IO Aamodt: G-J

Question 1

A group incentive system in which
employees are paid a bonus based on improvements
in group productivity.

Answer 1

Gainsharing

Question 2

When high self-expectations result in
higher levels of performance.

Answer 2

Galatea effect

Question 3

An absenteeism control method in which
games such as poker and bingo are used to reward
employee attendance.

Answer 3

Games

Question 4

A means of analyzing urine samples for the presence
of drugs in which the urine sample is vaporized and
then bombarded with electrons.

Answer 4

Gas chromatography/mass spectrometry analysis

Question 5

A person who screens potential communication for someone else and allows only
the most important information to pass through.

Answer 5

Gatekeeper

Question 6

Like external validity, the extent to
which research results hold true outside the specific
setting in which they were obtained.

Answer 6

Generalizability

Question 7

A flextime schedule in which employees
can choose their own hours without any advance
notice or scheduling.

Answer 7

Gliding time

Question 8

A method of increasing performance in
which employees are given specific performance
goals to aim for.

Answer 8

Goal setting

Question 9

When negative expectations of an
individual cause a decrease in that individual’s
performance.

Answer 9

Golem effect

Question 10

Poorly substantiated information and
insignificant information that is primarily about
individuals.

Answer 10

Gossip

Question 11

A pattern of grapevine communication
in which a message is passed to only a select group of
individuals.

Answer 11

Gossip grapevine

Question 12

A cluster of jobs of similar worth.

Answer 12

Grade

Question 13

A standardized admission
test required by most psychology graduate schools.

Answer 13

Graduate Record Exam (GRE)

Question 14

An unofficial, informal communication
network.

Answer 14

Grapevine

Question 15

A method of performance
appraisal that involves rating employee performance
on an interval or ratio scale.

Answer 15

Graphic rating scale

Question 16

Also called handwriting analysis, a method
of measuring personality by looking at the way in
which a person writes.

Answer 16

Graphology

Question 17

A process in which an employee files
a complaint with the organization and a person or
committee within the organization makes a decision
regarding the complaint.

Answer 17

Grievance system

Question 18

The extent to which members of a
group like and trust one another.

Answer 18

Group cohesiveness

Question 19

Leaders share the problem with the
group and let the group reach a decision or solution.

Answer 19

Group I strategy

Question 20

The number of members in a group.

Answer 20

Group size

Question 21

The esteem in which the group is held by
people not in the group.

Answer 21

Group status

Question 22

Conflict between two or more
groups.

Answer 22

Group–group conflict

Question 23

A state of mind in which a group is so concerned about its own cohesiveness that it ignores important information.

Answer 23

Groupthink

Question 24

A type of rating error that occurs when
raters allow either a single attribute or an overall
impression of an individual to affect the ratings they
make on each relevant job dimension.

Answer 24

Halo error

Question 25

When employees change their behavior due solely to the fact that they are receiving attention or are being observed.

Answer 25

Hawthorne effect

Question 26

A series of studies, conducted at the Western Electric plant in Hawthorne, Illinois, that have come to represent any change in behavior when people react to a change in the environment.

Answer 26

Hawthorne studies

Question 27

Groups whose members share few similarities.

Answer 27

Heterogeneous groups

Question 28

A system arranged by rank.

Answer 28

Hierarchy

Question 29

A group of employees who are not used in creating the initial weights for a biodata instrument but instead are used to double-check the accuracy of the initial weights.

Answer 29

Hold-out sample

Question 30

Groups whose members share the same characteristics.

Answer 30

Homogeneous groups

Question 31

A type of harassment characterized by a pattern of unwanted conduct related to gender that interferes with an individual’s work performance.

Answer 31

Hostile environment

Question 32

A field of study concentrating on the interaction between humans and machines.

Answer 32

Human factors

Question 33

In Herzberg’s two-factor theory, job-related elements that result from but do not involve the job itself.

Answer 33

Hygiene factors

Question 34

An educated prediction about the answer to a research question.

