General Study Notes Inquiry

Typically positive references about an applicant's abilities or character.

The problem that a reference may not know the applicant well or fully observe their behavior.

The inconsistency in opinions from different references about the same applicant.

Refers to the influence of personal feelings on the length and positivity of letters.

A simulation exercise mimicking daily tasks on a manager's desk.

Experiential assessments allowing observers to see applicants perform real tasks.

Actual tasks or projects done by an applicant to showcase their skills.

Activities where applicants solve problems in groups without designated leaders.

The first issue of The Industrial-Organizational Psychologist published in 1971.

A phenomenon where individuals change their behavior due to being observed or studied.

The branch of psychology focusing on job analysis, recruitment, selection, and performance evaluation of employees.

In 1970, Division 14 of the APA, focused on I/O psychology, had over 1,100 members.

The study of how people behave in organizations, focusing on leadership, motivation, and communication.

An early influencer in I/O psychology known for applying psychology to business in 1903.

The study of how to design workspaces and systems that improve human performance and comfort.

Pioneer in I/O psychology who published works on efficiency in business in 1913.

Established in 1937, it focuses on applying psychological principles in professional settings.

Tests developed during WWI for employee selection based on literacy.

Initially established as Division 14 of the APA in 1945, it focuses on industrial and organizational psychology.

In 1982, Division 14 renamed itself to Society for Industrial and Organizational Psychology.

A federal law aimed at abolishing wage disparity based on gender.

Legislation passed to address conservative Supreme Court decisions affecting employee rights.

A single number summarizing the effectiveness of a variable, used in meta-analysis.

A landmark legislation in US history prohibiting discrimination based on race, color, religion, sex, or national origin.

A method where test items are split into two and their scores are correlated.

Estimates monetary savings to an organization based on test results.

Consistency of ratings between different interviewers.

The extent to which a test measures the content it claims to measure.

How well a test score correlates with job performance.

Occurs when a selection rate for any group is significantly lower than for others.

When a test is more valid for one group than another.

A statistical method that weights scores from multiple tests for hiring decisions.

A method of comparing each pair of employees to determine the better performer.

A performance evaluation method where a set percentage of employees is placed in performance categories.

Quantifiable metrics used to evaluate employee performance, such as quantity and quality of work.

A common rating scale used to assess employee performance on a numerical scale.

A list that outlines specific behaviors or results expected from employees.

Concept that employees are promoted until they reach their highest level of incompetence.

When a criterion score is influenced by outside factors not controlled by the employee.

A discussion evaluating an employee's strengths and weaknesses and overall performance.

A branch of psychology applying its principles to workplace settings.

Responsible for improving the efficiency of cargo ship operations.

Pioneers in productivity studies by analyzing worker motions.

Developed using principles of learning to enhance employee skills.

Research showing the impact of managerial interaction on employee behavior.

The skills and abilities needed to perform a job effectively.

Used in I/O psychology to satisfy and motivate employees.

Awarded to Bruce Moore and Merrill Ream in 1921.