This document discusses research methods in industrial and organizational psychology. It outlines the research process as involving 5 steps: statement of the problem, research design, measurement of variables, data analysis, and conclusions. Key aspects of research design discussed include internal/external validity, naturalness of setting, and degree of control. Primary research methods covered are experiments, quasi-experiments, surveys, observation, and qualitative methods. The document also discusses measurement, statistical analysis including descriptive statistics, correlation and regression, and important considerations for data analysis and conclusions.
Industrial Psychology deals with people's work related values.
As in today's industrial world its hard to maintain a good relationship with employees. A company maintain itself in market by understanding the needs and values of their employees. To achieve an organizational goal its important to know how to collaborate not only with their competitors but also with their workers.
Usage of psychological principles and theories to the workplace.
OR
Study of how people get along a t work and are able to perform effectively.
Sub-Divisions within Organizational Psychology
experimental psychology history, experimental psychology lecture, beginning of experimental psychology, experimental method in psychology in English, experimental psychology introduction, a level psychology experimental method, nature of experimental psychology, experimental psychology overview
For More Relevant Presentation Visit my Website:
http://jobsforworld.blogspot.com/2015/12/presentation-of-education.html
This slide deck is available for educators, especially intro psychology instructors, to modify, use, and share with students and others interested in learning more about industrial-organizational (I-O) psychology. An accompanying chapter, also free to use and modify, is available at teachiopsych.com.
Organizations use a variety of techniques to ensure a ‘fit’ between employees and the organization – some are more effective than others.
Designed appropriately, training that managers provide for employees can influence how those employees perform their jobs.
Stress and employee attitudes are important in influencing performance in the workplace.
Several person and situational factors impact on team effectiveness and group decision making.
Organizational culture is important for workplace performance, and can be measured across several different dimensions.
Power is an important construct in the workplace and can be defined and measured in several different ways.
There is evidence for discrimination against women at work.
Unemployment can have serious psychological effects.
Recruitment and Selection Integrated ProcessSeta Wicaksana
"When I meet successful people I ask 100 questions as to what they attribute their success to. It is usually the same: persistence, hard work and hiring good people."
- Kiana Tom
Industrial Psychology deals with people's work related values.
As in today's industrial world its hard to maintain a good relationship with employees. A company maintain itself in market by understanding the needs and values of their employees. To achieve an organizational goal its important to know how to collaborate not only with their competitors but also with their workers.
Usage of psychological principles and theories to the workplace.
OR
Study of how people get along a t work and are able to perform effectively.
Sub-Divisions within Organizational Psychology
experimental psychology history, experimental psychology lecture, beginning of experimental psychology, experimental method in psychology in English, experimental psychology introduction, a level psychology experimental method, nature of experimental psychology, experimental psychology overview
For More Relevant Presentation Visit my Website:
http://jobsforworld.blogspot.com/2015/12/presentation-of-education.html
This slide deck is available for educators, especially intro psychology instructors, to modify, use, and share with students and others interested in learning more about industrial-organizational (I-O) psychology. An accompanying chapter, also free to use and modify, is available at teachiopsych.com.
Organizations use a variety of techniques to ensure a ‘fit’ between employees and the organization – some are more effective than others.
Designed appropriately, training that managers provide for employees can influence how those employees perform their jobs.
Stress and employee attitudes are important in influencing performance in the workplace.
Several person and situational factors impact on team effectiveness and group decision making.
Organizational culture is important for workplace performance, and can be measured across several different dimensions.
Power is an important construct in the workplace and can be defined and measured in several different ways.
There is evidence for discrimination against women at work.
Unemployment can have serious psychological effects.
Recruitment and Selection Integrated ProcessSeta Wicaksana
"When I meet successful people I ask 100 questions as to what they attribute their success to. It is usually the same: persistence, hard work and hiring good people."
- Kiana Tom
"An EAP, or employee assistance program, is a confidential, short term, counselling service for employees with personal problems that affect their work performance."
“If you want to be a leader who attracts quality people, the key is to become a person of quality yourself. Leadership is the ability to attract someone to the gifts, skills and opportunities you offer as an owner, as a manager, as a parent. I call leadership the great challenge of life.”
– Jim Rohn
On the mountains of truth you can never climb in vain: either you will reach a point higher up today, or you will be training your powers so that you will be able to climb higher tomorrow.
