Chapter 1 - Psychology Applied to
Work
______ regulates its own membership >>> Psychology
1964 Civil Rights Act; Title VII >>> Concerned with discrimination in employment; protection on the basis
of race, color, religion, sex or national origin.
1990 Americans with Disabilities Act >>> Requires handicap accessibility in the workplace; resonable
accommodations in organizations.
A broad range of employee behaviors that are harmful to other employees or the organization. >>>
Deviant workplace behavior
A classification of objects designed to enhance understanding of the objects being classified. >>>
Taxonomy
A formal procedure by which the content of work is defined in terms of activities performed and
attributes needed to perform the work. >>> Work analysis
A grouping of similar jobs in an organization. >>> Job family
A local company decided to give its employees a chance to voice their opinions through the use of a
suggestion system. Employees initially appreciated this opportunity and the productivity in the plant
increased significantly. After a few months, however, the novelty of the suggestion system wore off and
employees returned to previous levels of performance. This is an example of: >>> The Hawthorne effect
A method of work analysis that assesses the content of jobs on the basis of approximately 200 items in
the questionnaire. >>> Position Analysis Questionnaire (PAQ)
A method of work analysis that describes the content of jobs in terms of People, Data, and Things. >>>
Functional Job Analysis (FJA)
A person knowledgeable about a topic who can serve as a qualified information source. >>> Subject
matter expert (SME)
A procedure or set of operations in work analysis designed to identify important or frequently
performed tasks as a means of understanding the work performed. >>> Task-oriented procedure
A procedure or set of operations in work analysis designed to identify important or frequently utilized
human attributes as a means of understanding the work performed. >>> Worker-oriented procedure
, A process for determining the human characteristics (i.e. competencies) needed to perform successfully
within an organization. >>> Competency modeling
A range of employee behaviors that enable them to increase their capacity to cope with organizational
change. >>> Adaptive behavior
A set of factors used to assess job performance that are (relatively) factual in character. >>> Objective
performance criteria
A set of factors used to assess job performance that are the product of someone's (e.g., supervisor,
peer, customer) judgment of these factors. >>> Subjective performance criteria
A set of similar positions in an organization. >>> Job
A set of tasks performed by a single employee. For example, the position of a secretary is often
represented by the tasks of typing, filing, and scheduling. >>> Position
A technique in work analysis that establishes the connection between the tasks performed and the
human attributes needed to perform them. >>> Linkage analysis
About _% of psychologists specialize in I/O >>> 4%
An abbreviation for "knowledge, skills, abilities, and other" characteristics. Often used in the context of
work analysis. >>> KSAOs
An area of scientific study and professional practice that addresses psychological concepts and principles
in the work world >>> I/O psychology
An online computer-based source of information about jobs. >>> Occupational Information Network (O*
NET)
Analyzing jobs and work, developing recruitment procedures, developing selection procedures,
validating tests, optimizing placement of personnel, and identifying management potentialSelection and
Placement >>> Selection and Placement
Analyzing organizational structures and climates, maximizing the satisfaction and effectiveness of
individuals and work groups, and facilitating organizational change. >>> Organization Development
Applied scientific method to practical problems. Known as the father of I/O psychology. Applied
traditional psychology methods; shared the idea of I/O psych and trained a lot of people that went on to
practice it. >>> Hugo Münsterberg
Applying research findings and scientific methods for practical applications in the workplace; using the
scientific method to improve organizations and then using research findings to make suggestions >>>
scientist-practioner model
Army Alpha >>> Intelligent test
Work
______ regulates its own membership >>> Psychology
1964 Civil Rights Act; Title VII >>> Concerned with discrimination in employment; protection on the basis
of race, color, religion, sex or national origin.
1990 Americans with Disabilities Act >>> Requires handicap accessibility in the workplace; resonable
accommodations in organizations.
A broad range of employee behaviors that are harmful to other employees or the organization. >>>
Deviant workplace behavior
A classification of objects designed to enhance understanding of the objects being classified. >>>
Taxonomy
A formal procedure by which the content of work is defined in terms of activities performed and
attributes needed to perform the work. >>> Work analysis
A grouping of similar jobs in an organization. >>> Job family
A local company decided to give its employees a chance to voice their opinions through the use of a
suggestion system. Employees initially appreciated this opportunity and the productivity in the plant
increased significantly. After a few months, however, the novelty of the suggestion system wore off and
employees returned to previous levels of performance. This is an example of: >>> The Hawthorne effect
A method of work analysis that assesses the content of jobs on the basis of approximately 200 items in
the questionnaire. >>> Position Analysis Questionnaire (PAQ)
A method of work analysis that describes the content of jobs in terms of People, Data, and Things. >>>
Functional Job Analysis (FJA)
A person knowledgeable about a topic who can serve as a qualified information source. >>> Subject
matter expert (SME)
A procedure or set of operations in work analysis designed to identify important or frequently
performed tasks as a means of understanding the work performed. >>> Task-oriented procedure
A procedure or set of operations in work analysis designed to identify important or frequently utilized
human attributes as a means of understanding the work performed. >>> Worker-oriented procedure
, A process for determining the human characteristics (i.e. competencies) needed to perform successfully
within an organization. >>> Competency modeling
A range of employee behaviors that enable them to increase their capacity to cope with organizational
change. >>> Adaptive behavior
A set of factors used to assess job performance that are (relatively) factual in character. >>> Objective
performance criteria
A set of factors used to assess job performance that are the product of someone's (e.g., supervisor,
peer, customer) judgment of these factors. >>> Subjective performance criteria
A set of similar positions in an organization. >>> Job
A set of tasks performed by a single employee. For example, the position of a secretary is often
represented by the tasks of typing, filing, and scheduling. >>> Position
A technique in work analysis that establishes the connection between the tasks performed and the
human attributes needed to perform them. >>> Linkage analysis
About _% of psychologists specialize in I/O >>> 4%
An abbreviation for "knowledge, skills, abilities, and other" characteristics. Often used in the context of
work analysis. >>> KSAOs
An area of scientific study and professional practice that addresses psychological concepts and principles
in the work world >>> I/O psychology
An online computer-based source of information about jobs. >>> Occupational Information Network (O*
NET)
Analyzing jobs and work, developing recruitment procedures, developing selection procedures,
validating tests, optimizing placement of personnel, and identifying management potentialSelection and
Placement >>> Selection and Placement
Analyzing organizational structures and climates, maximizing the satisfaction and effectiveness of
individuals and work groups, and facilitating organizational change. >>> Organization Development
Applied scientific method to practical problems. Known as the father of I/O psychology. Applied
traditional psychology methods; shared the idea of I/O psych and trained a lot of people that went on to
practice it. >>> Hugo Münsterberg
Applying research findings and scientific methods for practical applications in the workplace; using the
scientific method to improve organizations and then using research findings to make suggestions >>>
scientist-practioner model
Army Alpha >>> Intelligent test
