Industrial-Organizational Psychology Quiz

True (A)

Humanitarian Work Psychology

<p>individual</p> Signup and view all the answers

<p>Organizational effectiveness = Measures like turnover and absences Individual well-being = Focus on job satisfaction and employee health Prosocial considerations = Broadening analysis to societal well-being Globalisation = Increasing cultural awareness and diversity</p> Signup and view all the answers

<p>Higher levels of unrealistic expectations (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Criterion validity and content validity</p> Signup and view all the answers

<p>case studies</p> Signup and view all the answers

<p>Validity = The extent to which a selection instrument consistently measures under varying conditions. Reliability = The degree to which a test measures what it is intended to measure. RJP = Provides applicants with a realistic view of the job to align expectations. Criterion = A measure of job performance used to evaluate the effectiveness of a selection tool.</p> Signup and view all the answers

<p>To ensure a more accurate fit between candidates and the job (D)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>Reliability in selection instruments ensures that test scores are consistent and stable over time and across different applications, leading to fairer and more accurate assessments of candidates' abilities and potential.</p> Signup and view all the answers

<p>To evaluate applicants’ judgement in work situations (A)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Knowledge, Skills, Abilities, and Other characteristics</p> Signup and view all the answers

<p>work-based</p> Signup and view all the answers

<p>Biographical information = Biodata approach to assess past experiences Graphology = Evaluation of handwriting to determine personality traits Polygraphy = Lie detection using physiological responses Telephone screening = Initial assessment of candidates via phone</p> Signup and view all the answers

<p>Increasing organizational efficiency/productivity (C)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Efficiency/productivity of organizations and health/well-being of employees</p> Signup and view all the answers

<p>Salary history (D)</p> Signup and view all the answers

<p>workforce</p> Signup and view all the answers

<p>Rapid growth and new topics in the field (C)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>service</p> Signup and view all the answers

<p>salary</p> Signup and view all the answers

<p>Versatile = Able to adapt to different tasks Strategic = Planning effectively for future challenges Professional = Maintaining high standards of competence Interdisciplinary = Connecting with different academic fields</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Functional Job Analysis = Examines job tasks and duties Position Analysis Questionnaire = Standardizes job information Job Element Method = Focuses on specific job elements Trait-Oriented Techniques = Focuses on psychological traits of individuals</p> Signup and view all the answers

<p>To identify KSAOs for employee selection (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Identification of specific job elements that contribute to performance</p> Signup and view all the answers

<p>Systematic acquisition of skills, rules, concepts, or attitudes (C)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>To improve skills and performance.</p> Signup and view all the answers

<p>Human Resource</p> Signup and view all the answers

<p>Training = Systematic acquisition of job-related competencies Performance Improvement = Enhancing skills and behavior in the workplace Talent Development = Focus on developing skills for future roles Learning and Development = General term for employee skills enhancement</p> Signup and view all the answers

<p>Reducing employee engagement (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Improved performance in the work environment.</p> Signup and view all the answers

The field of psychology that focuses on how people behave in organizations, including topics like employee motivation, leadership, and job satisfaction.

A branch of psychology, closely related to I-O psychology, that focuses on the management and strategic planning of human resources within organizations. It often includes activities like recruiting, training, compensation, and employee relations.

The idea that people are motivated by a sense of purpose and desire to make a positive impact on the world. This type of work often involves addressing social issues and promoting collective well-being.

An approach to work that focuses on the well-being of both the individual and society. It includes considerations like fair wages, safe work environments, and opportunities for professional development.

The study of the impact of cultural differences on work behavior and organizational practices.

Assessing job applicants' judgment by presenting hypothetical work scenarios and scoring their responses against a predetermined key.

A method for understanding the tasks, importance, and required skills needed for a specific job.

It describes what a worker actually does, required skills to carry out tasks, and the overall work environment.

It's the process of gathering information about a job by identifying the tasks, required skills, and context.

Spector's definition: A method for describing jobs and identifying the human attributes needed for them.

The process of providing potential employees with an accurate and realistic view of a job, both its positive and negative aspects.

Measures that assess the skills, knowledge, and abilities required for a job, such as aptitude tests, personality assessments, and skills assessments.

The extent to which a test or assessment measures what it is supposed to measure.

The consistency and stability of the scores obtained from a test when administered repeatedly or under varying conditions.

The standard or measure used to evaluate a test's effectiveness. It's often related to job performance.

Factors that are used to predict a person's success in a job. Examples include experience, education, and test scores.

The process of examining the relationship between predictors and criteria to determine the effectiveness of selection tools.

When job candidates are given a realistic view of what a job is really like, they can better decide if it's right for them.

Industrial-Organizational (I-O) Psychology is a field of psychology that focuses on the study of human behavior at work. It combines the science of psychology with real-world applications, aiming to improve both organizational efficiency and employee well-being.

I-O psychology has a dual focus: optimizing organizational efficiency and productivity while also promoting employee health and well-being. It's about finding the sweet spot where both the company and the people thrive.

The key mandate of I-O psychology is to improve the fit between the workforce and the workplace. This involves using psychological principles to select, train, and manage individuals and teams to achieve optimal performance.

Human Resources Management (HRM) is a related field that deals with the practical aspects of managing employees, including recruitment, training, compensation, and employee relations. It's the 'hands-on' application of I-O principles.

While I-O psychology and HRM are related fields that often overlap, they're not the same. I-O psychology is the foundation, providing the scientific principles that guide HRM practices.

The modern workforce is undergoing significant changes, with more women, diverse work arrangements (part-time, full-time), and an increasing reliance on technology and global connections. This calls for I-O psychologists to help organizations adapt and thrive.

The increased use of technology, particularly computers, has drastically changed the work environment, requiring employees to be proficient in electronic communication and digital skills. This trend demands I-O psychologists to help bridge the gap between technology and employees.

With the rise of global business and remote work arrangements, telecommuting has become more common. I-O psychologists are crucial in helping companies navigate these changing work patterns and ensure optimal performance and employee satisfaction.

A systematic process where organizations help employees gain new skills, knowledge, or attitudes to improve job performance.

A planned effort by an organization to facilitate the employee's learning of job-related competencies, such as knowledge, skills, or behaviors needed for successful performance.

The field focused on specialized activities that aim to improve individual and group performance within organizations.

Other terms that mean the same as Training and Development.

Training and Development are both focused on systematic plans and programs.

The term 'Talent Development' is gaining popularity as a replacement for 'Training and Development'.

The goal of Training and Development is to help people become better at their jobs and improve performance.

Training and Development can help address performance issues that are not caused by other factors, such as lack of resources or poor management.

It focuses on the specific human behaviors needed to perform a job. It's concerned with how people do the work, not just what they do.

A detailed document that summarizes the tasks, duties, and responsibilities of a job. It's used to communicate what the job entails.

A document outlining the qualifications, skills, and knowledge needed to successfully perform a job. It helps determine if a candidate is suitable.

A set of methods used to scientifically determine the salary levels of jobs within an organization. It ensures fair compensation.

The knowledge, skills, abilities, and other personal qualities required to perform a job effectively. These factors are used in hiring and development.

It involves ensuring that job descriptions and specifications stay up-to-date with changes in work practices, technology, and requirements.

A regular review of job descriptions and specifications to ensure that they accurately reflect the job requirements and responsibilities.