- Friedrich Nietzsche
User Experiments in Human-Computer InteractionDr. Arindam Dey
This lecture covers the basics of user experiment design in human-computer interaction. Computer scientists and developers often create interfaces for a particular purpose. This lecture explains how a user experiment can be designed and conducted to systematically compare one interface with the other.
Research is a process through which new knowledge is discovered. Conducting research has to follow certain steps and these may vary with the type and goals of research. But the variation in the process would be minor according to the study involves quantitative or a qualitative approach and data.
All the concepts related to research design are covered in this PPT Presentation.Research Design being an integral and crucial part of Research majorly deals with Parametric and non-parametric test, Type 1 and type 2 error, level of significance etc.It helps in ascertaining which research technique is used in which situation.
Similar to Research methods in industrial and organizational psychology (20)
Memahami Organisasi dan Desain Organisasi-Organisasi Publik (Bagian 3)Seta Wicaksana
Hingga sekitar 20 tahun yang lalu, perusahaan mengalami desain ulang organisasi setiap beberapa tahun atau bahkan dekade.
Kebanyakan eksekutif puncak mungkin hanya memiliki pengalaman beberapa kali dalam karier mereka.
Namun, otomatisasi dan tekanan persaingan mulai mempercepat laju perubahan organisasi.
Dalam presentasi ini, kami mengeksplorasi model organisasi tradisional dan bagaimana model tersebut digunakan untuk menyelaraskan struktur dan operasi dengan strategi bisnis.
Kami akan menunjukkan bagaimana model tersebut masih dapat berfungsi sebagai alat diagnostik untuk memahami di mana berbagai faktor organisasi mungkin tidak seimbang.
Kemudian, kami akan menunjukkan bagaimana organisasi telah beralih dari model statis untuk diagnostik dan penyelarasan ke model fleksibel yang membantu organisasi beradaptasi terhadap perubahan yang dinamis dan berkelanjutan.
Bagian 1 Organizations and Organizations Theory
Bagian 2 From Strategy to Organization Design and Effectiveness
Bagian 3 Public Organization
Memahami Organisasi dan Desain Organisasi-from strategy (Bagian 2)Seta Wicaksana
Hingga sekitar 20 tahun yang lalu, perusahaan mengalami desain ulang organisasi setiap beberapa tahun atau bahkan dekade.
Kebanyakan eksekutif puncak mungkin hanya memiliki pengalaman beberapa kali dalam karier mereka.
Namun, otomatisasi dan tekanan persaingan mulai mempercepat laju perubahan organisasi.
Dalam presentasi ini, kami mengeksplorasi model organisasi tradisional dan bagaimana model tersebut digunakan untuk menyelaraskan struktur dan operasi dengan strategi bisnis.
Kami akan menunjukkan bagaimana model tersebut masih dapat berfungsi sebagai alat diagnostik untuk memahami di mana berbagai faktor organisasi mungkin tidak seimbang.
Kemudian, kami akan menunjukkan bagaimana organisasi telah beralih dari model statis untuk diagnostik dan penyelarasan ke model fleksibel yang membantu organisasi beradaptasi terhadap perubahan yang dinamis dan berkelanjutan.
Bagian 1 Organizations and Organizations Theory
Bagian 2 From Strategy to Organization Design and Effectiveness
Bagian 3 Public Organization
Memahami Organisasi dan Desain Organisasi-Pengantar (bagian 1)Seta Wicaksana
Hingga sekitar 20 tahun yang lalu, perusahaan mengalami desain ulang organisasi setiap beberapa tahun atau bahkan dekade.
Kebanyakan eksekutif puncak mungkin hanya memiliki pengalaman beberapa kali dalam karier mereka.
Namun, otomatisasi dan tekanan persaingan mulai mempercepat laju perubahan organisasi.
Dalam presentasi ini, kami mengeksplorasi model organisasi tradisional dan bagaimana model tersebut digunakan untuk menyelaraskan struktur dan operasi dengan strategi bisnis.
Kami akan menunjukkan bagaimana model tersebut masih dapat berfungsi sebagai alat diagnostik untuk memahami di mana berbagai faktor organisasi mungkin tidak seimbang.
Kemudian, kami akan menunjukkan bagaimana organisasi telah beralih dari model statis untuk diagnostik dan penyelarasan ke model fleksibel yang membantu organisasi beradaptasi terhadap perubahan yang dinamis dan berkelanjutan.
