applied psyc

Question 1

How does applied psychology differ from basic psychology?

Answer 1

It uses psychological theory to solve real-world problems.

Question 3

What are examples of applied psychology fields?

Answer 3

Health, forensic, environmental, educational, organizational psychology.

Question 4

What kinds of methods are used in applied psychology?

Answer 4

Both descriptive (e.g., surveys) and manipulative (e.g., interventions).

Question 5

What is external validity?

Answer 5

The extent to which findings generalize to real-world settings.

Question 5

Why is relying on WEIRD samples a problem?

Answer 5

Results may not generalize to other populations.

Question 6

What is reliability in measurement?

Answer 6

Consistency of a measure across time and situations.

Question 7

What is validity in measurement?

Answer 7

Whether a test measures what it claims to.

Question 8

What’s the difference between statistical and practical significance?

Answer 8

Statistical = results unlikely by chance; practical = real-world relevance.

Question 11

What is a Type I error?

Answer 11

False positive – claiming an effect that isn’t there.

Question 12

What is a Type II error?

Answer 12

False negative – missing an effect that is actually there.

Question 13

What roles do applied psychologists play?

Answer 13

Research, evaluations, policy advice, consulting, activism.

Question 14

What’s an example of an applied research question?

Answer 14

How can feedback improve student motivation?

Question 15

What does Intergroup Contact Theory propose?

Answer 15

Contact between opposing groups can reduce conflict and prejudice under optimal conditions.

Question 16

What are the four optimal conditions for intergroup contact (Pettigrew & Tropp, 2008)?

Answer 16

Equal status, Cooperation toward a common goal, Institutional support (normative), High acquaintance potential (e.g., friendship)

Question 17

What are the benefits of positive intergroup contact?

Answer 17

Reduced prejudice
Lower intergroup anxiety
Greater trust
Improved empathy and warmth

Question 18

What is “group salience” and its proposed role in generalisation?

Answer 18

Group salience = seeing contact partners as typical outgroup members, helping generalize positive contact to the whole group.

Question 19

What are risks of group salience?

Answer 19

Negative experiences can also generalize
Contact can provoke anxiety

Question 20

What affective mechanisms reduce prejudice?

Answer 20

Reduces intergroup anxiety
Increases empathy and trust

Question 21

How does contact reduce prejudice cognitively?

Answer 21

Weakens stereotypes
Encourages recategorization of outgroup as similar

Question 22

How do majority group members often experience contact?

Answer 22

Focus on appearing non-prejudiced
Greater reduction in prejudice and anxiety

Question 23

How do minority group members often experience contact?

Answer 23

Focus on being judged/discriminated against Weaker effects from contact Concern about microaggressions and status reaffirmation

Question 24

What is the sedative effect in intergroup contact?

Answer 24

Positive contact reduces perceived discrimination Leads to less support for collective action Emphasizes commonalities, obscures inequalities

Question 25

What are examples of indirect intergroup contact?

Answer 25

Imagined contact Online contact Hearing about others' positive experiences (extended contact)

Question 26

What is collective action?

Answer 26

Coordinated group behavior aimed at changing group status, conditions, or identity.

Question 27

What are examples of collective action?

Answer 27

Protests, petitions, unionising, using symbols

Question 28

What is SIMCA?

Answer 28

Social Identity Model of Collective Action — includes identity, efficacy, and injustice as key motivators.

Question 29

What is ESIMCA?

Answer 29

Encapsulated SIMCA — adds that identity can be shaped by perceived injustice and group efficacy.

Question 30

What is the main difference between crowd behavior and collective action?

Answer 30

Crowd behavior: spontaneous, short-term, driven by emerging norms Collective action: organized, long-term, based on stable goals and group identity

Question 31

How are intergroup contact and collective action different?

Answer 31

Contact: focuses on harmony, reducing prejudice Action: focuses on inequality and change through conflict

Question 32

What is Organisational Psychology?

Answer 32

The application of psychological principles to understand and improve workplace behavior.

Question 33

What are the goals of Organisational Psychology?

Answer 33

Improve organisational effectiveness and employee well-being.

Question 34

What factors influence workplace behaviour?

Answer 34

Roles, hierarchies, culture, and processes.

Question 35

What defines a work team?

Answer 35

A group of 2+ people collectively responsible for a task.

Question 36

What’s the difference between taskwork and teamwork?

Answer 36

Taskwork: Job-specific actions Teamwork: Collaborative processes to support the task

Question 37

What is the IPO model of teamwork?Hackman, 1987; McGrath, 1964)

Answer 37

Input → Process → Output

Question 38

What are the three teamwork processes?

Answer 38

Transition: Goal setting, mission analysis Action: Monitoring progress, coordination Interpersonal: Conflict management, motivation, affect regulation

Question 39

What is process loss?

Answer 39

When group interaction hinders performance despite member capabilities.

Question 40

Why might groups ignore the most competent member?

Answer 40

Perceptual salience Correspondence bias Normative social pressure

Question 41

What is failure to share unique information?

Answer 41

When group discussions focus on shared info and neglect unique perspectives.

Question 42

What is groupthink?

Answer 42

Poor decisions made to maintain group harmony over realistic evaluation.

Question 43

What are symptoms of groupthink?

Answer 43

Illusion of invulnerability, pressure to conform, stereotyped out-groups, belief in moral correctness.

Question 44

What defines effective leadership?

Answer 44

Achieving goals and influencing others (objective measure).

Question 45

What is leadership?

Answer 45

A social influence process where one mobilizes others toward group goals (Chemers, 2001).

Question 46

What defines good leadership?

Answer 46

Judged by ethics, character, and goal type (subjective measure).

Question 47

What are the three leadership styles?

Answer 47

Autocratic: Gives orders Democratic: Seeks consensus Laissez-faire: Minimal involvement

Question 48

What are two perspectives on leadership origin?

Answer 48

Great Person Theory: Based on personality Situational: Depends on context and task

Question 49

What is the goal of employee selection?

Answer 49

Use predictors to forecast job performance (criterion).

Question 50

What is criterion-related validation?

Answer 50

Matching job demands with predictors, measuring job success, and statistically linking them.

Question 51

What are common selection tools?

Answer 51

Written materials Interviews Cognitive/personality tests Work samples Assessment centres

Question 52

What traits are commonly assessed in personality tests?

Answer 52

Openness Conscientiousness Extraversion Agreeableness Emotional stability

Question 53

What is an assessment centre?

Answer 53

A multi-day simulation evaluating candidates via job-related tasks and expert raters.

Question 54

What are features of assessment centres?

Answer 54

Multiple dimensions Multiple raters Objective and standardized evaluations

Question 55

What ethical issue is raised in personnel screening?

Answer 55

Whether it is appropriate to screen for mental health and personality traits in all roles.

Question 56

What is a concern in personnel research?

Answer 56

Bias from naturalistic studies and range restriction (Pfaffel & Spiel, 2019).gg