Psychology at Work - Exam Notes
47 Questions
0 Views

Choose a study mode

Play Quiz
Study Flashcards
Spaced Repetition
Chat to Lesson

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What is the purpose of including a lie scale in surveys?

  • To increase the length of the survey
  • To analyze cultural biases in responses
  • To measure a person's intelligence
  • To detect dishonest or overly favorable responses (correct)

What is an example of acquiescence in survey responses?

  • Agreeing to every statement regardless of its content (correct)
  • Disregarding the instructions given
  • Responding specifically to each item
  • Choosing the middle option on a scale

Which of the following could negatively impact the validity of test results?

  • The test being culturally relevant
  • Improper or prejudiced questions (correct)
  • The test being conducted in a controlled environment
  • High motivation levels among participants

What behavior is described by extreme responses in survey items?

<p>Consistently selecting the most extreme options (B)</p> Signup and view all the answers

What factor is NOT likely to affect the acceptance of test results?

<p>Transparency in test processing (A)</p> Signup and view all the answers

Which of the following is NOT a cause of conflict?

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

What is the first stage in the team development process?

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

Which factor does NOT typically affect group performance?

<p>Individual opinions (C)</p> Signup and view all the answers

Which type of analysis focuses on understanding the organizational environment?

<p>Organizational analysis (C)</p> Signup and view all the answers

What is an essential reason for training within an organization?

<p>To assist in learning new roles (B)</p> Signup and view all the answers

Which of the following is NOT considered a type of team?

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

Which of these factors would NOT typically lead to a lack of trust within a team?

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

Which option best describes the importance of conducting a needs analysis for training?

<p>To identify gaps in employee performance (B)</p> Signup and view all the answers

What is the main focus of Taylorism in the workplace?

<p>Maximizing efficiency through scientific management (A)</p> Signup and view all the answers

Which of the following was a key finding from the Hawthorne Studies?

<p>Social factors play a major role in productivity and morale (C)</p> Signup and view all the answers

What type of analysis do I/O Psychologists use to inform decisions?

<p>Statistical analysis based on research methodologies (C)</p> Signup and view all the answers

What is a characteristic of the Rational-Legal Model according to Max Weber?

<p>Clear roles and hierarchical authority structure (C)</p> Signup and view all the answers

What role do Industrial/Personnel Psychologists primarily emphasize?

<p>Micro analysis of individual behaviors (D)</p> Signup and view all the answers

Which century saw the development of Testing for Selection and Assignment during wartime?

<p>20th Century (C)</p> Signup and view all the answers

What does the term 'Hawthorne Effect' describe?

<p>Behavior changes from employees being observed (C)</p> Signup and view all the answers

Which of the following would be included in a job description?

<p>Job title and summary of responsibilities (B)</p> Signup and view all the answers

What is the primary purpose of Job Analysis (JA)?

<p>To define each job in terms of the behaviors necessary to perform it (B)</p> Signup and view all the answers

Which of the following is NOT a use of Job Analysis?

<p>Market Research (D)</p> Signup and view all the answers

What does KSAO stand for in Job Analysis?

<p>Knowledge, Skills, Abilities, Other attributes (A)</p> Signup and view all the answers

Which method is NOT utilized for conducting Job Analyses?

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

What is an essential factor that improves the validity of selection techniques in Job Analysis?

<p>Utilizing tests based on Job Analysis (A)</p> Signup and view all the answers

Which of the following is a key aspect of Job Context in Job Analysis?

<p>Environmental and situational factors influencing job performance (A)</p> Signup and view all the answers

What is one of the first steps in the Job Analysis process?

<p>Identify Tasks Performed (D)</p> Signup and view all the answers

Which of the following is least likely to be a consideration during the pre-job analysis stage?

<p>Selection of Compensation Packages (D)</p> Signup and view all the answers

Which type of test focuses specifically on job-related abilities?

<p>Job specific abilities/aptitudes (B)</p> Signup and view all the answers

What distinguishes norm-referenced interpretation from other types of test interpretations?

<p>It evaluates the individual's performance against a group. (B)</p> Signup and view all the answers

According to Horn and Cattell’s theory, which type of intelligence involves the use of learned knowledge and experience?

<p>Crystallised intelligence (C)</p> Signup and view all the answers

Which personality assessment approach emphasizes the unique experiences of individuals?

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

What is NOT a characteristic of psychometric methods of personality assessment?

<p>Qualitative analysis (D)</p> Signup and view all the answers

Which common cognitive ability test is known for evaluating critical thinking skills?

<p>Watson-Glaser Critical Thinking (D)</p> Signup and view all the answers

Which of the following theories was proposed by Spearman regarding intelligence?

<p>Two-factor theory (G&amp;S) (D)</p> Signup and view all the answers

What dimension does Eysenck's Type Theory NOT include?

<p>Conscientiousness – Laxity (D)</p> Signup and view all the answers

What is a characteristic of individuals with a fast life history strategy?

