Industrial Psychology Final Exam Question/Answers
Graded A+ 2025/2026
Organizational Psychology - Understanding behavior and enhancing the well being of
employees in the workplace: Employee Attitudes & Behavior, Job Stress, Supervisory
Practices
Hugo Munsterberg & Walter Dill Scott - Applying psychology to problems of
organizations
Frederick Winslow Taylor - Scientific Management as an approach to handling
production workers in factories
Frank & Lillian Gilbreth - Studied how people perform tasks; Best known for time and
motion studies
Army Alpha - Tests intelligence of people who can read/write in English. Used for USA
army in WWI
Hawthorne Studies - An experiment where a group of 6 employees were segregated,
their work environment was changed and they were monitored
Army General Classification Test - a test developed by during WWII psychologists for
the selection and placement of military personnel
What does an I/O Psychologist
do? - Conduct job analysis, Design an employee performance appraisal system, Design
an employee selection system, Design training programs, Evaluate the effectiveness of
an activity
or practice, Implement an organizational change
Career Opportunities - University Professor, Researcher, Consultant, Organizational
Development Specialist, Performance Improvement Specialist, Human Resource
Representative, Management Development, Training & Development
Beneficence and Nonmaleficence - Psychologists strive to benefit those with whom they
work and take care to do no harm
Fidelity and Responsibility - Psychologists establish relationships of trust with those with
whom they work.
Integrity - Psychologists seek to promote accuracy, honesty, and truthfulness in the
science, teaching, and practice of psychology.
Justice - Psychologists recognize that fairness and justice entitle all persons to access
to and benefit from the contributions of
,psychology and to equal quality in the processes, procedures, and services being
conducted by psychologists.
Respect for People's Rights and Dignity - Psychologists respect the dignity and worth of
all people, and the rights of individuals to privacy, confidentiality, and self-determination.
Quasi-experimental - Research method similar to an experimental design except that it
makes use of naturally occurring groups rather than randomly assigning subjects to
groups. (No control)
Survey Design - a method of asking research participants questions that provides
researchers with a method of information gathering from a large number of people over
a relatively short period of time
Questionnaire - -Open-ended questions allow respondents to express opinions, ideas,
or behaviors in their own words without being forced to choose among alternatives that
have been predetermined by a marketing researcher. It captures the "voice" of the
respondents.
Descriptive Statistics - Ways of describing a set of data. Three common measurements
are the mean, median and mode.
Meta-Analysis - a procedure for statistically combining the results of many different
research studies
Job Analysis - Process of defining a job in terms of its
component tasks or duties and the human attributes
Uses and Application of Job Analysis - Career Development
Legal Issues
Performance Appraisals
Employee Selection
Training
Research
Job Descriptions
Job Specifications
Job Evaluation
Job Descriptions - Written statements that describe what
incumbent actually does, how and why;
Specifies task requirements
Job Specifications - KSAO that are necessary for job
Specifies people requirements
Job Evaluation - Determine worth of a job
, Element - Smallest unit of work activity
Activity - Parts of a task
Task - Multiple elements of work performed to
achieve an objective
Duty - Major component of the job
Position - Defined by the tasks an individual performs
Job - Collection of positions similar enough to
one another to share a common job title
Methods of Job Analysis - Interview subject matter experts, Perform the job,
Observation of incumbents, questionnaires
Subject Matter Experts (SME): - A person who is an expert on a given topic or skill.
Observation of incumbents -
Job-Oriented Approach - Focus on describing various tasks that are performed on the
job (task inventory and functional job analysis)
Functional Job Analysis - Quantitative approach to job analysis that assumes each job
involves three broad elements: (1) data, (2) people, and (3) things and utilizes a
compiled inventory of the various elements or work activities that can make up any job.
(Dictionary of Occupational Titles)
task inventory - A questionnaire containing a list of tasks each of which the job
incumbent rates on a series of scales such as importance and time spent.
Dictionary of Occupational Titles - defunct publication produced by the United States
Department of Labor which matched job seekers to jobs from 1938 to the late 1990s. It
was then rendered obsolete and replaced by a database which is largely informed by
people who have direct experience working in each occupation, the Occupational
Information Network or the O*NET.
