Exam 1 | PSY 27200 - Introduction To Industrial-Organizational Psychology, Quizzes of Industrial and organizational psychology

Download Exam 1 | PSY 27200 - Introduction To Industrial-Organizational Psychology and more Quizzes Industrial and organizational psychology in PDF only on Docsity! TERM 1 ABC's of Psychology DEFINITION 1 Affect, what people feel (moods) Behavior, what people do Cognition, what people think/evaluate feelings *The goal of all forms of psychology is to predict, explain, and control the ABCs TERM 2 I/O Psychology DEFINITION 2 The scientific study and application of psychological principles to work. TERM 3 Industrial Psychology DEFINITION 3 Tents to focus on ways to improve, evaluate, and predict employee performance.*What the person brings to the job TERM 4 Organizational Psychology DEFINITION 4 Tends to focus on how organizations affect individuals* What the job does to the person TERM 5 Scientist DEFINITION 5 Seeks truth for its own sake Conducts "basic research" Not driven by application. Goal is not to address real world problems TERM 6 Practitioner DEFINITION 6 Attempts to solve particular applied problems Conducts "applied" research and Unconcerned with scientific theory and generalizing findings to other situations TERM 7 Wundt DEFINITION 7 founded one of the first psychological laboratories in 1876 in Leipzig, Germany. Trained two psychologists who would have a major influence on the eventual emergence of I/O Psych: Hugo Munsterberg and James McKeen Cattell TERM 8 Hugo Munsterberg DEFINITION 8 The father of Industrial psychology First to encourage gov't funded research in industrial psych. Psychology of Industrial Efficiancy(1913)- Addressed personnel selection and equipment design. Developed selection tests for traveling salesmen, motormen with the Dallas streetcar system, and ship captains. People are "replacement parts" that need to fit the organization's needs. TERM 9 Frederick W. Taylor DEFINITION 9 Used "time and motion studies" to re-design jobs for maximal efficiency (focused primarily on time) Goal was to achieve both higher output for the company and higher wages for the worker. Developed "Scientific Management Theory" (Taylorism) Management and workers should cooperatively share responsibility for the design and conduct of work Motivation results from monetary gain (based in economic theory) Negatives: exploitation of workers and unemployment TERM 10 Scientific Management Theory DEFINITION 10 aka Taylorism Work methods can be scientifically designed for efficiency These studies yield the "one best way" to do a given job The best workers should be selected, then trained in the one best way Is there only one to best do things? TERM 21 Occam's razor DEFINITION 21 when two explanations fit the data equally well, pick the simpler one. TERM 22 Experimental Psychology DEFINITION 22 used to establish causality TERM 23 Correlational Psych. DEFINITION 23 used to describe the real world. TERM 24 Relevant goals of I/O DEFINITION 24 Experimental: modify environment to boost performance Correlational: capitalize on preexisting differences Interactional: find the best environment for every individual TERM 25 Hypothesis DEFINITION 25 A specific, testable, statement about the nature of the relationship among two or more variables TERM 26 Theory DEFINITION 26 An integrated set of principles that predicts and explains observed events Summarizes and organizes info. Helps prevent "HARKing" (hypothesizing after results are known). TERM 27 The Research Process DEFINITION 27 Identify the problem. (Develop hypotheses on basis of theory) Design procedures to test hypotheses. Try to disprove it Establish a measurement process. How can you collect data about the attributes. Analyze your data. What is the data saying. Draw conclusions. What reasonable inferences do the results support? Write up results. Be humble, tell a meaningful story, admit limitations. Wash, rinse, repeat. TERM 28 Dependent Variable DEFINITION 28 Measured by the researcher in both lab and field studies The most common outcome in I-O is performance TERM 29 Independent Variable DEFINITION 29 Manipulated by the researcher in lab studies Measured by the researcher in field studies TERM 30 Moderator DEFINITION 30 Changes