Materi dibagi menjadi 3 bagian, yaitu:
Bagian 1 Organizations and Organizations Theory
Bagian 2 From Strategy to Organization Design and Effectiveness
Bagian 3 Public Organization
Organizational Transformation Lead with CultureSeta Wicaksana
Transformation is even harder than we thought
“Only 22% of companies successfully carry out transformation. The failure rate was 78%.”
“Often the business value of digital transformation is not realized. One of the most common causes is an abundance of technology projects, not a true business culture transformation”
- Phil Le-Brun, Enterprise Strategist, AWS
Perspektif Psikologi dalam Perubahan OrganisasiSeta Wicaksana
“Perubahan organisasi merupakan suatu proses yang berkelanjutan dan dinamis. Perubahan tidak berhenti ketika sebuah inisiatif perubahan telah sukses diimplementasikan, tapi akan selalu terjadi perubahan karena lingkungan yang terus menerus berubah.” – Seta A. Wicaksana
“Perubahan hadir karena adanya ketidaksempurnaan, sedangkan ketidaksempurnaan itu adalah ruang untuk belajar, tumbuh dan berkembang, …
itulah yang Sempurna.” – Seta A. Wicaksana
Organizational Structure Running A Successful BusinessSeta Wicaksana
Every company needs an organizational structure—whether they realize it or not.
The organizational structure is how the company delegates roles, responsibilities, job functions, accountability, and decision-making authority.
The organizational structure often shows the “chain of command” and how information moves within the company.
Have an organizational structure that aligns with your company’s goals and objectives.
This article describes the various organizational structures, the benefits of creating one for your business, and specific elements that should be included.
Ten Organizational Design Models to align structure and operations to busines...Seta Wicaksana
Up until about 20 years ago, companies experienced organizational redesign every few years or even decades.
Most top executives would have the experience perhaps only a few times in their careers.
However, automation and competitive pressures had begun to accelerate the pace of organizational change.
In this presentation, we explore traditional organizational models and how they have been used to align structure and operations to business strategies.
We will show how those models can still operate as diagnostic tools to understand where various organizational factors can be out of balance.
Then, we will show how organizations have shifted from static models for diagnostics and alignment to flexible models that help organizations adapt to continuous, dynamic change.
Understanding Business Function and Business ProcessSeta Wicaksana
Enterprise Resource Planning (ERP) programs: Core software used by companies to coordinate information in every area of business
Help manage companywide business processes
Use common database and shared management reporting tools
Business process: Collection of activities that takes some input and creates an output that is of value to the customer
HC Company Profile 2024 Excellence JourneySeta Wicaksana
Humanika Consulting is an HRD and Management consultant brand under the auspices of PT Humanika Amanah Indonesia. As a brand, Humanika Consulting, which was established in 2004, started its career in developing human resources through training program activities using an outdoor activity (Outbound) approach. The Experiential Learning method is promoted in developing people through continuous change so that the S.O.B.A.T. (Semua Orang Bisa Hebat) becomes a platform in the change process, namely Start, Order, Breakthrough, Accelerate, and Transform.
To anticipate high demands regarding Individual Assessment, Humanika Consulting has innovated to create a web-based application and has parameters (Job-Person Profile Matching), by having a subsidiary, PT Humanika Bisnis Digital, which a subsidiary that concentrates on Big Data and research related to HR. in 2019.
Business Strategy Creating and Sustaining Competitive AdvantagesSeta Wicaksana
Effective strategies in an environment of constant change are a key requirement for success.
Corporate strategy: Deciding on the scope and purpose of the business, its objectives, and the initiatives and resources necessary to achieve the objectives.
Strategic Management Organization objective with Appreciative InquirySeta Wicaksana
To introduce the philosophy, practice and process of Appreciative Inquiry so that you can apply it to your setting objectives in strategic management.
Appreciative inquiry (AI) is a positive approach to leadership development and organizational change. The method is used to boost innovation among organizations.
A company might apply appreciative inquiry to best practices, strategic planning, and organizational culture, and to increase the momentum of initiatives.
Developing Organization's Vision, Mission and ValuesSeta Wicaksana
Together, the vision, mission, and values statements provide direction for everything that happens in an organization.
They keep everyone focused on where the organization is going and what it is trying to achieve. And they define the core values of the organization and how people are expected to behave.
Creating a mission, values and vision makes a statement as to how a company and its personnel will interact with the consumer, its colleagues and even competitors.