Person-Oriented Approach - Job Components Inventory (JCI) Method & Position
Analysis Questionnaire
Job Components Inventory (JCI) Method - method allows for the simultaneous
assessment of the job requirements and a person's KSAOs. The KSAOs for a job and
for an individual are listed. the degree of correspondence of the lists is used to
Graded A+ 2025/2026
Organizational Psychology - Understanding behavior and enhancing the well being of
employees in the workplace: Employee Attitudes & Behavior, Job Stress, Supervisory
Practices
Hugo Munsterberg & Walter Dill Scott - Applying psychology to problems of
organizations
Frederick Winslow Taylor - Scientific Management as an approach to handling
production workers in factories
Frank & Lillian Gilbreth - Studied how people perform tasks; Best known for time and
motion studies
Army Alpha - Tests intelligence of people who can read/write in English. Used for USA
army in WWI
Hawthorne Studies - An experiment where a group of 6 employees were segregated,
their work environment was changed and they were monitored
Army General Classification Test - a test developed by during WWII psychologists for
the selection and placement of military personnel
What does an I/O Psychologist
do? - Conduct job analysis, Design an employee performance appraisal system, Design
an employee selection system, Design training programs, Evaluate the effectiveness of
an activity
or practice, Implement an organizational change
Career Opportunities - University Professor, Researcher, Consultant, Organizational
Development Specialist, Performance Improvement Specialist, Human Resource
Representative, Management Development, Training & Development
Beneficence and Nonmaleficence - Psychologists strive to benefit those with whom they
work and take care to do no harm
Fidelity and Responsibility - Psychologists establish relationships of trust with those with
whom they work.
Integrity - Psychologists seek to promote accuracy, honesty, and truthfulness in the
science, teaching, and practice of psychology.
Justice - Psychologists recognize that fairness and justice entitle all persons to access
to and benefit from the contributions of
,psychology and to equal quality in the processes, procedures, and services being
conducted by psychologists.
Respect for People's Rights and Dignity - Psychologists respect the dignity and worth of
all people, and the rights of individuals to privacy, confidentiality, and self-determination.
Quasi-experimental - Research method similar to an experimental design except that it
makes use of naturally occurring groups rather than randomly assigning subjects to
groups. (No control)
Survey Design - a method of asking research participants questions that provides
researchers with a method of information gathering from a large number of people over
a relatively short period of time
Questionnaire - -Open-ended questions allow respondents to express opinions, ideas,
or behaviors in their own words without being forced to choose among alternatives that
have been predetermined by a marketing researcher. It captures the "voice" of the
respondents.
Descriptive Statistics - Ways of describing a set of data. Three common measurements
are the mean, median and mode.
Meta-Analysis - a procedure for statistically combining the results of many different
research studies
Job Analysis - Process of defining a job in terms of its
component tasks or duties and the human attributes
Uses and Application of Job Analysis - Career Development
Legal Issues
Performance Appraisals
Employee Selection
Training
Research
Job Descriptions
Job Specifications
Job Evaluation
Job Descriptions - Written statements that describe what
incumbent actually does, how and why;
Specifies task requirements
Job Specifications - KSAO that are necessary for job
Specifies people requirements
Job Evaluation - Determine worth of a job
, Element - Smallest unit of work activity
Activity - Parts of a task
Task - Multiple elements of work performed to
achieve an objective
Duty - Major component of the job
Position - Defined by the tasks an individual performs
Job - Collection of positions similar enough to
one another to share a common job title
Methods of Job Analysis - Interview subject matter experts, Perform the job,
Observation of incumbents, questionnaires
Subject Matter Experts (SME): - A person who is an expert on a given topic or skill.
Observation of incumbents -
Job-Oriented Approach - Focus on describing various tasks that are performed on the
job (task inventory and functional job analysis)
Functional Job Analysis - Quantitative approach to job analysis that assumes each job
involves three broad elements: (1) data, (2) people, and (3) things and utilizes a
compiled inventory of the various elements or work activities that can make up any job.
(Dictionary of Occupational Titles)
task inventory - A questionnaire containing a list of tasks each of which the job
incumbent rates on a series of scales such as importance and time spent.
Dictionary of Occupational Titles - defunct publication produced by the United States
Department of Labor which matched job seekers to jobs from 1938 to the late 1990s. It
was then rendered obsolete and replaced by a database which is largely informed by
people who have direct experience working in each occupation, the Occupational
Information Network or the O*NET.
Person-Oriented Approach - Job Components Inventory (JCI) Method & Position
Analysis Questionnaire
Job Components Inventory (JCI) Method - method allows for the simultaneous
assessment of the job requirements and a person's KSAOs. The KSAOs for a job and
for an individual are listed. the degree of correspondence of the lists is used to
