Industrial-Organizational Psychology Overview
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Questions and Answers

What is the primary focus of industrial-organizational psychology?

The primary focus of industrial-organizational psychology is the scientific study of human behavior in organizations and the workplace.

List two key areas of knowledge essential for I/O psychologists.

Two key areas are organizational development and human performance.

What type of problems does industrial-organizational psychology address?

I/O psychology addresses issues such as recruitment, training, performance measurement, and workplace motivation.

Who are the primary populations served by I/O psychologists?

<p>The primary populations include individuals in business, industry, labor, and public organizations.</p> Signup and view all the answers

What is the role of I/O psychologists in designing training programs?

<p>I/O psychologists formulate and implement training programs and evaluate their effectiveness.</p> Signup and view all the answers

How do I/O psychologists contribute to performance evaluation?

<p>I/O psychologists develop criteria to evaluate the performance of individuals and organizations.</p> Signup and view all the answers

In terms of consumer behavior, what is one duty of I/O psychologists?

<p>I/O psychologists assess consumer preferences and customer satisfaction.</p> Signup and view all the answers

What distinguishes I/O psychology from other branches of psychology?

<p>I/O psychology focuses specifically on human behavior in work settings.</p> Signup and view all the answers

What is the primary focus of human factors psychology in the workplace?

<p>The primary focus is on the integration of the human-machine interface through design, ensuring that machines fit human requirements.</p> Signup and view all the answers

What roles do human factor professionals play in the design process?

<p>They are involved in design from the beginning or in testing and evaluation at the end of a project.</p> Signup and view all the answers

How do human factors psychology principles contribute to workplace safety?

<p>These principles help develop regulations and best design practices aimed at enhancing work safety.</p> Signup and view all the answers

What method is commonly used to reduce accidents in the workplace?

<p>A checklist is commonly used to reduce accidents by ensuring that safety protocols are followed.</p> Signup and view all the answers

In what ways can the integration of human factors be categorized?

<p>The integration can be categorized as either physical or cognitive, or a combination of both.</p> Signup and view all the answers

What is the main goal of orientation training for new employees?

<p>To educate them about how the organization operates and makes decisions.</p> Signup and view all the answers

How does 360-degree feedback appraisal differ from traditional performance appraisals?

<p>It combines ratings from multiple sources, including supervisors, peers, and subordinates.</p> Signup and view all the answers

What does the Equal Pay Act require regarding employee compensation?

<p>It requires equal pay for men and women performing equal work in the same workplace.</p> Signup and view all the answers

Why is fair evaluation important in work performance appraisals?

<p>It helps employees improve their performance and ensures that individuals are in roles suited to their talents.</p> Signup and view all the answers

What constitutes a disability under the Americans with Disabilities Act (ADA)?

<p>A physical or mental impairment that limits one or more major life activities.</p> Signup and view all the answers

What role do industrial and organizational psychologists play in performance appraisal systems?

<p>They design systems to evaluate employee performance fairly and effectively.</p> Signup and view all the answers

Identify one common cause of job stress.

<p>Job insecurity is a significant cause of job stress.</p> Signup and view all the answers

What is the impact of job satisfaction on organizational performance?

<p>Higher job satisfaction correlates with improved organizational performance.</p> Signup and view all the answers

What is a bona fide occupational qualification (BFOQ)?

<p>A requirement for certain occupations that, if not met, could constitute legal discrimination.</p> Signup and view all the answers

How does mentoring differ from formal training?

<p>Mentoring is informal and involves guidance from an experienced employee.</p> Signup and view all the answers

What is one effect of downsizing on employees?

<p>Downsizing can lead to increased job stress and insecurity among remaining employees.</p> Signup and view all the answers

What is the purpose of conducting job satisfaction surveys?

<p>To assess how organizational changes affect employee satisfaction and performance.</p> Signup and view all the answers

What does the Pregnancy Discrimination Act of 1978 prohibit?

<p>It prohibits job discrimination against women due to pregnancy.</p> Signup and view all the answers

Why is job performance documentation important in performance appraisals?

