INDUSTRIAL AND ORGANIZATIONAL
PSYCHOLOGY EXAM SCRIPT PRACTICE
QUESTIONS AND CORRECT SOLUTIONS
●● Format: TERM [tab] DEFINITION
Answer:
●● (Import into Quizlet using the "Copy and paste" option, with Tab
between term and definition, and each card on a new line)
Answer:
●● I/O Psychology
Answer: The application of psychological principles and scientific
research to the work environment to increase employee satisfaction and
productivity.
●● Industrial Psychology (I side)
Answer: The branch of I/O psychology focused on measurement —
assessing KSAOs and matching them to job requirements.
●● Organizational Psychology (O side)
,Answer: The branch of I/O psychology focused on the social aspects of
work, including how employees are influenced by supervisors,
coworkers, culture, and organizational norms.
●● Personnel Psychology
Answer: The use of psychological principles in selecting and evaluating
employees.
●● Human Factors / Ergonomics
Answer: The scientific application of theories and principles to human
interactions with other organizational elements (machines,
environments, tools).
●● KSAOs
Answer: Knowledge, Skills, Abilities, and Other characteristics (e.g.,
personality traits) used to describe what a job requires and what an
applicant offers.
●● Hawthorne Effect
Answer: When employees change their behavior solely because they are
being observed or receiving attention.
●● Army Alpha
,Answer: An intelligence test developed during WWI for soldiers who
could read, used to assess and place recruits.
●● Army Beta
Answer: An intelligence test developed during WWI for soldiers who
could NOT read, used to assess and place recruits.
●● Job Analysis
Answer: The process of determining a job's requirements, including the
KSAOs needed, working conditions, and performance measures.
●● Job Description
Answer: A written summary of the tasks performed in a job, the
conditions under which it is performed, and the requirements needed to
perform it.
●● Job Specifications
Answer: The knowledge, skills, and abilities needed to successfully
perform a job (now more commonly called "competencies").
●● Job Analyst
Answer: The person who conducts the job analysis.
●● Subject-Matter Experts (SMEs)
, Answer: Sources — such as supervisors and job incumbents — who are
knowledgeable about a specific job and provide information for job
analyses.
●● SME Conference
Answer: A group job analysis interview consisting of subject-matter
experts.
●● Task Inventory
Answer: A questionnaire containing a list of tasks, each rated by job
incumbents on scales such as importance and time spent.
●● Ammerman Technique
Answer: A job analysis method in which a group of job experts identifies
the objectives and standards to be met by the ideal worker.
●● Job Participation
Answer: A job analysis method in which the analyst actually performs
the job being analyzed.
●● Peter Principle
Answer: The idea that organizations tend to promote good employees
until they reach their highest level of incompetence.
PSYCHOLOGY EXAM SCRIPT PRACTICE
QUESTIONS AND CORRECT SOLUTIONS
●● Format: TERM [tab] DEFINITION
Answer:
●● (Import into Quizlet using the "Copy and paste" option, with Tab
between term and definition, and each card on a new line)
Answer:
●● I/O Psychology
Answer: The application of psychological principles and scientific
research to the work environment to increase employee satisfaction and
productivity.
●● Industrial Psychology (I side)
Answer: The branch of I/O psychology focused on measurement —
assessing KSAOs and matching them to job requirements.
●● Organizational Psychology (O side)
,Answer: The branch of I/O psychology focused on the social aspects of
work, including how employees are influenced by supervisors,
coworkers, culture, and organizational norms.
●● Personnel Psychology
Answer: The use of psychological principles in selecting and evaluating
employees.
●● Human Factors / Ergonomics
Answer: The scientific application of theories and principles to human
interactions with other organizational elements (machines,
environments, tools).
●● KSAOs
Answer: Knowledge, Skills, Abilities, and Other characteristics (e.g.,
personality traits) used to describe what a job requires and what an
applicant offers.
●● Hawthorne Effect
Answer: When employees change their behavior solely because they are
being observed or receiving attention.
●● Army Alpha
,Answer: An intelligence test developed during WWI for soldiers who
could read, used to assess and place recruits.
●● Army Beta
Answer: An intelligence test developed during WWI for soldiers who
could NOT read, used to assess and place recruits.
●● Job Analysis
Answer: The process of determining a job's requirements, including the
KSAOs needed, working conditions, and performance measures.
●● Job Description
Answer: A written summary of the tasks performed in a job, the
conditions under which it is performed, and the requirements needed to
perform it.
●● Job Specifications
Answer: The knowledge, skills, and abilities needed to successfully
perform a job (now more commonly called "competencies").
●● Job Analyst
Answer: The person who conducts the job analysis.
●● Subject-Matter Experts (SMEs)
, Answer: Sources — such as supervisors and job incumbents — who are
knowledgeable about a specific job and provide information for job
analyses.
●● SME Conference
Answer: A group job analysis interview consisting of subject-matter
experts.
●● Task Inventory
Answer: A questionnaire containing a list of tasks, each rated by job
incumbents on scales such as importance and time spent.
●● Ammerman Technique
Answer: A job analysis method in which a group of job experts identifies
the objectives and standards to be met by the ideal worker.
●● Job Participation
Answer: A job analysis method in which the analyst actually performs
the job being analyzed.
●● Peter Principle
Answer: The idea that organizations tend to promote good employees
until they reach their highest level of incompetence.
