Industrial/Organizational Psychology
Test 1 with 100% Correct Answers
Industrial/Organizational Psychology - ANS-A specialization focused on the application
of psychological principles to understanding people in the workplace. Focuses on how
people influence work and how work influences people
Sub-Specialities in I/O Psychology - ANS-While I/O psychologists retrieve training in
many areas, many have specific sub-specialities. For example:
Selection and training
Leadership
New employee socialization
Occupational health and safety
Communicating I/O Psychology Research Findings - ANS-I/O Psychologists often use
conferences and journals to present their research findings. Research may be
disseminated via:
Professional conference presentations
Peer-reviewed scientific journals
Practice-oriented journals
Trade journals
World War I - ANS-To manage, process, and place over 1 million recruits during World
War I, the U.S. military worked with Scott and Bingham to adapt two versions of a
cognitive ability test for use with the army:
Army Alpha: version of test for recruits who could read
Army Beta: version of test for recruits who could not read
Promoted the use of testing in personnel selection
Early Years & World War I - ANS-During the early years of I/O Psychology and during
World War I, the field emphasized productivity and efficiency, quantification and
statistics, personnel selection, and tension between science and practice. In the early
years, the field could be best described as industrial psychology, as opposed to
organizational psychology
Scientific Management - ANS-Fredrick Taylor's work in scientific management
paralleled the early years of I/O Psychology. Approached the management of
organizations using logical and scientific principles. Proposed a new idea: The "best
man" should be chosen for a job as opposed to a friend or relative of a current
employee. Scientific management assumed that workers were ignorant of the best way
to do their job and were motivated primarily by financial incentives
, Human Relations Era (1927-1950s) - ANS-Human Relations movement focused on
workers' feelings and attitudes on performance. Many suggest movement was born out
of the Hawthorne studies at Western Electric
Hawthorne Effect - ANS-Research participants behave in a certain way because they
know they are in a study
High-Tech HR Era - ANS-Since 2000, rapidly advancing technology has changed the
traditional way HR procedures were designed and implemented
Traditional Approach - ANS-Job Applications submitted on paper
Applicant testing took place in HR department and took weeks to score
Employees trained using in-person trainer
High-Tech Appraoch - ANS-Job Applications submitted electronically
Applicant testing administered online and scored immediately
Employees trained via online materials and trainers
Current Issues and Controversies (Part 1) - ANS-Increasing automation of work in
reducing the need for many low-skill jobs.
Increase in the need for customer services and technical jobs.
Workforce is becoming increasingly more diverse in terms of race, gender, ethnicity,
age, and sexual orientation--the challenge is how to effectively manage diversity in the
workplace
Current Issues and Controversies (Part 2) - ANS-As a field, I/O Psychology is growing
very rapidly
Outside of mental health specialties (e.g., clinical psychology), there are many more I/O
psychology graduate applicants than in any other area of psychology
The median income for Master's level I/O jobs is $80k/year and for Ph.Ds is $100k/year
Research and I/O Psychology - ANS-I/O psychology research is conducted in academic
institutions and by practitioners in organizations
With the growth in I/O psychology, more applied research is being conducted within
organizations
Theory, Research, and the Research Process - ANS-Research published in journals
typically involves a similar structure:
1. Review past theory and research
2. Describe study methods and results
Test 1 with 100% Correct Answers
Industrial/Organizational Psychology - ANS-A specialization focused on the application
of psychological principles to understanding people in the workplace. Focuses on how
people influence work and how work influences people
Sub-Specialities in I/O Psychology - ANS-While I/O psychologists retrieve training in
many areas, many have specific sub-specialities. For example:
Selection and training
Leadership
New employee socialization
Occupational health and safety
Communicating I/O Psychology Research Findings - ANS-I/O Psychologists often use
conferences and journals to present their research findings. Research may be
disseminated via:
Professional conference presentations
Peer-reviewed scientific journals
Practice-oriented journals
Trade journals
World War I - ANS-To manage, process, and place over 1 million recruits during World
War I, the U.S. military worked with Scott and Bingham to adapt two versions of a
cognitive ability test for use with the army:
Army Alpha: version of test for recruits who could read
Army Beta: version of test for recruits who could not read
Promoted the use of testing in personnel selection
Early Years & World War I - ANS-During the early years of I/O Psychology and during
World War I, the field emphasized productivity and efficiency, quantification and
statistics, personnel selection, and tension between science and practice. In the early
years, the field could be best described as industrial psychology, as opposed to
organizational psychology
Scientific Management - ANS-Fredrick Taylor's work in scientific management
paralleled the early years of I/O Psychology. Approached the management of
organizations using logical and scientific principles. Proposed a new idea: The "best
man" should be chosen for a job as opposed to a friend or relative of a current
employee. Scientific management assumed that workers were ignorant of the best way
to do their job and were motivated primarily by financial incentives
, Human Relations Era (1927-1950s) - ANS-Human Relations movement focused on
workers' feelings and attitudes on performance. Many suggest movement was born out
of the Hawthorne studies at Western Electric
Hawthorne Effect - ANS-Research participants behave in a certain way because they
know they are in a study
High-Tech HR Era - ANS-Since 2000, rapidly advancing technology has changed the
traditional way HR procedures were designed and implemented
Traditional Approach - ANS-Job Applications submitted on paper
Applicant testing took place in HR department and took weeks to score
Employees trained using in-person trainer
High-Tech Appraoch - ANS-Job Applications submitted electronically
Applicant testing administered online and scored immediately
Employees trained via online materials and trainers
Current Issues and Controversies (Part 1) - ANS-Increasing automation of work in
reducing the need for many low-skill jobs.
Increase in the need for customer services and technical jobs.
Workforce is becoming increasingly more diverse in terms of race, gender, ethnicity,
age, and sexual orientation--the challenge is how to effectively manage diversity in the
workplace
Current Issues and Controversies (Part 2) - ANS-As a field, I/O Psychology is growing
very rapidly
Outside of mental health specialties (e.g., clinical psychology), there are many more I/O
psychology graduate applicants than in any other area of psychology
The median income for Master's level I/O jobs is $80k/year and for Ph.Ds is $100k/year
Research and I/O Psychology - ANS-I/O psychology research is conducted in academic
institutions and by practitioners in organizations
With the growth in I/O psychology, more applied research is being conducted within
organizations
Theory, Research, and the Research Process - ANS-Research published in journals
typically involves a similar structure:
1. Review past theory and research
2. Describe study methods and results