<p>It helps to justify decisions regarding promotions, raises, or terminations.</p> Signup and view all the answers

What are the four main contexts in which industrial and organizational psychologists work?

<p>Academia, government, consulting firms, and business.</p> Signup and view all the answers

What are the three broad areas of I-O psychology?

<p>Industrial psychology, organizational psychology, and human factors psychology.</p> Signup and view all the answers

What was the significance of the Army Alpha and Beta tests developed during WWI?

<p>They were methods for screening and selecting enlisted men based on their mental abilities.</p> Signup and view all the answers

What effect is observed when individuals are noticed and paid attention to by researchers or supervisors?

<p>The Hawthorne effect.</p> Signup and view all the answers

Who conducted the influential studies at Hawthorne Works and what was their focus?

<p>Elton Mayo conducted studies focusing on the psychological and social factors affecting productivity.</p> Signup and view all the answers

What was Frederick Taylor's contribution to industrial psychology?

<p>He redesigned workplaces to increase output and worker wages.</p> Signup and view all the answers

What are the two related approaches to job analysis?

<p>Task-oriented and worker-oriented approaches.</p> Signup and view all the answers

What is the difference between structured and unstructured interviews in the I-O context?

<p>Structured interviews use predetermined questions with standardized scoring, while unstructured interviews are more flexible without standardization.</p> Signup and view all the answers

What types of tests are commonly used in the I-O setting to evaluate candidates?

<p>Personality tests, IQ tests, integrity tests, and physical tests.</p> Signup and view all the answers

How did World War II contribute to the expansion of industrial psychology?

<p>It led to the development of new systems for job selection, training, and performance review.</p> Signup and view all the answers

What role does job analysis play in selecting and evaluating employees?

<p>It accurately describes the tasks and characteristics necessary for the job.</p> Signup and view all the answers

What can influence the outcome of interviews beyond a candidate’s qualifications?

<p>Social factors and body language.</p> Signup and view all the answers

Who is considered the founder of social psychology, and how did he influence organizational psychology?

<p>Kurt Lewin is considered the founder and influenced by his research on leadership styles and team dynamics.</p> Signup and view all the answers

What is job specification in the context of job analysis?

<p>It describes the knowledge, skills, and abilities required for a job.</p> Signup and view all the answers

What challenges arose after the war concerning employment tests?

<p>Concerns about fairness and the ethnic and gender biases in various tests.</p> Signup and view all the answers

What are the three sources of work-family conflicts identified by Greenhaus and Beutell?

<ol> <li>Time devoted to work conflicting with family needs, 2) Strain from work impacting family responsibilities, 3) Work behaviors hindering family obligations.</li> </ol> Signup and view all the answers

Describe Theory X and Theory Y as proposed by Douglas McGregor.

<p>Theory X assumes employees dislike work and need control, while Theory Y believes employees find satisfaction and motivation in their work.</p> Signup and view all the answers

What is strengths-based management according to Donald Clifton?

<p>Strengths-based management focuses on leveraging an individual's enduring talents to enhance performance and growth.</p> Signup and view all the answers

What are the main differences between transactional and transformational leadership?

<p>Transactional leadership emphasizes supervision and rewards/punishments, while transformational leadership focuses on inspiring and motivating employees.</p> Signup and view all the answers

What are the three basic types of teams mentioned in the content?

<p>Problem resolution teams, creative teams, and tactical teams.</p> Signup and view all the answers

Explain observable artifacts, espoused values, and basic assumptions in organizational culture.

<p>Observable artifacts are visible symbols and practices, espoused values are the organization's stated beliefs, and basic assumptions are the deep-seated, often unchallenged beliefs of the culture.</p> Signup and view all the answers

What triggers workplace violence according to the content?

<p>Triggers for workplace violence can include feelings of unfair treatment, harassment, or disrespect.</p> Signup and view all the answers

What is the primary cause of death for women in the workplace?

