Selection

Examples of Selection in the following topics:

• The Psychology of Recruiting and Selecting Employees

  • A major function of I–O psychologists is to design recruitment processes and personnel-selection systems.
  • Interviews are one of the most common ways that individuals are selected.
  • Another tool used for selection is personality testing.
  • Another selection technique is to have the applicant complete a hiring assignment.
  • Interviews are one of the most common methods of selection.

• Selection

  • Emotional drives can also influence the selective attention humans pay to stimuli.
  • Selective perception: the tendency to perceive what you want to.
  • Selective exposure: you select what you want to expose yourself to based on your beliefs, values, and expectations.
  • Selective attention shows up across all ages.
  • Explain factors that influence selection, the first stage of the perception process

• Evolutionary Psychology

  • Evolutionary psychology seeks to understand human behavior as the result of psychological adaptation and natural selection.
  • It seeks to identify which human psychological traits are evolved adaptations—that is, the functional products of natural selection.
  • Evolutionary psychology stems from Charles Darwin's theories of evolution, adaptation, and natural selection.
  • The brain's adaptive mechanisms have been shaped over time by natural and sexual selection.
  • Charles Darwin's theory of natural selection has been highly influential in the field of evolutionary psychology.

• Personality Testing in the Workplace

  • The premise is that if test scores are found to correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.
  • Personality tests have been used by some employers in the assessment and selection processes because they believe that they can reduce their turnover rates and prevent economic losses by identifying candidates that are a "better fit" for the job.
  • Notable situations in which the MMPI is often used include final selection for police officers, firefighters, and other security and emergency personnel, especially when the employees are required to carry weapons.
  • Many companies use personality testing as part of their hiring process, but research has found that personality tests are often misused in recruitment and selection when they are mistakenly treated as if they were normative measures.
  • Since all types are valuable, and the MBTI measures preferences rather than aptitude, the MBTI is not considered a proper instrument for purposes of employment selection.

• Attention

  • Attention is a limited resource used to selectively concentrate on some information while ignoring other perceivable information.
  • Attention is the behavioral and cognitive process of selectively concentrating on a discrete stimulus while ignoring other perceivable stimuli.
  • Attention is the behavioral and cognitive process of selectively concentrating on a discrete stimulus while ignoring other perceivable stimuli.

• Biases in Experimental Design: Validity, Reliability, and Other Issues

  • This may be the result of purposeful selection of participants by the researcher, but there are many other factors that can create sampling bias.
  • Selection bias happens when the comparisons in data from the sample population have no meaning or value because the participants in the sample were not equally and fairly selected for both the experimental and control groups.
  • Response bias (also known as "self-selection bias") occurs when only certain types of people respond to a survey or study.
  • This is because only a select few have answered the survey and participated in the experiment.
  • When conducting research, sample and selection biases can impact the results of the research.

• Problem-Solving

  • Selective-Comparison Insights, which involve novel perceptions of how new information relates to old information; and
  • Selective-Combination Insights, which involve taking selectively encoded and compared bits of relevant information, and combining them in a novel way.

• Careers in Psychology

  • It focuses on the psychology of the workforce, including issues such as recruitment, selecting employees from an applicant pool, performance appraisal, job satisfaction, work behavior, stress at work, and management.
  • There are several subfields within the field I-O psychology: for instance, personnel psychology focuses on the selection and evaluation of workers, while organizational psychology examines the effects of work environment and management styles on worker motivation, job satisfaction, and productivity.
  • Evolutionary psychologists seek to identify which of these traits are evolved adaptions: in other words, how they are the functional products of natural selection or sexual selection.

• Introducing the Perception Process

  • Whether or not we know it, we selectively attend to different things in our environment.
  • Our brains engage in a three-step process when presented with stimuli: selection, organization, and interpretation.
  • First we select the item to attend to and block out most of everything else.

• The Role of Attention in Memory

  • There are several theories to explain how certain information is selected to be encoded while other information is discarded.
  • For every frequency there exists a distinct nerve pathway; our attention selects which pathway is active and can thereby control which information is passed to the working memory.
  • Attenuation theory differs from late-selection theory, which proposes that all information is analyzed first and judged important or unimportant later; however, this theory is less supported by research.