The value, mission and vision statements of a company are the foundation on which all business is conducted and decisions are made.
The Future of Business, Organization and HRMSeta Wicaksana
In an ever-evolving global landscape, the realm of business development is undergoing a profound transformation.
The convergence of technological advancements, shifting consumer preferences, and dynamic market conditions has created a paradigm shift that promises to reshape the way businesses approach growth and expansion.
The future of business development is not only about adapting to change but also about harnessing emerging trends and innovations to thrive in an increasingly competitive environment.
To better organize a business in the future, leaders should embrace nine imperatives that collectively explain “who we are” as an organization, “how we operate,” and “how we grow.”
Transformasi menuju SDM Unggul dalam Era VUCASeta Wicaksana
Pembangunan Sumber Daya Manusia (SDM) unggul adalah bagian dari proses dan tujuan pembangunan nasional Indonesia. Saat ini Indonesia menghadapi tantangan untuk mengejar ketertinggalan dari bangsa-bangsa lain yang telah lebih dahulu maju. Tantangan menjadi lebih berat karena saat ini berada di era VUCA yaitu Volatility, Uncertainty, Complexity, dan Ambiguity.
Kita hidup di dunia dengan perubahan yang sangat cepat, tidak terduga, dipengaruhi oleh banyak faktor yang sulit dikontrol, dan kompleks. Mustahil kita mampu mencapai kemajuan dan kemandirian bangsa apabila kita mengabaikan pembangunan yang semestinya bertitik berat pada keunggulan sumber daya manusia. Hanya melalui SDM unggul kita akan mampu menghadapi era VUCA ini dan mampu berkompetisi dengan bangsa–bangsa lain. Era VUCA harus kita hadapi dengan mencetak SDM unggul Indonesia.
SDM unggul adalah SDM yang mampu beradaptasi, menerima dan merangkul perubahan sebagai bagian dari lingkungan yang tidak dapat diprediksi. Di samping itu, SDM unggul juga adalah SDM yang mampu memahami sekaligus melaksanakan tugas pekerjaannya secara tuntas dan berkualitas dengan visi kerja yang jelas dalam menghadapi tantangan dan ketidakpastian, yang mampu berkolaborasi dan bersinergi secara efektif dengan kolega, tim kerja, dan menjadi insan penggerak perubahan dan inovasi dalam menghadapi kompleksitas persoalan organisasi. SDM unggul juga diharapkan mampu mengatasi ambiguitas dengan agilitas serta memiliki ketangkasan dan kecerdasan dalam menjalankan tugas pekerjaannya.
Using Workload Analysis for Manpower PlanningSeta Wicaksana
Mengapa Manpower Planning dibutuhkan:
Membantu mengidentifikasi kekurangan atau kelebihan tenaga kerja, sehingga memungkinkan perusahaan mengambil langkah-langkah yang diperlukan untuk mengatasi masalah ini sebelum menjadi masalah.
Memastikan bahwa program rekrutmen dan seleksi didasarkan pada perencanaan tenaga kerja untuk mendapatkan hasil terbaik.
Membantu mengurangi biaya tenaga kerja dengan mengidentifikasi kelebihan staf atau jadwal shift kelebihan staf.
Membantu mengidentifikasi talenta yang tersedia dalam angkatan kerja, seperti pekerja terampil, dan membuat rencana pengembangan untuk mereka.
Membantu mengoptimalkan penggunaan sumber daya manusia yang ada, sehingga menghasilkan produktivitas yang lebih tinggi dan biaya yang lebih rendah.
Membantu meningkatkan kepuasan karyawan dengan memastikan bahwa tenaga kerja yang ada terlibat dalam pekerjaan yang bermakna.
The Talent Management Navigator Performance ManagementSeta Wicaksana
Effective Performance Management supports the achievement of both individual and business objectives. Through the Performance Management Process:
Employees understand how the work they are doing supports the broader goals of the organization
Employees understand what is expected of them, how they’re performing against those expectations, and how they can continue to improve their performance and contributions to advance their own career and business objectives
Managers provide feedback and coaching throughout the year to support employees in sustaining and improving their performance and developing their capabilities in alignment with their career goals
Employees and managers maintain on-going communications about performance and development progress and use the Company’s approved documents and/or technology to document progress
“Most companies still earn profits per employee at close to the same low levels earned in the 20th century because they have not become very adept at mobilizing the mind power of their workforces.
