?
A?
VI
TU
_S
ED
OV
PR
AP
,AP
TABLE OF CONTENTS
R
U
PR
Industrial Organizational Psychology: Understanding the Workplace (7 Edition) - Test
Bank
SE
OV Paul Levy
IS
Chapter 1 Introduction
Chapter 2 Research Methods in I/O Psychology
O
Chapter 3 Job Analysis
ED
Chapter 4 Performance Appraisal
N
Chapter 5
N
Assessment Methods for Selection and Placement
O
Chapter 6 Selecting Employees
_S
C
Chapter 7 Training
TU
ED
Chapter 8 Theories of Employee Motivation
Chapter 9 Feelings About Work: Job Attitudes and Emotions
Chapter 10 Productive and Counterproductive Employee Behavior
M
Chapter 11 Occupational Health Psychology
VI
Chapter 12 Work Groups and Work Teams A?
Chapter 13 Leadership and Power in Organizations
Chapter 14 Organizational Development and Theory
?
,Name:
AP Class: Date:
Chapter 1 - Essay
1. What is industrial/organizational (I/O) psychology? What is the main difference between industrial and
organizational psychology? Provide an example of how a topic associated with industrial psychology might be
PR
related to an organizational psychology topic.
ANSWER: I/O psychology is the application of psychological principles and theories to the workplace. The main
difference between industrial and organizational psychology is the topics they cover. Industrial
OV
psychology is associated with job analysis, training, selection, and performance measurement.
Organizational psychology is associated with motivation, leadership, employer–employee relations, job
attitudes, and organizational development. Examples may vary, but one example might be that if we
select the wrong employees, they may experience low satisfaction in the workplace.
2. The separation of industrial and organizational psychology is generally considered to be a false dichotomy. Explain
ED
why this is, and provide an example that demonstrates why I/O psychologists are trained in both areas.
ANSWER: This is considered a false dichotomy because there is no clear line that divides problems into either
industrial or organizational problems. The problem in the industrial domain may be caused by
_S
attitudinal or motivational factors associated with organizational psychology. In addition, I/O
psychologists are trained in both areas because they are interdependent, related areas. Examples will
vary, but one example might be that an I/O psychologist, when addressing low performance in the
organization, may also need to look at whether poor leadership is in place.
TU
3. I/O psychologists are often described as being scientists/practitioners. Explain what this means and provide an
example.
ANSWER: I/O psychologist are often both the generators of knowledge (scientists) and the consumers of such
VI
knowledge (practitioners). Doctoral education in I/O psychology focuses on both theory and
application. They are trained to be strong researchers and also know how to apply the knowledge
from research in practical settings. This is why they are often described as being
A?
scientists/practitioners. Examples will vary, but one possible example is that an I/O psychologist in an
organization may use data from an intervention that has been applied to write a research article.
4. How does the scientist/practitioner model affect the training of doctoral students in I/O psychology? What are
three competencies that I/O psychology students develop in doctoral programs?
?
ANSWER: Students must focus on both the theories and the applications of various content areas. Competencies
include attitude theory, career development, consumer behavior, criterion development, ethical and
legal issues, history and systems, human factors, individual assessment, individual differences, job
evaluation, judgment and decision making, leadership, occupational health and safety, organizational
development, organizational theory, performance appraisal, personnel recruitment, professional skills,
research methods, training, and work motivation.
, Name:
AP Class: Date:
Chapter 1 - Essay
5. Briefly describe the Hawthorne studies and how they are considered the birth of organizational psychology.
PR
ANSWER: The Hawthorne studies were conducted in an electric plant, where it was discovered that employee's
productivity increased because they were being observed, not due to the amount of light being
manipulated. This study highlighted the importance of psychological conditions at work rather than
physical conditions. Questions about motivation, leadership, and human relations arose at this time and
OV
led to further research about organizational psychology topics.
6. Briefly define four of the given areas of focus in I/O psychology: selection, training and development, organizational
development, performance appraisal, or quality of work life.
