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Psych Test > Chapter 14 Industrial and Organizational Psychology > Flashcards

Chapter 14 Industrial and Organizational Psychology Flashcards

1
Q

Is the older of the two sides of Industrial/Organizational psychology and it takes a company-oriented perspective and focuses on increasing efficiency and productivity through the appropriate use of a firm’s personnel, or employees-its human resources.

A

Industrial psychology

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2
Q

Industrial psychology focuses on:

A
  1. Job analysis
  2. Employee selection
  3. Training
  4. Performance appraisal
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3
Q

Organize and describe the tasks involved in a job.

A

Job analysis

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4
Q

Match the best person to each job.

A

Employee selection

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5
Q

Bring new employees up to speed on the details of position.

A

Training

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6
Q

Evaluate whether the person does a good job.

A

Performance appraisal

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7
Q

The first of four emphases of industrial psychology is ____ __________.

A

Job analysis

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8
Q

Is the process of generating a description of what a job involves, including the knowledge and skills that are necessary to carry out the job’s functions.

A

Job analysis

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9
Q

An effective job analysis includes three essential elements. What are they?

A
  1. The analysis must follow a systematic procedure that is set up in advance.
  2. The analysis must break down the job into small units so that each aspect can be easily understood.
  3. The analysis should lead to an employee manual that accurately characterizes the job.
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10
Q

A _____ _______ can focus on the job itself or on the characteristics of the person who is suited for the job.

A

Job analysis

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11
Q

A ____-_______ description outlines what the job entails and what it requires.

A

Job-oriented

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12
Q

A person-oriented job analysis involves what are sometimes called _____ (or _____) in other words, Knowledge, Skills, Abilities, and other characteristics.

A

KSAOs
KSAs

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13
Q

Creating a ____ ________ typically involves collecting information from a variety of informants, including job analysts, individuals who already have the job, supervisors, and trained observers.

A

Job analysis

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14
Q

The U.S. Department of Labor (2010) has produced an enormous database called _____ www.onetonline.org that complies job descriptions for thousands of occupations.

A

O*NET

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15
Q

The descriptions are based on __________ ______ and ________ with experts in the various occupations, and new occupations are added frequently.

A

Authoritative ratings
Interviews

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16
Q

Are valuable in that they allow people to evaluate their interest in a particular occupation.

A

Job descriptions

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17
Q

In addition to serving a useful function for job seekers, ___ _____ also establish a foundation for other aspects of personnel decision making.

A

Job analyses

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18
Q

A thorough ___ ______ can provide information that directs hiring decisions and performance evaluations.

A

Job analysis

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19
Q

A final area where ___ _______ is important is in the legal realm.

A

Job analysis

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20
Q

Once the position is defined, the next task for the hiring managers is to select the best from the _____ __ _______.

A

Pool of recruits

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21
Q

The most common way for companies to fill new positions was to hire from _______.

A

Within

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22
Q

For new outsiders, _________ were the most popular way that candidates ended up landing jobs.

A

Referrals

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23
Q

___________ who apply through online channels turn out to be better-quality candidates than those who apply in response to a newspaper advertisement or other source.

A

Individuals

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24
Q

The next steps relates to ______ measuring the knowledge, skills, and abilities of the recruits in order to evaluate their appropriateness for a position.

A

KSAOs

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25
Q

Managers or human resource personnel may administer _____ to prospective candidates to ascertain whether they are good matches for the position.

A

Tests

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26
Q

Some organizations use __________ _____ that assess factors such as personality traits and motivation.

A

Psychological tests

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27
Q

An _______ ____, another type of examination sometimes used in personnel screening, is designed to assess whether the candidate is likely to be honest on the job.

A

Integrity test

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28
Q

Can improve the quality of the information they obtain through interviews by asking the same specific questions of all applicants.

A

Interviewers

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29
Q

In a ________ ________, candidates are asked specific questions that methodically seek to obtain truly useful information for the interviewer.

A

Structured Interview

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30
Q

Have been shown to be superior to unstructured interviews in terms of predicting eventual job performance.

A

Structured interviews

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31
Q

Although interviews may sometimes be influenced by their own biases, there is no substitute for ____-__-____ interaction.

A

Face-to-face

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32
Q

Another technique for pinpointing the best-suited candidate for a particular job is requiring an applicant to submit _______ ________.

A

Work samples

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33
Q

An additional evaluation method devised by _____ __________ is to require candidates to complete mock job-related tasks that allow the direct assessment of their skills.

A

I/O psychologists

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34
Q

Seeing applicants handle unexpected situations or think on their feet gives _________ _________ a sense of the candidates’ fit for the job.

A

Potential employers

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35
Q

Once the perspective employee has been hired the next challenge for the _________ is to learn all that is necessary for the employee to do the job effectively.

A

Organization

36
Q

What are the three major phases of training?

A

Orientation
Formal Training
Mentoring

37
Q

To help new employees overcome hurdles, most companies have a program of __________, which generally involves introducing newly hired employees to the organization’s goals, familiarizing them with its rules and regulations, and letting them know how to get things done.

A

Orientation

38
Q

Some companies have turned to computer-based _________ programs in order to cut expenses.

A

Orientation

39
Q

Although both methods provided employees with information, it was ________-_________ orientation (rather than __-______ orientation) that fell short on social factors.

A

Computer-based
In-person

40
Q

Involves teaching the new employee the essential requirements to do the job well.

A

Training

41
Q

Needs do vary by occupation.

A

Training

42
Q

The foundation of any _________ __________ is to establish the goals of the training and a sense for how the trainer will know that the person is ready.