As a comparison, the average top-30 company increased profits per employee 70 percent
The target should be to improve profits per employee by 30 to 60 percent or more. “
“The opportunities to improve the performance of workers just from increased efficiency alone are huge: Surveys show that a majority of workers in thinking-intensive jobs in large companies feel they waste from half a day to two days out of every workweek...
The opportunities to improve the effectiveness of such workers are even larger. The opportunities to mobilize the latent intangible assets (that is, knowledge, skills, relationships and reputations) of a company’s workforce are vast.”
Changing Group to High Performing Teams with SOBATWAY through coachingSeta Wicaksana
Teamwork is important because it promotes a positive work environment where employees can achieve more opportunities and overcome more obstacles.
Businesses and organizations need teamwork the most when a project is time-sensitive and requires a diverse set of skills and experiences.
Teamwork can improve efficiency and productivity.
Efficiency rules when work is appropriately divided within a team, responsibilities are shared, and tasks are more likely to be finished within a set time frame. Good teamwork also enhances group outcomes and the measurable effectiveness of organizations.
Changing Group to High Performing Teams with SOBATWAY through LeadingSeta Wicaksana
A productive leader can help to improve efficiency by getting the most out of their team.
Leaders can help improve efficiency by ensuring everyone is working towards the same goal and doing what they do best.
They can provide guidance and direction and delegate tasks to make the most of everyone's strengths.
Someone who leads by example can expect to receive trust and respect from their team.
Superiors see them as someone who is capable of running a team, and employees see them as trusted mentors.
A trusted leader can also inspire teammates to respect and trust each other.
Changing Group to High Performing Teams with SOBATWAY through ParticipatingSeta Wicaksana
Why is participation important in teams?
Increases productivity
No matter how you measure it, participation promotes productivity by helping teams work through problems, ideate different solutions, raise potential roadblocks, and communicate goals more clearly.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
3. Research process - summarized as 5–step sequence
Statement of the problem
Design of research study
Measurement of variables
Analysis of data
Conclusions from research
The Empirical Research Cycle
4. STATEMENT OF THE PROBLEM
Statement of the problem
Design of research study
Measurement of variables
Analysis of data
Conclusions from research
Theory
- Inductive method
- Deductive method
5. STATEMENT OF THE PROBLEM
Statement of the
problem
Statement: It is difficult for individuals in dual-career
families to experience WF balance.
Research Question: How can individuals in dual-
career families experience WF balance?
Hypothesis: Dual-career individuals who have family
and organizational support are more likely to
experience WF balance compared to dual-career
individuals with no family and organizational support.
Hypothesis
Example:
6. Statement of the problem
Design of research study
Measurement of variables
Analysis of data
Conclusions from research
RESEARCH DESIGN
Plan of Study
- Internal & External Validity
- Naturalness of Setting
- Degree of Control
Primary Research Methods
- Laboratory Experiment
- Quasi Experiment
- Questionnaire
- Observation
- Qualitative
Secondary Research
7. Plan of Study: Internal Validity
The extent to which we can infer
that a relationship between two
variables is causal or that absence
of a relationship implies absence
of cause.
The extent to which observed
relationship obtained from
research design/study is real or
artifactual.
8. Plan of Study: External Validity
The extent to which the findings
from a research study are
relevant to individuals and
settings beyond those
specifically examined in the
study.
The extent to which observed
relationship obtained from
research design/study are
“generalizable”.