Answer 34

Hypothesis

Question 35

The need to associate ourselves with the image projected by other people, groups, or objects.

Answer 35

Identification

Question 36

An organizational climate in which important information is not available.

Answer 36

Ignorance

Question 37

A theory of leadership that states that there are six styles of leadership (informational, magnetic, position, affiliation, coercive, and tactical) and that each style will be effective only in one of six organizational climates.

Answer 37

IMPACT theory

Question 38

A style of leadership in which the leader is concerned with neither productivity nor the well-being of employees.

Answer 38

Impoverished leadership

Question 39

An assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information.

Answer 39

In-basket technique

Question 40

The listening style of a person who cares about only the main points of a communication.

Answer 40

Inclusive listening

Question 41

The manipulated variable in an experiment.

Answer 41

Independent variable

Question 42

When one member of a group dominates the group.

Answer 42

Individual dominance

Question 43

Conflict between an individual and the other members of a group.

Answer 43

Individual–group conflict

Question 44

A branch of psychology that applies the principles of psychology to the workplace.

Answer 44

Industrial/organizational (I/O) psychology

Question 45

Communication among employees in an organization that is not directly related to the completion of an organizational task.

Answer 45

Informal communication

Question 46

A style of leadership in which the leader leads through knowledge and information; most effective in a climate of ignorance.

Answer 46

Informational style

Question 47

The formal process by which subjects give permission to be included in a study.

Answer 47

Informed consent

Question 48

The idea that supervisors do not see most of an employee’s behavior.

Answer 48

Infrequent observation

Question 49

The extent to which leaders define and structure their roles and the roles of their subordinates.

Answer 49

Initiating structure

Question 50

A person who procrastinates.

Answer 50

Inner con artists

Question 51

The ratio of how much employees believe they put into their jobs to how much they believe they get from their jobs.

Answer 51

Input/output ratio

Question 52

In equity theory, the elements that employees put into their jobs.

Answer 52

Inputs

Question 53

An organizational climate in which people are not sure what to do.

Answer 53

Instability

Question 54

A committee designated to ensure the ethical treatment of research subjects.

Answer 54

Institutional review board

Question 55

In path–goal theory, a leadership style in which the leader plans and organizes the activities of employees.

Answer 55

Instrumental style

Question 56

In expectancy theory, the perceived probability that a particular level of performance will result in a particular consequence.

Answer 56

Instrumentality

Question 57

Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal.

Answer 57

Integrity test

Question 58

A collection of individuals who work together to perform a task.

Answer 58

Interacting group

Question 59

The perceived fairness of the interpersonal treatment that employees receive.

Answer 59

Interactional justice

Question 60

A training technique in which an employee is presented with a videotaped situation and is asked to respond to the situation and then receives feedback based on the response.

Answer 60

Interactive video

Question 61

The extent to which team members need and rely on other team members.

Answer 61

Interdependence

Question 62

A psychological test designed to identify vocational areas in which an individual might be interested.

Answer 62

Interest inventory

Question 63

The extent to which people believe that they are responsible for and in control of their success or failure in life.

Answer 63

Internal locus of control

Question 64

The extent to which employees within an organization are paid fairly compared with other employees within the same organization.

Answer 64

Internal pay equity

Question 65

Recruiting employees already employed by the organization.

Answer 65

Internal recruitment

Question 66

The extent to which responses to test items measuring the same construct are consistent.

Answer 66

Internal reliability

Question 67

A type of stress personality who takes on too much work because he or she enjoys doing a variety of things.

Answer 67

Internal timekeepers

Question 68

The fifth and final stage of organizational change, in which employees become comfortable with and productive in the new system

Answer 68

Internalization

Question 69

A situation in which a student works for an organization, either for pay or as a volunteer, to receive practical work experience.

Answer 69

Internship

Question 70

Communication between two individuals.

Answer 70

Interpersonal communication

Question 71

Conflict between two people.

Answer 71

Interpersonal conflict

Question 72

A third variable that can often explain the relationship between two other variables.