ANSWER: Selection experts work on the development and administration of tests used for employee hiring.
ED
Training and development experts develop, deliver, and evaluate training programs. Organizational
development experts analyze organizational structures, cultures, and climates. Performance appraisal
experts develop measures of performance and use these measures to improve performance. Quality of
work life experts assess and improve job attitudes such as satisfaction and commitment.
_S
7. Choose two of these historical hallmarks: the Great Depression, World War I, World War II, or the civil rights
movement. Describe how each event impacted the field and study of I/O psychology.
ANSWER: World War I saw the development of Army Alpha and Army Beta mental ability tests, which allowed
TU
for the screening and classification of military personnel. The Great Depression led to an all-time high
in unemployment, so the focus on I/O psychology was less on testing and more on the human
condition. World War II led to continued selection, placement, and evaluation in the armed forces. It
also led to the creation of research centers such as ARI and AFHRL. The civil rights movement led to
VI
a greater focus on the social, political, and legal climate, including the ethnic and racial differences on
selection tests, fairness of those tests, and issues of discrimination in the workplace.
A?
8. Explain how the development of I/O psychology in the United States differed from that in Europe.
ANSWER: I/O psychology in Europe had more financial and governmental support. As a result, the field
developed earlier and faster compared to that in the United States. There was also more collaboration
among researchers in Europe as there were centers that funded research and brought experts together.
?
In contrast, in the United States, research was mostly done by individuals and lone faculty members
conducting their own studies.
9. The Hawthorne studies were integral to the advancement of I/O psychology. Briefly describe those studies. Explain
what the researchers found as a result of their experiments and how their findings influenced I/O psychology.
ANSWER: The Hawthorne studies were intended to study the influence of physical conditions (e.g., lighting) on
employee productivity. Instead, researchers discovered that employees responded positively to the
researchers paying attention to them. This led to more focus on the social aspects of the workplace,
such as team development, supervision, worker morale, and group processes.
A?
VI
TU
_S
ED
OV
PR
AP
,AP
TABLE OF CONTENTS
R
U
PR
Industrial Organizational Psychology: Understanding the Workplace (7 Edition) - Test
Bank
SE
OV Paul Levy
IS
Chapter 1 Introduction
Chapter 2 Research Methods in I/O Psychology
O
Chapter 3 Job Analysis
ED
Chapter 4 Performance Appraisal
N
Chapter 5
N
Assessment Methods for Selection and Placement
O
Chapter 6 Selecting Employees
_S
C
Chapter 7 Training
TU
ED
Chapter 8 Theories of Employee Motivation
Chapter 9 Feelings About Work: Job Attitudes and Emotions
Chapter 10 Productive and Counterproductive Employee Behavior
M
Chapter 11 Occupational Health Psychology
VI
Chapter 12 Work Groups and Work Teams A?
Chapter 13 Leadership and Power in Organizations
Chapter 14 Organizational Development and Theory
?
,Name:
AP Class: Date:
Chapter 1 - Essay
1. What is industrial/organizational (I/O) psychology? What is the main difference between industrial and
organizational psychology? Provide an example of how a topic associated with industrial psychology might be
PR
related to an organizational psychology topic.
ANSWER: I/O psychology is the application of psychological principles and theories to the workplace. The main
difference between industrial and organizational psychology is the topics they cover. Industrial
OV
psychology is associated with job analysis, training, selection, and performance measurement.
Organizational psychology is associated with motivation, leadership, employer–employee relations, job
attitudes, and organizational development. Examples may vary, but one example might be that if we
select the wrong employees, they may experience low satisfaction in the workplace.
2. The separation of industrial and organizational psychology is generally considered to be a false dichotomy. Explain
ED
why this is, and provide an example that demonstrates why I/O psychologists are trained in both areas.
