Industrial Psychology - p323 Final
Exam Review-Graded A
The application of psychological principles, theory, and research to the work setting
(cultural differences) - ANSWER-What is I-O Psychology?
Personnel psychology-selecting person for right job
Human factors-fit job to the person (work design, safety) - ANSWER-Industrial
psychology (worker side)
Emotional and motivational, attitudes, fairness, stress, leadership, teams (person) -
ANSWER-Organizational psychology
No manipulation, 2 common designs - observational - ANSWER-Non-experimental
design
Manipulation, non-random assignment of participants - ANSWER-Quasi-experimental
design
Random assignment of participants to conditions, conducted in a lab/workplace -
ANSWER-Experimental design
Two things that go together (relationship between two variables) - ANSWER-What is
Correlation? (does not imply causation)
As one variable increases, the other variable increases - ANSWER-Positive Correlation
As one variable increases, the other decreases (vice-versa) - ANSWER-Negative
Correlation
Consistency or stability of a measure over time - ANSWER-Reliability
-Questionnaire twice
-Calculated by correlating measurements taken at Time 1 with measurements taken at
Time 2
-Equivalent forms reliability
-Calculated by correlating measurements from a sample of individuals who complete 2
different forms of same test (written and computer form) - ANSWER-Test-retest
reliability
-Can calculate various statistical indices to show level of agreement among raters
, -Values in the range of.70 to .80 represent reasonable reliability
-Example: performance reviews - ANSWER-Inter-rater reliability
-Intelligence as "g"
-A very general mental capability that involves the ability to reason, plan, and solve
problems
-Assess reasoning ability, knowledge, acquisition - ANSWER-Cognitive abilities
-Physical ability - bodily powers such as muscular strength, flexibility, and stamina
-Personality - an individual's behaviors and emotional characteristics, generally found to
be stable over time and in a variety of circumstances
-Interests - preferences or liking
-Emotion - an effect or feeling, often experienced and displayed in reaction to an event
or thought and accompanied by physiological changes in various systems of the body -
ANSWER-Varieties of individual differences
-Physical functions of movement, associated with coordination, dexterity, and reaction
time (arm-hand steadiness) - ANSWER-Psychomotor abilities
Objective, judgmental, and personnel - ANSWER-What are the three performance
measures?
Judgmental measure - ANSWER-What performance measure is the better predictor of
the three?
Quantitative count of the results of work (how much you sale) - ANSWER-Objective
performance measure
Performance evaluations, evaluation of the effectiveness of an individual's work -
ANSWER-Judgmental measure
Personnel file (absences, accidents); typically kept in a file - ANSWER-Personnel
measure
Initiated by human resources, developed by human resources, and occurs once a year -
ANSWER-Performance appraisal
Initiated by supervisor/subordinate, developed by managers and employees, occurs
more frequently, concerned with understanding of how employees behaviors fits with
the organizations strategies and goals - ANSWER-Performance management
-Definition of performance (including organizational objectives and strategies)
-Actual measurement process
-Communication between supervisor and subordinate about how individual behavior fits
with organizational expectations - ANSWER-The three components to performance
management
Exam Review-Graded A
The application of psychological principles, theory, and research to the work setting
(cultural differences) - ANSWER-What is I-O Psychology?
Personnel psychology-selecting person for right job
Human factors-fit job to the person (work design, safety) - ANSWER-Industrial
psychology (worker side)
Emotional and motivational, attitudes, fairness, stress, leadership, teams (person) -
ANSWER-Organizational psychology
No manipulation, 2 common designs - observational - ANSWER-Non-experimental
design
Manipulation, non-random assignment of participants - ANSWER-Quasi-experimental
design
Random assignment of participants to conditions, conducted in a lab/workplace -
ANSWER-Experimental design
Two things that go together (relationship between two variables) - ANSWER-What is
Correlation? (does not imply causation)
As one variable increases, the other variable increases - ANSWER-Positive Correlation
As one variable increases, the other decreases (vice-versa) - ANSWER-Negative
Correlation
Consistency or stability of a measure over time - ANSWER-Reliability
-Questionnaire twice
-Calculated by correlating measurements taken at Time 1 with measurements taken at
Time 2
-Equivalent forms reliability
-Calculated by correlating measurements from a sample of individuals who complete 2
different forms of same test (written and computer form) - ANSWER-Test-retest
reliability
-Can calculate various statistical indices to show level of agreement among raters
, -Values in the range of.70 to .80 represent reasonable reliability
-Example: performance reviews - ANSWER-Inter-rater reliability
-Intelligence as "g"
-A very general mental capability that involves the ability to reason, plan, and solve
problems
-Assess reasoning ability, knowledge, acquisition - ANSWER-Cognitive abilities
-Physical ability - bodily powers such as muscular strength, flexibility, and stamina
-Personality - an individual's behaviors and emotional characteristics, generally found to
be stable over time and in a variety of circumstances
-Interests - preferences or liking
-Emotion - an effect or feeling, often experienced and displayed in reaction to an event
or thought and accompanied by physiological changes in various systems of the body -
ANSWER-Varieties of individual differences
-Physical functions of movement, associated with coordination, dexterity, and reaction
time (arm-hand steadiness) - ANSWER-Psychomotor abilities
Objective, judgmental, and personnel - ANSWER-What are the three performance
measures?
Judgmental measure - ANSWER-What performance measure is the better predictor of
the three?
Quantitative count of the results of work (how much you sale) - ANSWER-Objective
performance measure
Performance evaluations, evaluation of the effectiveness of an individual's work -
ANSWER-Judgmental measure
Personnel file (absences, accidents); typically kept in a file - ANSWER-Personnel
measure
Initiated by human resources, developed by human resources, and occurs once a year -
ANSWER-Performance appraisal
Initiated by supervisor/subordinate, developed by managers and employees, occurs
more frequently, concerned with understanding of how employees behaviors fits with
the organizations strategies and goals - ANSWER-Performance management
-Definition of performance (including organizational objectives and strategies)
-Actual measurement process
-Communication between supervisor and subordinate about how individual behavior fits
with organizational expectations - ANSWER-The three components to performance
management