9. or
Plan of Study:
Naturalness of Research Setting
- "artificiality"
- contrived and artificial
- controlled
-"naturalness"
- typically employs a
real–life setting
Lab Field
10. Plan of Study: Degree of Control
• Confounding and extraneous variables
• Manipulation—this is reflective of a high degree of
control
• Research designs that permit manipulation are
technically referred to as "experiments"
12. Primary Research:
Experimental Research
Experiment
• Investigator manipulates a variable under carefully
controlled conditions and observes whether changes
occur in a second variable
• Used to detect cause-and-effect relationships
Conditions that make a true experiment
• Manipulation of independent variables
• Random assignment into experimental conditions
(experimental conditions & control)
13. Primary Research: Experimental
and Control Groups
Experimental group
•Subjects who receive some special treatment in
regard to the independent variable
Control group
•Subjects who do not receive the special treatment
given to the experimental group
LOGIC: If the 2 groups are identical except for the variation
created by the manipulation of IV, then any differences between
groups must be due to manipulation of the IV
15. Research Methods Experiment
Study conducted in a contrived environment
• Benefits:
– Provides more safety
– Cause and effect relationships
• Manipulate I.V. (e.g., leadership style)
• Measure D.V. (e.g., task performance)
• Control extraneous variables (e.g., experience)
• Disadvantages:
– Time consuming
Quasi-Experiment – not randomized or unable to
manipulate IV (e.g., gender)
16. • Participants must be and are selected for different conditions
from pre–existing groups
• Levels of the IV are/may be selected from pre–existing values
and not created through manipulation by the researcher
• Unlike true experimental designs where participants are
randomly assigned to experimental and control groups, with
quasi–experimental designs they are NOT
• Quasi–experiments DO NOT permit the researcher to control the
assignment of participants to conditions or groups
Primary Research
Field Experiments: Quasi-Experiments
18. Greenberg: Employee Theft and
Underpayment Inequity
• Theft is a mechanism for
redressing states of inequity
• Adequate explanations can
lessen feelings of inequity
• This is “dose-responsive”:
magnitude of the expressed
inequity, rate of theft
Pay
deduction
Expressed inequity
(Employment theft)
19. Plant 1 Plant 2 Plant 3
Control
No cut in
pay
Condition 1
Inadequate
explanation
Condition 2
Adequate
explanation
DV
Employee theft
Greenberg: Employee Theft and
Underpayment Inequity
20. Greenberg: Employee Theft and
Underpayment Inequity
Time 1 End Measurement
Plant A 64 55 1. Actuarial data on
employee theft
2. Self-reported
measures
Plant B 53 30
Plant C
Control
66 58
•Randomly selected treatment for A and B, C as control
•Assumed/proved homogeneity among subjects in different plants
•Same characteristics among those who dropped out.
•Treatment was received the same by all workers in a plant.
21. 0
1
2
3
4
5
6
7
8
9
B efore During A fter
Time Period R elative to Pay C ut
MeanPercentageof
EmploymentTheft
Inadequate
explanation
Adequate
explanation
C ontrol
Greenberg: Employee Theft and
Underpayment Inequity
22. Primary Research:
Naturalistic Observation
Careful, usually prolonged, observation of behavior
without intervening directly with the subjects
• No manipulation by researcher
• No random assignment
Often referred to as ex post facto designs
23. Research Methods
Naturalistic Observation
Observe overt behaviors over time
– Systematic sampling at various times
– Representative sample
• Benefits:
– Use to generate hypotheses
• Disadvantages:
– Experimenter bias
– Obtrusiveness
– Frequency of behavior occurring
24. Primary Research: Survey Research
Measurement and assessment of
opinions, attitudes, and other
descriptive phenomenon usually
by means of questionnaires and
sampling methods
• Popular method of research for I/O
psychologists
• Limitations include return rate
• Web-based survey
25. Research Methods
Questionnaire/Survey
Self-report to obtain data on attitudes/behaviors
conducted by phone, mail, interviews, electronically
• Benefits:
– Can collect a large quantity of data
• Disadvantages:
– Accuracy of reporting
– Representativeness of sample
– Return rate
26. Primary Research: Qualitative
A class of research methods in which the investigator takes an
active role in interacting with the subjects he or she wishes to
study
• Interview/focus group
• Ethnography: a research method that utilizes field
observation to study a society’s culture.
• Emic versus Etic
- Emic: an approach to researching phenomena that
emphasizes knowledge derived from the participants’
understanding of their own culture.
- Etic: An approach to researching phenomena that
emphasizes knowledge derived from the perspective of an
objective investigator in understanding a culture.
28. Secondary Research Methods
Meta-analysis – statistical procedure designed to
combine the results of many individual, independently
conducted empirical studies into a single result or
outcome
Differences in studies could be due to statistical artifacts.
Issues:
- File draw effect
- Subjective nature of research
A class of research methods that examines
existing information from research
29. Measurement of Variables
Statement of the problem
Design of research study
Measurement of variables
Analysis of data
Conclusions from research
Types of Measurement
Level of Measurement
Characteristic
30. • Independent/dependent
• Predictor/criterion
• Continuous/discrete
• Qualitative/quantitative
Measurement of Variables:
Types of Variables
Variable: Some property of an object, phenomenon, or
event whose measurement can take on two or more
values
31. Measurement of Variables:
Types of Variables
In a study of the effects of different types of legal arguments on
jurors’ perceptions of the guilt or innocence of a defendant,
subjects were randomly assigned to hear an argument which
related to their daily experiences or to an argument of a more
abstract and idealistic nature. After listening to one of these
legal arguments, subjects were asked to rate the guilt or
innocence of the defendant on a twelve-point scale.