<p>Murder is the primary cause of death for women in the workplace.</p> Signup and view all the answers

How does diversity impact work teams?

<p>Diversity can lead to communication challenges, but it can also enhance the team's skill set and improve interactions.</p> Signup and view all the answers

Define quid pro quo in the context of harassment.

<p>Quid pro quo occurs when organizational rewards are offered in exchange for sexual favors.</p> Signup and view all the answers

What is meant by procedural justice?

<p>Procedural justice refers to the fairness of the processes used to determine outcomes in conflicts among employees.</p> Signup and view all the answers

What management theory combines scientific management and human relations?

<p>Douglas McGregor's leadership behavior theory combines scientific management with human relations.</p> Signup and view all the answers

What role does organizational culture play in an organization?

<p>Organizational culture encompasses the values, norms, and interactions that guide how an organization operates.</p> Signup and view all the answers

How do women and men differ in their leadership styles according to the content?

<p>Women tend to adopt an interpersonal leadership style, while men typically practice a task-oriented style.</p> Signup and view all the answers

Flashcards

I/O Psychology

The scientific study of human behavior in organizations and workplaces, with the goal of applying knowledge to solve work-related problems.

I/O Psychology Focus

Applies principles of individual, group, and organizational behavior to workplace situations.

Key I/O Psychology Areas

Areas of expertise include organizational development, attitudes, career development, human performance, human factors, consumer behavior, small groups, criterion theory, job analysis, & individual assessment.

I/O Psychology Applications

Addresses workplace issues like recruitment, selection, training, performance measurement, motivation, work quality, and organizational development.

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I/O Psychology Populations

Includes employees, applicants, and people within businesses, industries, public sectors, non-profits, academics, communities, and healthcare organizations.

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I/O Psychologist Role

Scientist-practitioners who use research to solve human and organizational issues in a work context.

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I/O Psychology Skills

I/O psychologists identify training needs, improve job quality and work life, craft and assess training programs, coach employees, assess performance & consumer preferences.

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I/O Psychologist Expertise

I/O psychologists' expertise involves design, execution, and interpretation of work-related psychology research.

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Industrial Psychology

Focuses on job requirements and employee assessment for matching.

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Organizational Psychology

Studies the relationships among employees and their effect on business performance.

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Human Factors Psychology

Studies worker-tool interaction for optimizing productivity, safety, and health.

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Army Alpha Test

A test designed to measure mental abilities, used during WWI.

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Army Beta Test

A non-verbal form of the Army Alpha test, for non-English/illiterate individuals.

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Hawthorne Effect

Increased performance due to being noticed or watched.

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Job Analysis

Describing job tasks and worker requirements.

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Job Specification

Identifying worker knowledge, skills, and abilities needed.

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Task-oriented job analysis

Analyzing job tasks to be performed.

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Worker-oriented job analysis

Describing worker qualities for successful task completion.

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Unstructured Interview

Interview with no predetermined questions or scoring system.

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Structured Interview

Interview with predetermined questions and a scoring system.

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Personality Tests (I-O)

Used to assess personality characteristics for job suitability.

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Employment Tests

Used to evaluate candidates' qualifications.

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Orientation Training

Training that educates new employees about the organization's structure, operations, and decision-making processes.

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Mentoring

Informal training where an experienced employee guides a new employee.

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Performance Appraisal

Evaluating employee job performance, often formally documented and reviewed.

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360-degree Feedback

Employee appraisal using feedback from supervisors, peers, subordinates, and the employee herself.

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Discrimination in Hiring

Hiring decisions based on group membership instead of individual abilities.

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EEOC (Equal Employment Opportunity Commission)

US agency enforcing laws against job discrimination based on protected characteristics.

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Equal Pay Act

Federal law requiring equal pay for men and women doing the same work.

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Job Satisfaction

The degree to which employees enjoy their job, influenced by work itself, personality and culture.

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Job Stress

The perception that job demands exceed ability to manage, negatively affecting health and well-being.

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Downsizing

Laying off employees to improve company profitability.

