Question
Jan Villaroel
Topic: Others Posted 1 year ago
The CPI results were the only information the psychologist used to make the promotional decision, and these results were accepted as the "truth" regardless

DQ2

Topic: Personnel Psychology Case Study
Analyze the following case study regarding ethics in personnel psychology.
A psychologist administered the California Psychological Inventory (CPI) to assess candidates for promotion to senior management positions within an organization.

• The CPI results were the only information the psychologist used to make the promotional decision, and these results were accepted as the "truth" regardless of the situational factors involving the inventory administration process.
• The psychologist was not familiar with the research evidence suggesting that test and retest CPI profiles differ considerably depending on specific family or work stresses at the time of administration.
• The psychologist did not administer any other inventories nor did he consider other evidence (e.g., appropriate performance ratings).
• The psychologist used only the CPI because the organizational management wanted to announce the promotions immediately.
• The psychologist recommended that a job analysis be performed to link the CPI's constructs to the requirements of the managerial job, but management rejected the recommendation because the linkage appeared obvious.
• The psychologist handled the matter rapidly because the contract to conduct the assessment had tight time requirements.
Based on this information:

1. What ethical dilemma(s) exist(s)?
2. What portions of the APA code might be applicable?
3. What should the psychologist have done?


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Koala Tutor
Sep 19, 2023
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1. The ethical dilemma in this case study involves several factors. First, the psychologist solely relied on the CPI results without considering other situational factors or administering additional inventories. This raises concerns about the validity and fairness of the assessment process. Second, the psychologist was not familiar with the research evidence suggesting that test and retest CPI profiles can vary depending on specific stresses, which may have influenced the candidate's results. Third, the psychologist's decision-making was influenced by the organizational management's desire for immediate promotions, compromising the thoroughness and fairness of the assessment process. Finally, the psychologist's recommendation for a job analysis was disregarded by management, indicating a lack of consideration for the appropriateness of using the CPI for the specific managerial job requirements.

2. Several portions of the APA (American Psychological Association) code may be applicable in this case.
- Principle A: Beneficence and Nonmaleficence - The psychologist should have prioritized the well-being and interests of the candidates and the organization by ensuring a comprehensive and fair assessment process.
- Principle E: Respect for People's Rights and Dignity - The psychologist should have considered the rights and fairness of the candidates by using multiple assessment methods and considering situational factors.
- Principle F: Responsibility to Society - The psychologist should have upheld their responsibility to society by advocating for a job analysis to link the CPI constructs to the managerial job requirements.

3. The psychologist should have taken several actions in this case. Firstly, they should have advocated for a comprehensive assessment process that incorporated additional inventories, job analysis, and consideration of situational factors. Secondly, the psychologist should have sought out research evidence on the limitations of the CPI and informed management about potential biases or discrepancies based on specific stresses. Additionally, the psychologist should have communicated the importance of conducting a job analysis to link the CPI constructs to the requirements of the managerial positions. If management rejected the recommendation, the psychologist should have emphasized the ethical implications of this decision and sought different options, such as consulting with an ethics committee or seeking guidance from APA guidelines. Finally, the psychologist should have allocated sufficient time and resources to ensure a thorough and fair assessment process, rather than prioritizing immediate promotions.

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