What is the DV and what is the IV?
32. Measurement of Variables:
Levels of Measurement
A scale is a measuring device used to assess a
person's score or status on a variable
The four basic types of scales are:
Nominal scales
Ordinal scales
Interval scales
Ratio scales
33. Measurement of Variables:
Levels of Measurement
Nominal Scale: 1=Single 2=Married
Ordinal Scale
Not Satisfied Satisfied Very Satisfied
1 2 3
Interval Scale
Degrees Fahrenheit
65 66 67 68 69 70 71 72 73 74 75 76 77 78 79
Ratio Scale
Weight in pounds
0 1 2 3 4 5 6 7 8 9 10 11 12 13 14
34. Good test or
measurement system
should be:
- reliable
- valid
- objective
- standardized
Measurement of Variables:
Characteristics of Good Measurement
35. STATISTICAL ANALYSES OF DATA
Statement of the problem
Design of research study
Measurement of variables
Analysis of data
Conclusions from research
Purpose
Distributions and Their Shape
Measures of Central Tendency
Measures of Variability
Correlation
36. Statistical tests are procedures
that are used to:
- Describe data
- Analyze relationships
between variables (i.e.,
make inferences)
Statistical Analysis: Purpose
37. Research Steps :
Statistical Analysis
Descriptive vs. Inferential Statistics
• Descriptive stats merely describe
data
– Frequency
– Central tendency
– Variability
• Inferential stats used to test
hypotheses
– T-Test
– Analysis of variance
– Correlation
– Regression
– Non-parametrics
38. Data Analysis Central Tendency
1. Mean – average: X = ∑X / N
Mean = 72 / 8 = 9
2. Median – middle score (when placed in order)
- use when outliers exaggerate the mean
Median = 8.5
3. Mode – most often occurring score
Mode = 6
_
example scores = 5, 6, 6, 8, 9, 10, 11, 17
* In a normal distribution, Mean = Median = Mode
39. Data Analysis Variability
• Range - distance between highest and lowest score
– (Range = High score – Low score)
– Range = 17 – 5 = 12
• Standard Deviation – average distance from the mean
– S= Σ(x – x)2 / n – 1
S = (5-9) 2 + (6-9) 2 + (6-9) 2 + (8-9) 2 + (9-9) 2 + (10-9) 2 + (11-9) 2 + (17-9) 2 / 7
S = 3.85
41. Data Analysis Correlation
Correlation ( r ) – Degree of relationship between
two variables
– Used for prediction
– Cannot be used to infer causation
– Range from –1 to +1
– Negative r – as one variable increases the other
decreases
– Positive r – as one variable increases so does the other
– Zero r – no relationship between the two variables
r A B C
A 1.0
B .40 1.0
C .20 .09 1.0
43. Correlation Examples
• IQ scores of identical twins: r = +.86
• Phases of the moon & # acts of violence: r = .00
• Economic conditions & # lynchings: r = -.43
• Amount of ice cream sold & # drownings: r = +.60
• Price of rum in Cuba & priests salaries in New England:
r = +.38
• Number of cigarettes smoked per day & incidence of
lung cancer: r = ???
44. Statistical Analysis:
Correlation coefficients examples
Bond, F. W., Bunce, D. (2003). The Role of Acceptance and Job Control in Mental Health, Job Satisfaction,
and Work Performance. Journal of Applied Psychology, 88, 1057-1067.
45. Statistical Analysis:
Correlation coefficients examples
Barling, J., Kelloway, K. E., Iverson, R. D. (2003). High-quality work, job satisfaction, and occupational
injuries. Journal of Applied Psychology, 88, 276-283.
46. Statistical Methods Regression
Regression Variables (used for prediction)
Yi = ß0 + ß1Xi1 + ß2Xi2 (Y = a + b1X1)
• Predictor Variable (X) – measure used to predict an
outcome (similar to independent variable)
– Example: selection test scores, years of experience,
education level
• Criterion Variable (Y) – outcome to be predicted
– Example: work performance, turnover, sales, absenteeism,
promotion, etc.