<p>Exhibit impulsivity and manipulation (A)</p> Signup and view all the answers

Which of the following traits is associated with a slow life history strategy?

<p>Social dominance and leadership (D)</p> Signup and view all the answers

How are dark triad traits viewed in the context of life history theory?

<p>Through an evolutionary lens with mixed benefits (D)</p> Signup and view all the answers

What is NOT a positive aspect of psychopathy in the workplace?

<p>Willingness to collaborate with others (C)</p> Signup and view all the answers

Which statement regarding Machiavellianism is true?

<p>It condones gaining from other people's weaknesses (D)</p> Signup and view all the answers

What negative behavior is often associated with individuals exhibiting psychopathic traits in the workplace?

<p>Withholding information impacting performance (B)</p> Signup and view all the answers

Why might traits associated with a fast life history strategy be advantageous in high-risk environments?

<p>They maximize reproductive success despite resource scarcity (C)</p> Signup and view all the answers

Which of the following is NOT a characteristic of successful psychopaths?

<p>Difficulty in taking risks (C)</p> Signup and view all the answers

In what way does organizational culture moderate the effects of psychopathy in the workplace?

<p>It enhances positive work behaviors and reduces conflicts (A)</p> Signup and view all the answers

What is a common misconception about dark triad traits?

<p>They may offer potential survival benefits in certain scenarios (B)</p> Signup and view all the answers

Flashcards

Response Bias

Systematic tendency to answer questions in a particular way that's not related to the question content.

Lie Scale

Questions in tests to detect dishonest or overly positive answers.

Acquiescence Bias

Tendency to agree with statements regardless of their content.

Extreme Responding

Tendency to always select the strongest options (e.g., strongly agree, strongly disagree) on scales.

Signup and view all the flashcards

Applicant Reactions to Selection

How applicants feel about the selection process, often influenced by perceived fairness, appropriateness, and explanation by the employer.

Signup and view all the flashcards

Types of Conflict

Disagreements or clashes between individuals or groups, stemming from different needs, perspectives, or goals.

Signup and view all the flashcards

Group Cohesiveness

The degree to which group members are attracted to one another and are motivated to remain in the group.

Signup and view all the flashcards

Determining Training Needs

Evaluating what employees need to learn or improve by examining organizational, task, and individual factors.

Signup and view all the flashcards

Organizational Analysis (Training)

Assessing the organization's environment, goals, resources, and employee willingness to determine training needs.

Signup and view all the flashcards

Task Analysis (Training)

Identifying specific job tasks and evaluating worker performance, focusing on the skills needed for those tasks.

Signup and view all the flashcards

Person Analysis (Training)

Identifying specific employees who need training, and what type of training.

Signup and view all the flashcards

Team Development Stages

A typical process for teams to evolve, including Forming, Storming, Norming, and Performing stages.

Signup and view all the flashcards

Causes of Conflict

Reasons for disagreements, including resources, interdependence, jurisdiction, communication, beliefs, and personality differences.

Signup and view all the flashcards

Scientific Management

A management approach focusing on efficiency and productivity by analyzing and optimizing work processes.

Signup and view all the flashcards

Time and Motion Studies

Observing and analyzing how workers perform tasks to identify the most efficient way to do them.

Signup and view all the flashcards

Hawthorne Effect

The phenomenon where people's behavior changes simply because they know they are being observed.

Signup and view all the flashcards

Human Relations Movement

A management philosophy emphasizing the importance of social factors in workplace productivity.

Signup and view all the flashcards

Rational-Legal Model

An organizational structure based on clear rules, hierarchy, and merit-based positions.

Signup and view all the flashcards

Job Analysis

The process of systematically gathering and analyzing information about jobs.

Signup and view all the flashcards

Job Description

A written document that outlines the tasks, responsibilities, and qualifications for a specific job.

Signup and view all the flashcards

Industrial/Personnel vs. Organizational Psychology

Industrial/Personnel focuses on individual employees and tasks, while Organizational focuses on the broader organizational structure and change.

Signup and view all the flashcards

Job Analysis (JA)

A systematic process to gather, maintain, and review objective information about the actual requirements of a job.

Signup and view all the flashcards

Purpose of JA

To define each job in terms of the behaviors necessary to perform it successfully.

Signup and view all the flashcards

Uses of JA

Used for determining personal requirements like knowledge, skills, abilities, traits, and interests for a role; employee selection; and training and performance development.

Signup and view all the flashcards

Importance of Good JA

Crucial for informed decision-making, hiring the right candidates, conducting performance reviews, setting fair pay, and ensuring job safety.

Signup and view all the flashcards

Legal Implications of JA

A critical element in establishing the validity of selection techniques, ensuring fair and unbiased hiring practices.

Signup and view all the flashcards

Commercial Implications of JA

Provides insights into job roles, tasks, and required attributes, helping businesses optimize performance.

Signup and view all the flashcards

Pre-Job Analysis

Gathering information about the type of job, who will conduct the analysis, and who will participate.

