Study Plan: Industrial-Organizational Psychology Exam Questions and Answers 100% Pass

Study Plan: Industrial-Organizational Psychology Exam Questions and Answers 100% Pass Industrial and organizational (I-O) psychology is a - branch of psychology that studies how human behavior and psychology affect work and how they are affected by work. The field of I-O psychology can be divided into three broad areas (Figure 1 and Figure 2): industrial, organizational, and human factors - - industrial psychology is concerned with describing job requirements and assessing individuals for their ability to meet those requirements. In addition, once employees are hired, industrial psychology studies and develops ways to train, evaluate, and respond to those evaluations. As a consequence of its concern for candidate characteristics, industrial psychology must also consider issues of legality regarding discrimination in hiring - Organizational psychology is a discipline interested in how the relationships among employees affect those employees and the performance of a business. This includes 2Brittie Donald, All Rights Reserved © 2025 studying worker satisfaction, motivation, and commitment. This field also studies management, leadership, and organizational culture, as well as how an organization's structures, management and leadership styles, social norms, and role expectations affect individual behavior. As a result of its interest in worker wellbeing and relationships, organizational psychology also considers the subjects of harassment, including sexual harassment, and workplace violence - Human factors psychology is the study of how workers interact with the tools of work and how to design those tools to optimize workers' productivity, safety, and health. These studies can involve interactions as straightforward as the fit of a desk, chair, and computer to a human having to sit on the chair at the desk using the computer for several hours each day. They can also include the examination of how humans interact with complex displays and their ability to interpret them accurately and quickly. In Europe, this field is referred to as ergonomics. Hawthorne effect, - which describes the increase in performance of individuals who are aware they are being observed by researchers or supervisors Taylor's theory in action involved - workers handling heavy iron ingots. Taylor showed that the workers could be more productive by taking work rests. This method of rest increased worker productivity from 12.5 to 47.0 tons moved per day with less reported fatigue as well as increased wages for the workers who were paid by the ton. 3Brittie Donald, All Rights Reserved © 2025 At the same time, the company's cost was reduced from 9.2 cents to 3.9 cents per ton. Despite these increases in productivity, Taylor's theory received a great deal of criticism at the time because it was believed that it would exploit workers and reduce the number of workers needed. Gilbreth and her husband, Frank, worked to - make workers more efficient by reducing the number of motions required to perform a task. She not only applied these methods to industry but also to the home, office, shops, and other areas. She investigated employee fatigue and time management stress and found many employees were motivated by money and job satisfaction. In 1914, Gilbreth wrote the book title, The Psychology of Management The branch of I-O psychology known as industrial psychology focuses on identifying and matching persons to tasks within an organization. This involves job analysis, which means - accurately describing the task or job. Then, o