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Bias in Hiring Decisions

Unconscious or conscious favoring of certain groups in hiring, potentially illegal.

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Disability

Physical or mental impairment limiting major life activities.

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Reasonable Accommodation

Adjustments made by employers to help disabled employees perform their jobs.

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Bona Fide Occupational Qualification (BFOQ)

Legitimate job requirements that may justify discrimination, usually related to gender or sex.

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Human-Machine Interface

The point where a human interacts with a machine, such as a computer screen, a control panel, or a steering wheel.

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Human Factors Professional

An expert who designs and evaluates work systems to ensure they are user-friendly, safe, and efficient for humans.

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Workplace Design

The process of creating work environments that support human well-being and productivity, considering factors like ergonomics, lighting, and noise levels.

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Safety Checklist

A list of steps or procedures to follow to prevent accidents in the workplace.

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Merger/Acquisition

Corporations combining with other businesses, often leading to staff reduction and organizational changes similar to downsizing.

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Work-Family Balance

Managing the demands of work life and home life effectively.

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Work-Family Conflict

Difficulties caused by competing demands of work and family, such as time constraints, stress, or conflicting behaviors.

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Scientific Management

Theory that analyzes and improves workflows to boost efficiency, especially labor productivity.

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Theory X

Management style assuming employees dislike work and prefer being directed, focusing on control and supervision.

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Theory Y

Management style assuming employees seek satisfaction and fulfillment from work, encouraging participation and autonomy.

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Strengths-Based Management

Focusing on using individuals' unique talents for optimal performance and growth.

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Strength

An enduring talent that leads to consistent, high-quality performance in tasks involving that skill.

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Transactional Leadership

Leadership focused on supervision, formal rewards and punishments, and achieving organizational goals.

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Transformational Leadership

Leadership characterized by charisma, inspiration, intellectual stimulation, and consideration, fostering motivation and innovation.

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Team Halo Effect

Teams receive credit for successes, but individuals are blamed for failures.

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Problem Resolution Team

A team formed to solve a specific problem or issue.

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Creative Team

A team focused on generating innovative ideas or solutions.

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Tactical Team

A team executing a well-defined plan or objective.

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Organizational Culture

Values, beliefs, norms, hierarchies, and interactions within an organization.

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Study Notes

Industrial-Organizational Psychology (I/O Psychology)

  • I/O psychology scientifically studies human behavior in workplaces, deriving principles of individual, group, and organizational behavior to solve work-related problems.
  • Key areas of specialization include organizational development, attitudes, career development, decision theory, human performance & factors, consumer behavior, small group dynamics, criterion theory, job & task analysis, individual assessment, ethics, and relevant legal frameworks.
  • I/O psychology addresses issues like recruitment, selection, placement, training, performance measurement, workplace motivation, rewards, quality of work life, work structure & human factors, development & consumer behavior.
  • Populations served include individuals in and applicants to diverse sectors: business, industry, labor, public (non-profit included), academic, community, and health organizations.
  • I/O psychologists are scientist-practitioners, skilled in research design, execution, interpretation, and applying findings to workplace solutions.
  • Their skills include identifying training needs, designing and optimizing jobs and quality of work life, implementing and evaluating training programs, coaching employees, evaluating performance, and assessing consumer preferences.

What Is I/O Psychology?

  • I/O psychology studies how human behavior affects and is affected by work.
  • I/O psychologists work in academia, government, consulting firms, and businesses.
  • The field encompasses industrial, organizational, and human factors psychology.
  • Industrial psychology focuses on job analysis and matching individuals to job requirements.
  • Organizational psychology studies interpersonal relationships in organizations and their effect on performance.
  • Human factors psychology studies worker-machine interaction and designs tools for optimal worker productivity, safety, and well-being.

