Organizational Psychology Quiz
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Questions and Answers

What does deductive reasoning refer to?

If I know something to be true in general, it should apply to a specific situation.

What are some examples of challenges faced by organizations in the current and future workforce landscape?

  • Decent pay
  • Harassment-free environment
  • Political uncertainty (correct)
  • High digital skills requirement (correct)

    • What is a key aspect of 'Decent Work'? Fair income and work conditions that allow people to fulfill basic __________.

    needs

    Big data and AI can lead to biased decisions in personnel practices.

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

    Match the following with their descriptions:

    <p>Gig Economy = Primarily short-term independent freelance workers Big Data &amp; Workplace Analytics = Use of data to improve HR decisions New Technology: Problems &amp; Limitations = Bias concerns in decision-making Evidence-based Practice in Personnel Psychology = Use of scientific evidence in HRM decisions</p> Signup and view all the answers

    What are the research interests of Antje Schmitt in Organizational Psychology?

    <p>Occupational well-being in employees and entrepreneurs, Appraisal of and coping with work events and demands, Occupational transitions &amp; career management</p> Signup and view all the answers

    What are the learning goals of the Personnel Psychology course?

    <p>Understanding core concepts, theories, empirical findings, and practices in personnel psychology with a focus on personnel management and development</p> Signup and view all the answers

    Human Resource Management aims to achieve organizational objectives through effective use of employees.

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

    Strategic HRM ensures that all HRM activities are designed to be in line with the __________ of the organization.

    <p>goal(s)</p> Signup and view all the answers

    Match the following terms with their descriptions:

    <p>Personnel Psychology = Applies psychology principles to the workplace Human Resource Management (HRM) = Focuses on achieving organizational objectives through employees Human Capital Management (HCM) = Emphasizes worker well-being and performance Role of Psychologists in Personnel Psychology = Involves psychological knowledge, people focus, methodological skills, and theory-based approach</p> Signup and view all the answers

    What are the two main career concepts discussed in the content?

    <p>Boundaryless Career and Protean Career</p> Signup and view all the answers

    What are the two types of mobility associated with a Boundaryless Career?

    <p>Psychological and physical mobility</p> Signup and view all the answers

    Protean Career is characterized by employees taking major responsibility for managing their careers.

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

    Employability refers to the ability to identify and realize ______ opportunities.

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

    Match the following types of career resources with their descriptions:

    <p>Human capital resources = Knowledge, skills, abilities important for job performance Social capital resources = Networks, mentors, social support Psychological resources = Positive psychological traits like optimism, resilience Career identity resources = Awareness of oneself, subjective meanings linked with work</p> Signup and view all the answers

    What is a meta-analysis in evidence-based practice?

    <p>Quantitative overview which allows estimating an 'average effect’ across several studies</p> Signup and view all the answers

    Which of the following are steps involved in evidence-based practice for reducing absenteeism in call center workers?

    <p>Aggregate: Weigh the evidence</p> Signup and view all the answers

    Holland's typology of vocational interest is a key component of Career & Vocational Choices.

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

    According to the RIASEC model, a person who is energetic and self-confident may align with the ________ vocational interest profile.

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

    What is the Occupational Information Network O*NET used for?

    <p>Identify jobs that align with interests, skills, and values</p> Signup and view all the answers

    What are some predictors of career success according to Ng et al. (2005)?

    <p>Sociodemographic variables, human capital, and organizational support</p> Signup and view all the answers

    What is the key focus of organizational support in terms of career success?

    <p>Career planning</p> Signup and view all the answers

    The Glass Ceiling Effect primarily affects women and minority groups.

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

    According to Eagly (1987), women are more likely expected to prioritize _____ or partner's career over their own.

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

    What are some key characteristics of performance management?

    <p>Goal setting, evaluation, feedback, rewards, and recognition.</p> Signup and view all the answers

    What are the components of job performance?

    <p>All of the above</p> Signup and view all the answers

    Performance management involves setting ___________, evaluating progress, and providing feedback.

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

    Pareto distribution states that a small number of high-performing individuals contribute disproportionally more strongly to total organizational performance.

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

    According to Wiernik et al., what range of correlation coefficient (ρ) is considered small?

    <p>ρ ≥.15</p> Signup and view all the answers

    What are examples of HR practices suggested by Allen et al. (2010) for creating bundles of HR practices?

    <p>Job-specific training</p> Signup and view all the answers

    Microsoft Corporation faced HR problems in the early 2000s, including racial discrimination and a lawsuit against the company.

