직업심리학 (Vocational Psychology)
What this domain tests
직업심리학 covers individual differences, psychological measurement, job analysis, motivation, and work stress. Expect calculation items on reliability and standard error of measurement, plus items asking which test or job-analysis method is appropriate.
Core rules and concepts
- Reliability: test-retest, parallel forms, internal consistency (Cronbach's α for polytomous items; KR-20 for dichotomous), and inter-rater reliability. SEM = SD × √(1 − r).
- Validity: content, construct, and criterion-related (concurrent and predictive). A predictive validity coefficient is usually attenuated by range restriction and criterion contamination.
- Split-half reliability is corrected with the Spearman-Brown formula: r_total = 2r / (1 + r).
- Instruments: GATB-style aptitude batteries; Holland's SDS; MBTI and Big Five. MBTI is popular for development but inappropriate as a sole selection tool.
- Job analysis: FJA (data, people, things), PAQ (worker-oriented questionnaire), DACUM (expert panel), critical incident technique, and competency modeling.
- Motivation: Maslow's hierarchy, Herzberg's two-factor theory, Vroom's expectancy theory, Locke's goal-setting theory, Adams's equity theory.
- Stress and burnout: Karasek's demand-control model, effort-reward imbalance, and Maslach's three dimensions-emotional exhaustion, depersonalization, reduced personal accomplishment.
Worked example
A test has SD = 10 and reliability r = .80. SEM = 10 × √(.20) = 10 × .447 = 4.47. A score of 70 therefore has a 68% confidence band of roughly 65.5–74.5. The reasoning matters: lower reliability widens the band, so decisions near a cutoff become less defensible.
Traps that cost marks
Saying a test is valid because it is reliable; reporting r² as the validity coefficient; using KR-20 with Likert items; and treating MBTI type as a selection criterion.