A

Training program

43
Q

An assumption of ________ is that whatever the employee learns in training will generalize to the real world when he or she starts work.

A

Training

44
Q

Although we have considered ________ primarily as it relates to beginning a new job, employee learning and the expansion of employee skills (called employee development or management training) are important throughout a career, for employees and firms alike.

A

Training

45
Q

Is a relationship between an experienced employee and a novice in which the more experienced employee-the mentor-serves as an advisor, a sounding board, and a source of support for the newer employee.

A

Mentoring

46
Q

May benefit both the employee and the organization, as mentors guide new employees through the beginning of their career and help them achieve their goals within the organization, as well as provide a strong interpersonal bond.

A

Mentoring

47
Q

Refers to the evaluation of a person’s success at meeting his or her organization’s goals.

A

Performance appraisal

48
Q

Performance appraisal is important for the following three reasons. What are they?

A
  1. It allows employees to get feedback and make appropriate changes in their work habits.
  2. It also helps guide decisions about promotions and raises, as well as terminations and firings.
  3. It provides a paper trail that serves to justify decisions as promotion and termination.
49
Q

The strongest predictor of work performance among the many different qualities studied

A

general cognitive ability

50
Q

Includes positive qualities such as self-efficacy, optimism, hope, and
resilience, which serve as important resources in the workplace.

A

Psychological capital

51
Q

These attributes predict __________ employee performance and ___________ work absences.

A

Increased
Decreased

52
Q

With subjective judgments, performance ratings may be prone to ______ and _________.

A

Biases
Errors

53
Q

One error is the ______ ________, common in performance ratings, that occurs when a rater gives a
person the same rating on all of the items being evaluated, even though individual varies
across dimensions.

A

Halo Effect

54
Q

One way to improve the quality of the information used in a performance evaluation is to
collect __________ from a variety of sources.

A

Feedback

55
Q

Is a method of performance appraisal whereby an employee’s performance is rated by a variety of
individuals, including himself or herself, a peer, a supervisor, a subordinate, and perhaps a
customer or client.

A

360-degree feedback

56
Q

Even though a ___________ _________ can be stressful for both parties, talking about the
evaluation face-to-face can be enormously useful in ensuring that the employee feels that
their treatment has been fair.

A

performance appraisal

57
Q

In order to enhance the legal defensibility of a termination decision, a job analysis should define the dimensions that will be used in the ___________ _________; the raters should be trained; employees
should have an opportunity to appeal the ratings; and the organization should meticulously
document performance.

A

performance appraisal

58
Q

One type of behavior that may find its ways into a performance evaluation is ______________ _____________ ____________ (___) – discretionary actions on an employee’s part that promote
organizational effectiveness, but are not included in the person’s formal responsibilities.

A

Organizational Citizenship Behavior (OCB)

59
Q

Comprises behaviors such as coming in early, staying late, and helping a colleague with
an assignment.

A

OCB

60
Q

Conscientiousness is also associated with high levels of ___.

A

OCB

61
Q

We can say that Industrial Psychology deals with ______ _______ while Organizational Psychology deals with _______ _________.

A

Human Resources
Human Relations

62
Q

Emphasizes the psychological experience of the worker.

A

Organizational Psychology

63
Q

Studies how the relationships among people at work influence their job satisfaction and commitment, as well as their efficiency and productivity.

A

Organizational Psychology

64
Q

Examples of the kinds of factors that enter into worker (human) relations include:

A

1) Management approaches
2) Job satisfaction
3) Employee commitment
4) The meaning of work
5) Leadership styles

65
Q

management styles

A

Management approaches

66
Q

people’s attitudes toward their jobs.

A

Job satisfaction

67
Q

strengthening employee commitment.

A

Employee commitment

68
Q

identifying with work.

A

The meaning of work

69
Q

leaders impacting employee and organization.

A

Leadership styles

70
Q

Is defined here as the extent to which an individual is content in his or her job.

A

Job satisfaction

71
Q

One way to measure job satisfaction is with employee ______ ________.

A

rating scales

72
Q

Of __ different nations studied, workers in _____ were the most satisfied with their
jobs; workers in _______, the least satisfied; and, ____ respondents falling in the
upper third.

A

24
Canada
England
U.S.

73
Q

One factor that is not as strongly related to ____ _________ as might be expected is pay.

A

Job Satisfaction

74
Q

Demonstrates that the fit between the person and the job is the most important aspect of job satisfaction.

A

Research

75
Q

Understanding the factors that might strengthen _________ ___________ is important to industry and as well as psychologists.

A

Employee commitment

76
Q

Is a key determinant of work-related
outcomes.

A

Work commitment

77
Q

A highly influential framework emphasizes the following 3 types of commitment:

A

1) affective,
2) continuance, and
3) normative

78
Q

this refers to the person’s emotional attachment to
the workplace.

A

Affective commitment

79
Q

A person with a strong _______ ___________ identifies closely with the goals of the organization and wants to be a part of it.

A

affective commitment

80
Q

is associated with feelings of “we-ness” of identifying with the group that is one’s workplace.

A

Affective commitment

81
Q

High affective commitment results in more favorable
___ _________ because those high in affective commitment are likely to work
harder.

A

Job Performance

82
Q

this derives from the employee’s perception that
leaving the organization would be too costly, both economically and socially.

A

Continuance commitment

83
Q

has been shown to be related to either unrelated or negatively related to job performance or citizenship behaviors.

A

Continuance commitment

84
Q

this is the sense of obligation an employee feels
toward the organization because of the investment the organization has made in the person’s personal and professional development.

A

Normative commitment

85
Q
A

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