Historical Development

  • I/O psychology emerged in the early 20th century.
  • Walter Dill Scott applied psychology to advertising, management, and personnel selection.
  • Robert Yerkes led the development of the Army Alpha and Beta tests for WWI personnel selection.
  • Scott and Bingham developed job description, performance rating, and occupational skill tests for officers.
  • Elton Mayo's Hawthorne Studies (1929-1932) marked the start of organizational psychology, focusing on psychological and social factors affecting productivity, which led to the "Hawthorne Effect."
  • Kurt Lewin researched leadership styles, team dynamics, and is considered a founder of social psychology, which significantly influenced organizational psychology.
  • Frederick Taylor and Lillian Gilbreth focused on improving worker efficiency through workflow analysis.

From WWII to Today

  • WWII significantly expanded industrial psychology, with Bingham developing systems for selection, classification, training, performance review, teamwork, and employee morale.
  • Post-war industrial, and organizational psychology research expanded, with concerns about fairness in employment tests, alongside research into job satisfaction, and employee motivation.

Industrial Psychology: Selecting and Evaluating Employees

  • Industrial psychology focuses on matching individuals to tasks and responsibilities within an organization.
  • This involves accurate job analysis, which can be task-oriented (listing tasks) or worker-oriented (identifying worker characteristics).
  • Methods for job analysis include observation, surveys, and interviews.
  • The process to recruit & select include evaluating candidates based on job specifications (knowledge, skills, abilities), assessments (testing, interview, work samples), personality assessments, and other screening tests (IQ, integrity, physical).
  • Interviews come in two formats: structured (standardized questions) and unstructured (flexible questions) and may be influenced by social factors and body language.
  • Training programs, such as orientation and mentoring, support new employee onboarding and development.
  • Employee performance appraisals are designed to evaluate employees' job performance. Methods typically involve documenting performance, and providing feedback and are involved in making decisions related to termination. Various appraisal methods, include 360-degree feedback.

Bias and Protections in Hiring

  • Hiring criteria should not discriminate based on applicant group membership unless it directly impacts job performance.
  • The EEOC enforces laws prohibiting discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.
  • Laws include the Equal Pay Act, Title VII of the Civil Rights Act of 1964, and the Pregnancy Discrimination Act.
  • Federal protections do not cover sexual orientation/gender identity.
  • The ADA prohibits discrimination based on disabilities, requiring reasonable accommodations for disabled employees.
  • BFOQs (bona fide occupational qualifications) are exceptions to equal employment opportunity laws.

Organizational Psychology: Social Dimension

  • Organizational psychology focuses on social interactions influencing individual and organizational performance.
  • Focuses on factors like job satisfaction, job stress, and work-family balance; management & organizational structure; goals, teamwork, and work teams; organizational structure

Organizational Culture, Goals, Teamwork, and Work Teams

  • Organizational culture encompasses values, norms, hierarchies, interactions, and decision-making processes within an organization.
  • Subcultures can arise within departments.
  • Organizational culture consists of observable artifacts, espoused values, and basic assumptions.
  • Diversity training aims to improve teamwork.
  • Harassment (sexual or otherwise) is a negative aspect of organizational culture.
  • Quid pro quo and hostile environment harassment types are relevant.

Violence in the Workplace

  • Workplace violence encompasses threats, harassment, intimidation, and disruptive actions in the workplace.
  • It ranges from verbal abuse to homicide. Murder is a prevalent issue.
  • Potential triggers for violence include unfair treatment and injustice.
  • Procedural justice is the fairness of processes in conflicts.

Human Factors Psychology

  • Human factors psychology studies the integration of the human-machine interface to optimize worker performance, safety, and health. This includes designing machines, workstations, information systems and work environments best suited to human needs and capacities.
  • Professionals ensure safety and effective integration of humans, and machines. Design principles, and development of regulations play an active role.
  • A key focus of human factors psychology involves designing tools and work environments that accommodate human abilities and limitations.

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Explore the fascinating field of Industrial-Organizational Psychology, which focuses on understanding human behavior in the workplace. This quiz covers key areas such as recruitment, performance measurement, and workplace motivation. Dive into the principles that guide I/O psychologists as they address organizational challenges and improve work life quality.

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