I/O Psychology

Intro to I/O

100

I/O psychology is "evidence-based". This means I/O practitioners use this method.

Scientific Method

200

I/O psychologists conduct research mainly in this type of setting.

Field Setting

300

This occurs effect occurs when productivity increases because employees know they are being watched. 

Hawthorne Effect

400

This ethical principle from the APA code states that a psychologist should only do work in which they are trained to perform.

Competence

500

I-O psychology has its primary roots in this area of psychology.

Experimental

Job Analysis

100

Job analysis looks at the KSAOs necessary for a job. The "K" stand for this:

Knowledge

200

This is what a person is able to do or already can do on the job. For example, a carpenter should be able to read blueprints and power tools. 

Skills

300

A collection of duties that can be performed by a single individual refers to which of the 5 levels of specificity proposed by Brannick et al.

Position

400

As part of your I-O course requirement, you have conducted a job analysis of your best friend who is a hamburger cook at a local fast food restaurant. Your analysis states that the job involves preparing the burgers for placement on the grill. This is an example of a(n)

Task

500

This type of job analysis provided a description of the characteristics necessary for a per to successfully perform a particular job.

Person-Oriented

Selecting Employees

100

True of False: Credit checks are not required as part of hiring practices due to HIPPA protections.

False - They are used for various hiring practices

200

This is the first step of four in acquiring new employees for a position. 

Planning

300

This type of center uses a series of simulation exercises to measure job relevant abilities and skills a potential employee possesses for a job.

Assessment Center

400

This in the four steps for acquiring new employees potentially involves positing available job positions on websites such as Indeed or on the web-site of a company.

Acquiring or Recruiting Applicants/Employees

500

This type of inventory asks a protentional employee about specific experiences in school, work or other areas of life.

Biographical

Training

100

Using game elements in simulation to practice and activity for a serious job related purpose is known as this:

Gamification

200

This method of training involves having trainees watch someone perform a job task and then perform the same task themseves.

Modeling

300

This training method gives immediate feedback to trainees, is self-paced and does not use an instructor.

Autoinstruction

400

This training method is a type of simulation in which the trainee pretends to be doing a job task.

Role Play

500

This type of training refers to training sessions that are short and spread out over time.

Spaced training