What is I/O?
Individual Differences
Job Analysis
Job Performance
Methods & Stats/ MISC
100
The application of psychological principles, theory, and research to the work setting.
What is I/O Psychology?
100
Inaccurate responding to test items with the intent of improving one's chances of scoring highly
What is faking?
100
A process that determines the important tasks of a job and the human attributes necessary to successfully perform those tasks
What is job analysis?
100
Actions or behaviors relevant to the organization's goals; measured in terms of each individual's proficiency
What is Job Performance?
100
"I like to be the life of the party" measures which of the Big 5 factors?
What is extraversion?
200
The professional organization for I-O psychologists
What is the Society for Industrial and Organizational Psychology (SIOP)?
200
A selection technique that collects information about an applicant's previous jobs, education, training, and personal history
What is biodata?
200
What KSAOs stands for
What is knowledge, skills, abilities, and other characteristics?
200
Training aimed at getting all raters to view performance the same way; focuses on the evaluation of behaviors
What is Frame-of-Reference Training?
200
A job incumbent who provides you with the information you need about a particular job
What is a subject matter expert (SME)?
300
Performance appraisal, recruitment & staffing, training & development
What are traditional "I-side" topics in I/O Psychology?
300
The Five-Factor model of personality (Big 5) consists of
What is conscientiousness, agreeableness, emotional stability, extraversion, openness to experience?
300
Describe an example of a correctly written task statement compared to a poorly written task statement.
What is short and concise? Poor - transcribes, formats, and files all correspondence, bills, and receipts Correct - Formats documents using Microsoft Word
300
Describe the difference between BARs and BORs.
What is what a worker has done or might be expected to do in a particular duty area. Behaviorally anchored rating scale. What is how frequently an employee has been seen to act in a particular way. Behavioral observation scale.
300
3 Research Designs in IO Psychology
What are experimental, quasi-experimental, and nonexperimental designs?
400
3 Major changes in the workplace since the 1980s
- More teamwork in organizations - Development of internet and other advanced technologies - Increase in dual-earner families - Workforce is more diverse and global - Increased downsizing and layoffs - Increase in service jobs vs. manufacturing/production jobs
400
A popular meta-analysis on personality (Barrick & Mount, 1991) found that _________ predicted performance in all jobs and that _________ predicted performance in leadership and sales jobs.
What is conscientiousness and extraversion?
400
Identify 2 methods of data collection for conducting a job analysis. Describe the method.
What are work diaries, interviews, observation, and surveys?
400
According to Campbell's model of job performance, 3 determinants of job performance are
What is declarative knowledge, procedural knowledge, and motivation?
400
If a measure is ________, we show that behaviors are consistent. If a measure is _______, we are measuring the construct we intend to measure.
What is reliable and valid?
500
Major goals of I/O Psychology
Making jobs more satisfying, helping workers be more productive, and helping employers deal with employees fairly and effectively
500
Describe the factors that contribute to when personality is most useful
What is - Context (personality tests ask about personality in a particular context; is your personality at work your "real" personality?) - Control (personality is a better predictor in weak situations when an individual has more control) - Motivation vs. Task Performance (personality is more strongly related to motivational aspects of work than task performance aspects) - Specificity (personality is a better predictor of general categories of behavior than specific behaviors)
500
3 common uses of job analysis
What is - creating job descriptions - creating effective and legally defensible selection systems - assessing need for training - developing performance assessment systems - developing fair compensation plans - restructuring/downsizing
500
Describe 3 types of job performance.
What is - Task Performance (behaviors that contribute to an organization's effectiveness through their effects on the organization's technical core) - Contextual Performance (behaviors that contribute to an organization's effectiveness through their effects on the organization's social and psychological context) - Counterproductive Behaviors (voluntary behaviors that counter to the organization's legitimate interests and threaten the well-being of the organization, its members, or both)
500
Carla hypothesizes that training will influence how well call center workers perform on the job. She compares a group of individuals who have training and a group who does not have training. What is the IV? What is the DV?
What is training? What is job performance?
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