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

    In 2005, a new HR manager at Microsoft introduced _____ to address the company's problems.

    <p>myMicrosoft program</p> Signup and view all the answers

    What is Criterion Relevance and Criterion Contamination in job performance measurement?

    <p>Criterion Relevance is the degree of fit between actual criteria (measures) and conceptual criteria, while Criterion Contamination refers to performance aspects measured that are not part of the job, affected by 'construct-irrelevant' factors.</p> Signup and view all the answers

    What is the purpose of Behaviorally Anchored Rating Scales (BARS) in performance appraisal?

    <p>To document critical incidents of effective and ineffective behavior</p> Signup and view all the answers

    Performance Management involves identifying, measuring, and developing the performance of individuals or teams.

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

    Management by Objectives (MBO) involves supervisors & employees working together to set ____, aligning both employees' goals and the goals of the organization.

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

    Match the following types of organizational citizenship behaviors with their descriptions:

    <p>Courtesy = Being polite to others; taking others' needs into account Sportsmanship = Maintaining a good spirit despite setbacks; not making a big issue out of a small problem Civic virtue = Dedicating to the common welfare of the organization; speaking favorably about the organization to others</p> Signup and view all the answers

    What are some socialization tactics that companies use during the onboarding process?

    <p>Onboarding websites, onboarding checklist for supervisors/managers, gamification (self-assessments, quizzes, company presentations, online trainings, internal branding)</p> Signup and view all the answers

    How does newcomer job satisfaction change over time according to the Honeymoon & Hangover Effects in Newcomers?

    <p>It declines over time</p> Signup and view all the answers

    During critical periods, efforts aimed at maintaining employee ______ are needed to counter the decline in satisfaction caused by the hangover effect of the honeymoon & hangover process.

    <p>engagement and supportive climate</p> Signup and view all the answers

    Departing of managers/team leaders can lead to increased turnover risk among employees.

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

    What model suggests that organizations become more homogeneous over time due to the process of attraction, selection, and attrition?

    <p>Attraction-Selection-Attrition Model (Schneider, 1987, 1995)</p> Signup and view all the answers

    What is one of the costs associated with employee turnover mentioned in the content?

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

    What is the purpose of conducting stay interviews shortly after employees have been hired?

    <p>To gain insights into employee interests, values, preferences, knowledge, skills, career aspirations, for motivation, job design, and relationship building</p> Signup and view all the answers

    According to Allen et al. (2010), what is one way to prevent good employees from leaving?

    <p>Identify relevant predictors of turnover, measure them through various means such as surveys, career discussions, and exit interviews, and create bundles of HR practices based on evidence from turnover predictors</p> Signup and view all the answers

    Study Notes

    Faculty of Behavioural and Social Sciences

    Personnel Psychology (PSB3E-IO03)

    • Course taught by Antje Schmitt, with research interests in occupational well-being, appraisal of and coping with work events, and occupational transitions & career management.
    • The course aims to explain the importance of personnel psychology and human resource management for organizations, understand core concepts and theories, and apply psychological knowledge in an organizational setting.

    Course Overview

    • The course consists of 7 weeks, with topics ranging from Career Management & Development to Performance Management & Compensation & Benefits.
    • The course syllabus is available on Brightspace, and lectures will be recorded and made available on June 5th.
    • Course participation is encouraged, and written assignments and a final exam will be used to assess student learning.

    Assessment

    • The final exam will consist of multiple-choice and open-ended questions, and will be held digitally on June 19th and rescheduled on July 1st.
    • Students can contribute to the exam by submitting questions by email, and the best questions will be selected and included in the exam.
    • A reflection report can be submitted to earn 0.5 extra points.

    Introduction to Personnel Psychology

    • Personnel psychology applies principles from psychology to the workplace to inform HRM.
    • Human resource management aims to achieve organizational objectives through effective use of employees.
    • Strategic HRM involves designing HRM activities to be in line with the organization's goals and to predict organizational performance.

    Challenges in Personnel Psychology

    • Current challenges include the "Great Resignation", an aging workforce, skill shortages, and the gig economy.
    • The gig economy involves independent freelance workers contracting with organizations, and can provide benefits such as flexibility and autonomy.
    • Decent work involves creating work that fosters empowerment, justice, and well-being.

    New Technology

    • New technology, such as artificial intelligence and big data, is changing the way HRM practices are conducted.
    • Examples of new technology include virtual reality, gamification, and automation.
    • However, there are also limitations and potential problems with new technology, such as cohort differences in acceptance and potential adverse impacts.