the nature of the relationship in question TERM 31 Mediator DEFINITION 31 Effects of IV or DV "go through" the mediator TERM 32 Internal Validity DEFINITION 32 Extent to which we can draw cause-effect conclusions A function of random assignment More likely to accomplish in experimental research TERM 33 External Validity DEFINITION 33 Extent to which our findings represent the real-world phenomenon of interest A function of random sampling More likely to accomplish in correlational research TERM 34 Population DEFINITION 34 The group you want to make inferences about TERM 35 Sample DEFINITION 35 the subset of the population you use to make inferences TERM 46 Validity Evidence DEFINITION 46 Content Validity Evidence Relevance Contamination Deficiency Criterion-Related Validity Evidence Concurrent Predictive TERM 47 Meta-Analysis DEFINITION 47 A form of research where information from many studies is quantitatively combined to form a more stable estimate. TERM 48 Reliability DEFINITION 48 how consistent a measure is TERM 49 Validity DEFINITION 49 how accurate a measure is TERM 50 Psychometrics Summary DEFINITION 50 The main question is not "is the test any good", the question is "are our inferences any good" That is, measurement just provides numerical information; it's up to you to interpret that information appropriately TERM 51 Central Tendencies DEFINITION 51 Mean, Median, Mode TERM 52 Spread DEFINITION 52 variance, standard deviation-- range of data points TERM 53 Skew DEFINITION 53 (skewness, kurtosis)-- how normal the data is TERM 54 Inferential Statistics DEFINITION 54 Allow us to make judgements about our pop. based on our sample Experimental Research- Differences across groups Correlational Research- Relationship w/ other constructs TERM 55 Job Analysis DEFINITION 55 A systemic process used to determine the tasks, duties, and responsibilities of a job and the qualities needed to perform it*Job analysis is the foundation of all things I/O TERM 56 Position DEFINITION 56 Duties performed by a given individual in a given organization at a given point in time There are as many positions in an organization as there are employees TERM 57 Job DEFINITION 57 A group of positions which are identical with respect to their major or significant tasks and sufficiently alike to justify their being covered by a single analysis TERM 58 Task-Oriented Job Analysis DEFINITION 58 Begins with a statement of actual tasks and what is accomplished by those tasks TERM 59 Worker-Oriented Job Analysis DEFINITION 59 Focuses on the attributes of the worker necessary to accomplish tasks Attempts to determine necessary KSAOs TERM 60 How is Job Analysis Conducted DEFINITION 60 Observation and/or participation by job analyst Interviews: incumbent, subject matter expert (SME) Critical incidents and work diaries: successes and failures Questionnaires/ surveys of incumbents of SMEs Beepers, PDA's TERM 71 Performance DEFINITION 71 Actions/behaviors TERM 72 Effectiveness DEFINITION 72 Evaluation of results of performance TERM 73 Productivity DEFINITION 73 Ratio of effectiveness (output) to the cost of achieving that effectiveness (input) TERM 74 Ultimate Criterion DEFINITION 74 A theoretical construct encompassing all performance aspects that define success on the job Impossible to conceptualize and measure; goal of I/O is to get as close as possible to it by creating the "actual criterion" TERM 75 Campbell's Model of Job Performance DEFINITION 75 Declarative knowledge (DK) Procedural knowledge and skills (PSK) Motivation (M) TERM 76 Overall performance DEFINITION 76 A summative single score representing all behaviors a person does that are valuable to the organization TERM 77 Task Perfromance DEFINITION 77 Proficiency with which incumbents perform activities that are formally recognized as part of your job Job-Specific Proficiency TERM 78 Contextual Performance DEFINITION 78 Performance that supports the organizational social and psychological environment Demonstrating Effort Maintaining Discipline TERM 79 Counterproductive Work Behavior (CWB) DEFINITION 79 Voluntary work behavior that violates sig. org. norms and threatens the well-being of the org. its members or both Interpersonal Deviance (CWB-I) Organizational Deviance (CWB-O)