Assessment of Personality and Psychopathology: Psychodiagnosis Case Formulation Behavioural Predication Treatment Planning Neuropsychological Assessment Methods and Recommendations for Making Judgements Clinical Judgement Computers and Judgement Improving Psychological Assessment.

Studying the Clinician: Judgment Research and Psychological Assessment

A comparison of weight approximation techniques in multiattribute utility decision making

Several reviews have been made regarding the methods and application of multi-objective optimization (MOO). There are two methods of MOO that do not require complicated mathematical equations, so t...

https://www.tandfonline.com/doi/pdf/10.1080/23311916.2018.1502242

A review of multi-objective optimization: Methods and its applications

Determinants of performance of systems and processes for planning and decision support are discussed. This paper is directed at people who design such systems and processes, who use such systems and processes, and who manage organizations in which these may be used. The literature cited is associated with several areas including psychology, organizational behavior and design, information science, management science, computer science, and related disciplines. Performance determinants and design requirements for systems and processes for planning and decision support are especially stressed. A number of areas where additional research appears needed are mentioned, and some recommendations and interpretations are given concerning both contemporary efforts and needed future efforts.

Behavioral and organizational considerations in the design of information systems and processes for planning and decision support

Excerpt] This chapter will discuss utility analysis (VA), which attempts to answer such questions by focusing on decisions about human resources. Utility analysis refers to the process that describes, predicts and/or explains what determines the usefulness or desirability of decision options, and examines how that information affects decisions. In HRM and I/O psychology, the focus lies on decisions involving employment relationships and employee behaviors. Thus, I/O psychologists use the term utility analysis to refer to a specific set of models that reflect the consequences, usually performance-related, of programs designed to enhance the value of the work force to the employing organization.

Utility Analysis for Decisions in Human Resource Management

The general problem of how to determine the worth or utility of alternatives that vary on many dimensions is of great practical importance. Although the number and types of situations that require such evaluations are large, the most usual way of performing such tasks has been unaided “intuition” (or, clinical judgment); i.e., the decision maker somehow does a mental trade-off analysis between the various attributes and alternatives in order to come to an evaluation/ decision. The cognitive difficulties of performing such a feat are formidable. For example, consider a situation with ten alternatives, each varying on six attributes. The intuitive decision maker has the task of locating ten alternatives in a six dimensional indifference space and picking the one with the highest utility. In such complex situations, an accumulating body of psychological research on the decision process has shown that people will reduce task complexity by using various heuristics (e.g., Tversky, 1969; 1972; Payne, 1976). While these heuristics have the advantage of allowing a decision maker to perform a complex task, they may lead to non-optimal behavior (e.g., consistent intransitivities). Furthermore, the literature on clinical judgment (Meehl, 1954; Sawyer, 1966) has also shown that experts have great difficulty in intuitively combining information in appropriate ways.

William McCoach

Papers

A Simple Multiattribute Utility Procedure for Evaluation