ANSWER: This is considered a false dichotomy because there is no clear line that divides problems into either
industrial or organizational problems. The problem in the industrial domain may be caused by
_S
attitudinal or motivational factors associated with organizational psychology. In addition, I/O
psychologists are trained in both areas because they are interdependent, related areas. Examples will
vary, but one example might be that an I/O psychologist, when addressing low performance in the
organization, may also need to look at whether poor leadership is in place.
TU
3. I/O psychologists are often described as being scientists/practitioners. Explain what this means and provide an
example.
ANSWER: I/O psychologist are often both the generators of knowledge (scientists) and the consumers of such
VI
knowledge (practitioners). Doctoral education in I/O psychology focuses on both theory and
application. They are trained to be strong researchers and also know how to apply the knowledge
from research in practical settings. This is why they are often described as being
A?
scientists/practitioners. Examples will vary, but one possible example is that an I/O psychologist in an
organization may use data from an intervention that has been applied to write a research article.
4. How does the scientist/practitioner model affect the training of doctoral students in I/O psychology? What are
three competencies that I/O psychology students develop in doctoral programs?
?
ANSWER: Students must focus on both the theories and the applications of various content areas. Competencies
include attitude theory, career development, consumer behavior, criterion development, ethical and
legal issues, history and systems, human factors, individual assessment, individual differences, job
evaluation, judgment and decision making, leadership, occupational health and safety, organizational
development, organizational theory, performance appraisal, personnel recruitment, professional skills,
research methods, training, and work motivation.
, Name:
AP Class: Date:
Chapter 1 - Essay
5. Briefly describe the Hawthorne studies and how they are considered the birth of organizational psychology.
PR
ANSWER: The Hawthorne studies were conducted in an electric plant, where it was discovered that employee's
productivity increased because they were being observed, not due to the amount of light being
manipulated. This study highlighted the importance of psychological conditions at work rather than
physical conditions. Questions about motivation, leadership, and human relations arose at this time and
OV
led to further research about organizational psychology topics.
6. Briefly define four of the given areas of focus in I/O psychology: selection, training and development, organizational
development, performance appraisal, or quality of work life.
ANSWER: Selection experts work on the development and administration of tests used for employee hiring.
ED
Training and development experts develop, deliver, and evaluate training programs. Organizational
development experts analyze organizational structures, cultures, and climates. Performance appraisal
experts develop measures of performance and use these measures to improve performance. Quality of
work life experts assess and improve job attitudes such as satisfaction and commitment.
_S
7. Choose two of these historical hallmarks: the Great Depression, World War I, World War II, or the civil rights
movement. Describe how each event impacted the field and study of I/O psychology.
ANSWER: World War I saw the development of Army Alpha and Army Beta mental ability tests, which allowed
TU
for the screening and classification of military personnel. The Great Depression led to an all-time high
in unemployment, so the focus on I/O psychology was less on testing and more on the human
condition. World War II led to continued selection, placement, and evaluation in the armed forces. It
also led to the creation of research centers such as ARI and AFHRL. The civil rights movement led to
VI
a greater focus on the social, political, and legal climate, including the ethnic and racial differences on
selection tests, fairness of those tests, and issues of discrimination in the workplace.
A?
8. Explain how the development of I/O psychology in the United States differed from that in Europe.
ANSWER: I/O psychology in Europe had more financial and governmental support. As a result, the field
developed earlier and faster compared to that in the United States. There was also more collaboration
among researchers in Europe as there were centers that funded research and brought experts together.
?
In contrast, in the United States, research was mostly done by individuals and lone faculty members
conducting their own studies.
9. The Hawthorne studies were integral to the advancement of I/O psychology. Briefly describe those studies. Explain
what the researchers found as a result of their experiments and how their findings influenced I/O psychology.
ANSWER: The Hawthorne studies were intended to study the influence of physical conditions (e.g., lighting) on
employee productivity. Instead, researchers discovered that employees responded positively to the
researchers paying attention to them. This led to more focus on the social aspects of the workplace,
such as team development, supervision, worker morale, and group processes.
