Flashcards in Industrial Psychology Deck (44):
1
The application of the methods, facts, and principles of the science of psychology to people at work.
Industrial psychology
2
A field of I/O psychology concerned with developing assessment methods for the selection, placement and promotion of employees
Selection and placement
3
A field of I/O psychology concerned with identifying employee skills that need to be enhance to improve job performance
Training and development
4
A field of I/O psychology concerned with the process of identifying criteria or standards for determining how well employees are performing their jobs
Performance appraisal
5
A field of I/O psychology concerned with the process of analyzing the structure of an organization to maximize the satisfaction and effectiveness of individuals, work groups and customers
Organizational development
6
A field of I/O psychology concerned with factors that contribute to a healthy and productive workforce
Quality of Worklife
7
A field of I/O psychology concerned with designing tools, equipment and machines that are compatible with human skills
Ergonomics
8
Published ‘The Theory of Advertising’ and ‘The Psychology of Advertising’ and increased public awareness and credibility of industrial psychology
W.D. Scott
9
Pioneered industrial management techniques
and was concerned with the human aspects of time management
L.M. Gilbreth
10
Published ‘Psychology and Industrial Efficiency’ and considered by some as the founder of industrial psychology
H. Munsterberg
11
Engineer by profession and proposed redesigning the work situation to achieve both higher output for the company and higher wage for the worker
F.W. Taylor
12
A series of research that began in the late 1920s that demonstrated how work behavior manifests itself in an organizational context
Hawthorne Studies
13
A positive change in behavior that occurs at the onset of an intervention followed by a gradual decline, often to the original level of the behavior prior to the intervention
Hawthorne Effect
14
The Hawthorne studies revealed which previously unrecognized aspects of human behavior in a workplace?
Existence of informal employee work groups and their controls on production
Importance of employee attitudes
Value of having a sympathetic and understanding supervisor
Need to treat workers as people instead of merely human capital
15
Traditional unit around which work is organized and the means by which individuals are linked to organizations.
Job
16
The study of a job to describe in specific terms the nature of the component tasks performed by the workers.
Job analysis
17
Methods used to classify potential candidates as suitable or unsuitable for the job.
Selection techniques
18
A score on the test that differentiates those who passed the test from those who failed
Predictor Cutoff
19
The percentage of current employee in a job who are judged to be performing their jobs satisfactorily
Base Rate
20
A term to describe individuals who were correctly selected for hire because they became successful employees
True Positive
21
Individuals who were incorrectly accepted for employment because they were unsuccessful employees
False Positive
22
Individuals who were incorrectly rejected for employment because they would have been successful employees
False Negative
23
A term to describe individuals who were correctly rejected for employment because they would have been unsuccessful employees
True Negative
24
How can we reduce selection errors?
By increasing the validity of the predictor test. The greater the validity of the predictor, the smaller the chance that people will be mistakenly classified.
25
What information are included in a job analysis?
Personal requirements
Personal characteristics
Experience requirements
Job requirements
Labor market
26
What are the techniques for conducting a job analysis?
Interview
Questionnaires
Direct observation
Systematic activity logs
Critical incidents technique
27
A two-way process that allows a company to evaluate a candidate’s suitability for employment and offers the opportunity for candidates to determine whether the company and the job are right for them.
Interview
28
A kind of interview wherein the format and questions asked are left to the discretion of the interviewer; has low reliability and predictive validity but are still used far too often by organizations
Unstructured interview
29
A kind of interview that uses a predetermined list of questions that are asked of every person applying for a particular job; higher reliability and predictive validity
Structured interview
30
A kind of interview that focuses not on personal characteristics or work experience but on behaviors needed for successful job performance; can be more valid than structured interviews in certain situations
Situational interview
31
A kind of interview that uses computer software to conduct the initial interview by employing a fixed sequence of multiple-choice questions
Online interview
32
A kind of interview that is used to conduct initial screening; Saves time on both the interviewer and applicant’s part
Phone interview
33
Assesses the extent to which an applicant can learn or perform a job-related skill
Ability test
34
Measure the traits exhibited by normal individuals in everyday life (tests of normal personality) and determine whether individuals have serious psychological problems (tests of psychopathology)
Personality Inventory
35
A type of personnel selection test in which the candidate demonstrates proficiency on a task representative of the work performed in the job
Work Sample
36
A selection technique wherein information are obtained from persons who knew something about the applicants’ background, skills and work history to examine other people’s impressions of the applicants and to verify the information the applicants reported.
References and letters of recommendations
37
A method of selection via a series of structured, group-oriented exercises that are evaluated by raters
Assessment Center
38
A method of selection in which applicants are presented with a problem situation and asked how they would respond to it
Situational Exercise
39
Requires job applicants to process memos, letters and directives found in a typical manager’s in-basket.
In-Basket Technique
40
Job applicants meet to discuss an actual business problem under the pressure of time; a leader usually emerges from the group to guide the discussion
Leaderless group discussion
41
Assesses the probability that an applicant would steal money or merchandise
Integrity Test (Honesty Test)
42
Controversial testing method used to predict performance limitation due to medical problems
Drug testing
43
Consists of an interview by a clinical psychologist who will examine the applicant’s life history, and the administration of psychological tests
Psychological Exam
44