small businesses sector, where it should begin with a job analysis, before defining important job activities and worker characteristics. Alongside, the procedure also needs to be validated and framed by ethics.

Such a strategy is easy to design and also costs little, especially considering the future implications of personnel selection. Therefore, amid the financial crunch of post-downturn business environment, a systematic personnel selection could be the savior of the small business organizations.

References

  1. American Psychological Association. (2002). Ethical principles of psychologists and code of conduct. American Psychologist, 57, 1060-1073.
  2. Antariksa, Y. (2010). Selection + recruitment. Retrieved May 5, 2010, from http://www. explorehr. org/category/Selection_+_Recruitment/Recruitment_and_S election. html
  3. Barrick, M. R. , and Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.
  4. Bobrow, W. (2003). Personal selection and assessment. The California Psychologist,(July/August), pp. 14-15
  5. Bobrow, W. S. , and Strachan, A. (2003). Innovative methods of selecting employees: Simulations and in-baskets. Presented at the 56th Annual California Psychological Association Convention, San Jose, California.
  6. Costa, P. T. Jr., and McRae, R. R. (1992). Revised NEO Personality Inventory (NEO-PI-R) and NEO Five-Factor Inventory (NEO-FFI) professional manual. Odessa, Florida: Psychological Assessment Resources, Inc.
  7. Davies, M, Stankov, L. , and Roberts, R. D. (1998). Emotional intelligence: In search of an elusive construct. Journal of Personality and Social Psychology, 75, 989-1015.
  8. Equal Employment Opportunity Commission, U. S. Civil Service Commission, U. S. Department of Labor, and U. S. Department of Justice. (1978, August 25). Uniform guidelines on employment selection procedures. Federal Register, 43, 38290- 38309.
  9. Gatewood, R. D. (1987). A personnel selection program for small business. Journal of Small Business Management. Retrieved May 4, 2010, from http://www. allbusiness. com/human-resources/workforce-management-hiring-job- listing/102960-1. html
  10. Guion, R. M. (1976). Recruitment, Selection, and Job Placement. In Dunnette, M (ed. ) (1976). Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally College Publishing Co. , pp. 777-828.
  11. Little, B. (1986). The Performance of Personnel Duties in Small Louisiana Firms: A Research Note. Journal of Small Business Management, October Issue, pp. 66-69.
  12. McCrae, R. R. (1996). Social consequences of experiential openness. Psychological Bulletin, 120, 323-337.
  13. McEvoy, G. M. (1984). Small Business Personnel Practices. Journal of Small Business Management, October Issue, pp. 1-8.
  14. Mead, A. D. , and F. Drasgow. (1993). Equivalence of computerized and paper-and-pencil cognitive ability tests: A metaanalysis. Psychological Bulletin, 114, 449-458.
  15. Robinson, D. (1981). Content-Oriented Personnel Selection in a Small Business Setting. Personnel Psychology, vol. 34, pp. 77-87.
  16. Schmidt, F. L. , and Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.
  17. Solomon, R. J. (1984). Using the Interview in Small Business. Journal of Small Business Management, October Issue, p. 22 -23.
  18. The Wall Street-Journal (March 20, 1980), p. 1.
  19. Wernimont, P. , and Campbell, J. (1968). Sign, Samples, and Criteria,' Journal of Applied Psychology, vol. 52, pp. 372-376.

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Ethics Code of IO Psychologists. (2018, Oct 21). Retrieved from https://phdessay.com/ethics-code-job/

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