• Example: AFOQT scores as predictors of pilot training
performance
47. Conclusions
Statement of the problem
Design of research study
Measurement of variables
Analysis of data
Conclusions from research
• Theoretical and applied
implications
• Limitations
• Generalizability
• Size and
representativeness of
sample
• Research method &
protocol
• Suggestions for future
research
48. Statistical Pitfalls:
Bias
• Representative Sampling
– Selecting a sample that parallels the population
– Might use covariates to account for differences
• Statistical Assumptions
– ANOVA assumes a normal distribution and
independence
• Lack of normality is only minor problem, but may want
to identify distribution shape and why
• Observations may not be independent, may need to
aggregate (e.g., class instead of student)
49. Statistical Pitfalls:
Errors in Methodology
• Statistical Power – probability of detecting a true
difference of a particular size
– Type I error – falsely reject null hypothesis when a true
difference does not exist
– Type II error – fail to reject null hypothesis when a true
difference does exist
– Power affected by
• Sample size
• Effect size (e.g., Cohen’s D)
• Type I error rate selected (alpha)
• Variability of sample
– (F ratio = var between group / var within group)
50. Statistical Pitfalls:
Errors in Methodology
• Multiple Comparisons – if you compare enough
variables, will find a relationship by chance alone
– Bonferroni correction – family-wise adjustment
(alpha = .05 / #comparisons)
– Replicate
– Cross-validate (holdout sample)
• Measurement Errors
– Reliability: Consistency of Measure
– Validity: Measures what it was designed to measure
51. Statistical Pitfalls:
Problems with Interpretation
• Confusion over significance
– P value does not reflect effect size – could have a
small effect, but a lot of power
• Precision vs. Accuracy
– More decimals not necessarily more accurate
• Causality
– Correlations are not causal, but ANOVA may not
be either
52. Statistical Pitfalls:
Problems with Interpretation
• Graphs
– May not provide accurate portrayal of data
81
81,5
82
82,5
83
83,5
84
Group A Group B
Score
0
20
40
60
80
100
Group A Group B
Score
53. Research Critical Thinking
Always think critically about the research you read
– Who were the participants in the study?
– How strong of a relationship was found?
– Was it causal or correlational?
– Was it a field study or laboratory study?
– How was data collected and analyzed?
– Do you agree with the conclusions based on the analyses
provided?
54. Ethics in Research: What is
Ethical Research?
Participant
Cost
Gains to
Field
• Do not always
know effects ahead
of time
• Ethical guidelines
change over time
55. Ethics in Research:
What is Ethical Research?
Ethically based research is concerned about the welfare of the
research participant, maintaining honesty in conducting and
reporting scientific research, giving appropriate credit for ideas and
effort and considering how knowledge gained through research
should be used.
There are no clear “right” or “wrong’ answers.
Treating research participants ethically matters not only for the
welfare of the individuals themselves but also for the continued
effectiveness of behavioral science as a scientific discipline
56. Ethics in Research:
Protecting Participants
Type of Threats
- Past research: e.g., Milgram studies
- Participants may be told they failed an IQ or social skills test
- Participant may learn something negative about themselves
(tendency to stereotype others or they make unwise
decisions)
- Participants may perform behavior they are later
embarrassed about
The Potential for Lasting Impact
57. Ethics in Research:
Providing Freedom of Choice
Conducting research outside the laboratory
- Participant may not know research is happening
- Institutions
Securing Informed Consent
Weighing informed consent versus the research
goals
58. Ethics in Research:
Power Differentials
Avoiding Abuses of Power
Respecting Participants’ Privacy
- anonymous vs. confidential
59. Ethics in Research:
Describing Research
Deception: occurs whenever research participants are not
completely and fully informed about the nature of the
research project before participating in it.
- Active vs. Passive
- When Deception is necessary
- Simulation studies
- Consequences
- Debriefing
60. Ethics in Research:
Ensuring Research is Ethical
Department of Health and Human services has developed
regulations for the protection of both animal and human research
participants.
• require all universities set up institutional review board (IRB)
to determine whether proposed research meets regulations
• researchers submit a written application to IRB requesting
permission to conduct research
• researchers have to describe potential risks and benefits.
Researcher's Own Ethics
61. Research in Summary
Statement of the problem
Design of research study
Measurement of variables
Analysis of data
Conclusions from research
Each stage
should be
conducted in an
ethical and
scientific
manner
62. Research in Industry
• Distinguishing Features
– Arise from organizational
problems
– Use of results
– Motives
– Science-practice divide