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Tests of Mean Differences
Industrial and organizational psychologists use tests of mean differences when they are interested in performing group comparisons. For example, organizational researchers might want to compare a group of employees to a group of managers in terms of their satisfaction with pay, or compare a group of employees who participated in a leadership development program to a group of employees who did not participate in this program in terms of their leadership skills.
Variations of Tests Used to Examine Mean Differences
A number of statistical techniques are available to perform group comparisons. These techniques can be categorized based on a number of criteria—the number of groups compared to each other, the number of factors that determine group membership, the number of dependent variables (DVs) on which groups are ...
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- Organizational Attraction
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- Placement and Classification
- Realistic Job Preview
- Recruitment
- Recruitment Sources
- Strategic Talent Management
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- Evaluation and Performance Management
- 360-Degree Feedback
- Assessment Center
- Assessment Center Methods
- Electronic Performance Monitoring
- Employee Performance Recognition
- Error Management Training
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- Feedback Seeking
- Performance Appraisal
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- Performance Feedback
- Rater Training
- Rating Errors and Perceptual Biases
- Results-Only Work Environment
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- Individual Differences
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- Retirement
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- Abusive Supervision
- Bullying at Work
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- Counterproductive Work Behaviors, Interpersonal Deviance
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- Theft at Work
- Victimization
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- Flow
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- Mood
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- Dirty Work
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- Illegitimate Tasks
- Job Demands–Control Theory
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- Employee Grievance Systems
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- Group Cohesiveness
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- Groups
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- Guanxi
- Input–Process–Output Model of Team Effectiveness
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- Justice in Teams
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- Implicit Theory of Leadership
- Judgment and Decision-Making Process
- Judgment and Decision-Making Process: Advice Giving and Taking
- Judgment and Decision-Making Process: Heuristics, Cognitive Biases, and Contextual Influences
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- Normative Models of Decision Making and Leadership
- Prospect Theory
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- Situational Leadership Theory
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- Trust
- Volunteer Management
- Workplace Spirituality and Spiritual Leadership
- Motivation and Job Design
- Action Regulation Theory
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- Control Theory
- Employee and Leader Self-Talk
- Empowerment
- Equity Theory
- Expectancy Theory of Work Motivation
- Gamification at Work
- Goal Orientation
- Goal-Setting Theory
- Human–Computer Interaction
- Incentives
- Intrinsic and Extrinsic Work Motivation
- Job Characteristics Theory
- Job Crafting
- Job Design
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- Need Theories of Work Motivation
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- Privacy at Work
- Psychological Contract
- Reinforcement Theory of Work Motivation
- Self-Concept Theory of Work Motivation
- Self-Determination Theory
- Self-Efficacy
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- Self-Regulation Theory
- Social Cognitive Theory
- Subconscious Motivation
- Theory of Work Adjustment
- Two-Factor Theory
- Work Motivation
- Organizational Climate and Culture
- Organizational Success, Structure, Design, and Change
- Automation/Advanced Manufacturing Technology/Computer-Based Integrated Technology
- Balanced Scorecard
- Dispositional Resistance to Change
- Downsizing
- Furloughs
- High-Performance Organization Model
- High-Reliability Organizations
- Institutional Theory
- Knowledge Management
- Learning Organizations
- Mergers, Acquisitions, and Strategic Alliances
- Open Systems Theory
- Organizational Behavior Management
- Organizational Change
- Organizational Change, Resistance to
- Organizational Communication, Formal
- Organizational Communication, Informal
- Organizational Development
- Organizational Image
- Organizational Structure
- Outsourcing and Temporary Work
- Sociotechnical Approach
- Strategic Planning
- Survivor Syndrome
- Theory of Action
- Total Quality Management
- Virtual Organizations
- Productive Employee Behavior and Performance
- Careers, Identity, and Work–Life Issues
- A Career in I-O Psychology
- Becoming and Being an I-O Psychologist
- Academic Careers in Industrial and Organizational Psychology
- Careers for Industrial and Organizational Psychologists
- Funding Sources for Industrial and Organizational Psychology Research
- Practice Careers in Industrial and Organizational Psychology: External Consulting Roles
- Practice Careers in Industrial and Organizational Psychology: Internal Roles
- Preparing for Academic Careers in Industrial and Organizational Psychology
- Preparing for Careers in Industrial and Organizational Psychology Practice
- Scientist–Practitioner Model
- Succeeding in Academic Careers in Industrial and Organizational Psychology
- Succeeding in Careers in Industrial and Organizational Psychology Practice
- Tips for Applying to Industrial and Organizational Psychology Graduate School
- Tips for Creating a Consulting Practice
- Tips for Getting an Internship
- Professional Organizations and Journals for I-O Psychologists
- Journal of Applied Psychology
- Personnel Psychology
- Academy of Management
- Alliance for Organizational Psychology
- American Psychological Association, Association for Psychological Science
- European Association of Work and Organizational Psychology
- Human Factors and Ergonomics Society
- Industrial and Organizational Psychology Journals
- International Association of Applied Psychology
- Society for Human Resource Management
- Society for Industrial and Organizational Psychology
- Becoming and Being an I-O Psychologist
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