    Evidence-Based Practice

    • Evidence-based practice involves using research and data to inform HRM decisions.
    • Big data and workplace analytics can be used to improve HRM practices, but there are limitations and potential problems with this approach.### Employment Practices and Evidence-Based Practice
    • Employment practices that appear neutral but have negative effects on members of protected groups, e.g., motion sickness in VR technology use, where women are more strongly affected than men.

    Evidence-Based Practice in Personnel Psychology

    • Mindset: Combine scientific evidence, critical thinking, and business-related information to make decisions in HRM.
    • Starting point: Scientist-Practitioner Gap (why organizations do not act in a rational, knowledge-based manner and why they use 'false' knowledge).
    • Practitioners should look to scientific literature for guidance on managing human resources.
    • Scientists should identify issues relevant to practitioners/organizations and collaborate to provide open science and communication (e.g., community science, podcasts, social media).

    Evidence-Based Practice: Actions & Sources

    • Organizational challenge: High absenteeism rate in call centers.
    • Steps to address the issue:
      • Ask: How to reduce absenteeism rate in call center workers?
      • Acquire: Literature search; organizational data available; ask employees (e.g., surveys); experts.
      • Appraise: Trustworthiness and relevance of evidence (e.g., quality of search, information).
      • Aggregate: Weigh the evidence.
      • Apply: Change organizational policies, HRM practices.
      • Assess: Absenteeism rates decrease after 1 year.

    Career Management & Development

    • Objective and subjective career success.
    • Career management process:
      • Become aware of interests, values, strengths, and weaknesses.
      • Obtain information about job opportunities.
      • Identify career goals.
      • Establish action plans to achieve career goals.
      • Evaluate feedback to attain goals.
      • Pursue, attain, or disengage from goals.

    Vocational Interests and Career Choices

    • RIASEC model (Holland, 1973, 1997): Realistic, Investigative, Artistic, Social, Enterprising, Conventional.
    • Person-Environment Fit Theory; Career congruence: Individuals will be happier and more successful if they work in a field that aligns with their vocational interests.

    Career Concepts and Resources

    • Traditional Career: Sequence of positions held within an occupation, focus on salary increase and responsibility.
    • Boundaryless Career: Degree of mobility during career, psychological mobility, and physical mobility.
    • Protean Career: Driven by own values, self-directed, employees take major responsibility for managing their careers.
    • Employability: Ability to identify and realize career opportunities, willingness and ability to change personal factors to meet demands.
    • Career Resources Model: Human capital resources, social capital resources, psychological resources, and career identity resources.### Career Adaptability and Success
    • Career adaptability is key to finding better job opportunities, transitioning to work, and securing high-quality employment (Klehe et al., 2012; Schmitt & Scheibe, 2022)
    • Concern, control, curiosity, and confidence are essential aspects of career adaptability

    Training Interventions for Career Adaptability

    • A longitudinal study was conducted to develop career adaptability dimensions through training interventions (Koen et al., 2012)
    • The training consisted of written exercises, personal reflection, personal planning, and individualized feedback
    • The results showed an increase in concern, control, and curiosity in the training group, while the control group showed no change or even a decrease in these aspects

    Predictors of Career Success

    • A meta-analysis of 140 primary studies identified predictors of career success, including sociodemographic variables, human capital, and organizational support (Ng et al., 2005)
    • Sociodemographic variables, such as gender and age, have small effects on career success
    • Human capital, including international work experience and educational level, has a moderate effect on career success
    • Organizational support, including career planning and training, has a stronger effect on subject career success

    Organizational Support and Career Management

    • Organizational support, such as career planning and training, can enhance career success (Ng et al., 2005)
    • Examples of organizational support include Ericsson's FUEL program, which provides professional development and career-enhancement opportunities for women in leadership roles
    • However, low-income and low SES workers may have limited access to career advancement opportunities and support

    Career Opportunities and Objective Career Success in Men versus Women

    • Gender differences exist in objective career success, with women facing barriers such as the glass ceiling effect (Morrison et al., 1987)
    • Socialization, human capital, and career path differences contribute to these gender differences
    • Women have fewer network ties and are more likely to form networks with other women, which can limit their career advancement opportunities (Li et al., 2008)

    Conclusion

    • Career adaptability, training interventions, and organizational support are crucial for career success
    • Understanding the predictors of career success and addressing gender differences can help individuals and organizations promote career advancement opportunities.

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    Description

    Test your knowledge of organizational psychology concepts, including deductive reasoning, workforce challenges, and decent work principles. Assess your understanding of big data and AI in personnel practices and the research interests of Antje Schmitt.

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