Answer 72

Intervening variable

Question 73

A distance zone within 18 inches of a person, where only people with a close relationship to the person are allowed to enter.

Answer 73

Intimacy zone

Question 74

A computer-based employee communication network used exclusively by one organization.

Answer 74

Intranet

Question 75

Communication within an organization.

Answer 75

Intraorganizational communication

Question 76

Work motivation in the absence of such external factors as pay, promotion, and coworkers.

Answer 76

Intrinsic motivation

Question 77

An employee who receives less than half of all grapevine information.

Answer 77

Isolate

Question 78

The degree of physical distance of a group from other groups.

Answer 78

Isolation

Question 79

The extent to which test items measure the same construct.

Answer 79

Item homogeneity

Question 80

The extent to which responses to the same test items are consistent.

Answer 80

Item stability

Question 81

A job analysis method that taps the extent to which a job involves eight types of adaptability.

Answer 81

Job Adaptability Inventory (JAI)

Question 82

The process of identifying how a job is performed, the conditions under which it is performed, and the personal requirements it takes to perform the job.

Answer 82

Job analysis

Question 83

Obtaining information about a job by talking to a person performing it.

Answer 83

Job analysis interview

Question 84

The person conducting the job analysis.

Answer 84

Job analyst

Question 85

The theory proposed by Hackman and Oldham that suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker.

Answer 85

Job characteristics theory

Question 86

An objective test used to measure various need levels.

Answer 86

Job Choice Exercise (JCE)

Question 87

A structured job analysis technique that concentrates on worker requirements for performing a job rather than on specific tasks.

Answer 87

Job Components Inventory (JCI)

Question 88

A written summary of the tasks performed in a job, the conditions under which the job is performed, and the requirements needed to perform the job.

Answer 88

Job descriptions

Question 89

A measure of job satisfaction that yields scores on five dimensions.

Answer 89

Job Descriptive Index (JDI)

Question 90

A measure of the extent to which a job provides opportunities for growth, autonomy, and meaning.

Answer 90

Job Diagnostic Survey (JDS)

Question 91

A structured job analysis technique developed by Cornelius and Hakel that is similar to the Position Analysis Questionnaire (PAQ) but easier to read.

Answer 91

Job Elements Inventory (JEI)

Question 92

A system in which employees are given more tasks to perform at the same time.

Answer 92

Job enlargement

Question 93

A system in which employees are given more responsibility over the tasks and decisions related to their job.

Answer 93

Job enrichment

Question 94

The process of determining the monetary worth of a job.

Answer 94

Job evaluation

Question 95

A recruitment method in which several employers are available at one location so that many applicants can obtain information at one time.

Answer 95

Job fair

Question 96

A measure of the overall level of job satisfaction.

Answer 96

Job in General (JIG) Scale

Question 97

A test that measures the amount of job-related knowledge an applicant possesses.

Answer 97

Job knowledge test

Question 98

A job analysis method in which the job analyst actually performs the job being analyzed.

Answer 98

Job participation

Question 99

The extent to which a test or measure taps a knowledge, skill, ability, behavior, or other characteristic needed to successfully perform a job.

Answer 99

Job related

Question 100

A system in which employees are given the opportunity to perform several different jobs in an organization.

Answer 100

Job rotation

Question 101

The attitude employees have toward their jobs.

Answer 101

Job satisfaction

Question 102

A work schedule in which two employees share one job by splitting the work hours.

Answer 102

Job sharing

Question 103

A relatively dated term that refers to the knowledge, skills, and abilities needed to successfully perform a job. Competencies is the more common term used today.

Answer 103

Job specifications

Question 104

A revised version of the Position Analysis Questionnaire (PAQ) designed to be used more by the job analyst than by the job incumbent.

Answer 104

Job Structure Profile (JSP)

Question 105

A written collection of articles describing the methods and results of new research.

Answer 105

Journal

Question 106

Conflict caused by a disagreement about geographical territory or lines of authority.

Answer 106

Jurisdictional ambiguity