Signup and view all the flashcards

5 Steps of Job Analysis

  1. Identifying the tasks performed, 2. Writing task statements, 3. Rating task statements, 4. Determining essential KSAO's, and 5. Selecting tests to assess KSAO's.
Signup and view all the flashcards

Aptitude Tests

Evaluations designed to assess individual abilities and potential for success in specific areas, often used for selection, placement, or development purposes.

Signup and view all the flashcards

General Cognitive Ability Tests

Measure overall intellectual potential and reasoning skills, including verbal, numerical, and spatial abilities.

Signup and view all the flashcards

Specific Aptitude Tests

Focus on specialized skills or knowledge required for particular jobs or tasks, such as mechanical comprehension or dexterity.

Signup and view all the flashcards

Norm-Referenced Interpretation

Compares an individual's score to a group of people, showing how they perform relative to others.

Signup and view all the flashcards

Person-Referenced Interpretation

Focuses on an individual's growth or improvement over time, comparing their current performance to their own past performance.

Signup and view all the flashcards

Criterion-Referenced Interpretation

Evaluates an individual's performance against a specific set of standards or criteria, indicating what they can do.

Signup and view all the flashcards

Nomothetic Approach to Personality

Studies general laws or traits that apply across individuals, emphasizing how people are similar.

Signup and view all the flashcards

Idiographic Approach to Personality

Focuses on unique, subjective experiences, emphasizing how people differ.

Signup and view all the flashcards

Life history theory

Explains how organisms allocate energy to different tasks, like reproduction and survival, based on the environment.

Signup and view all the flashcards

Slow life history strategy

Focuses on delayed reproduction, fewer offspring, and long-term resource acquisition. Common in stable, resource-rich environments.

Signup and view all the flashcards

Fast life history strategy

Prioritizes early reproduction, more offspring, and short-term resource acquisition. Adapted to high-risk, unstable environments.

Signup and view all the flashcards

Dark Triad traits and life history

The Dark Triad (narcissism, psychopathy, Machiavellianism) can be linked to life history strategies, with certain facets aligning with faster or slower approaches to life.

Signup and view all the flashcards

Dark Triad and 'fast' life history

Impulsivity, manipulation, exploitative behavior, aggression, and promiscuity are associated with a faster life history strategy, potentially advantageous in unpredictable environments.

Signup and view all the flashcards

Dark Triad and 'slow' life history

Traits like social dominance, leadership, reduced fear, and anxiety are associated with a slower life history strategy, potentially successful in stable environments.

Signup and view all the flashcards

Psychopathy at work (positive)

Some psychopathic traits can benefit the workplace, like charm, resilience, leadership, and competitiveness.

Signup and view all the flashcards

Psychopathy at work (negative)

Psychopathic tendencies can be detrimental to workplace harmony, leading to conflict, unethical behavior, and a detrimental work environment.

Signup and view all the flashcards

Mad, bad and dangerous to know

This phrase describes someone who is intelligent, manipulative, and potentially harmful, aligning with certain facets of the Dark Triad.

Signup and view all the flashcards

Study of psychopathy and work

Research investigates the relationship between psychopathy and counterproductive work behavior, considering factors like organizational culture.

Signup and view all the flashcards

Study Notes

Psychology at Work - Exam Notes

  • Introduction & Job Analysis:
    • Individuals spend one-third of their life at work.
    • Workplace mental health issues cost AU$39 billion annually.
    • Understanding the effects of environmental factors on organizational efficiency is critical.
  • History of Organizational Psychology:
    • I/O Psychologists employ a scientist-practitioner model, combining research and practical application.
    • Research informs practice; practice guides research in organizational psychology.
    • Advocates for evidence-based decision-making in industrial and organizational sectors.
    • Personnel psychology (HRM focused)
    • Organizational psychology
    • Human Factors/Ergonomics
    • Key historical events like the establishment of psychology labs in Leipzig (1879), the early 1900s start of I/O Psychology, WW1 testing/selection, the Hawthorne studies (1920s/30s), and the Equal Pay Act with the Civil Rights Act (1960s) significantly shaped the field.
  • Job Analysis:
    • A systematic method for gathering information about job requirements.
    • Used for:
      • Employee selection
      • Training and performance management
    • Key elements:
      • Job description (job title, duties, location, machines, etc)
      • Job specification (education, experience, skills, emotional characteristics, responsibilities, training requirements, tools etc)
  • Job Analysis Methods:
    • Alternative Methods:
      • Position Analysis Questionnaire (PAQ)
      • Job Elements Inventory (JEI)
      • Job Structure Profile (JSP)
      • Job Components Inventory (JCI)
      • Functional Job Analysis (FJA)
      • Occupational Information Network (O*NET)
      • Critical Incident Technique (CIT)
      • Threshold Traits Analysis (TTA)
      • Fleishman Job Analysis Survey (F-JAS)
      • Job Adaptability Inventory (JAI)
      • Personal-related position requirements form (PPRF)
  • Assessment Centers:
    • Methods for evaluating a wide range of skills and attributes.
  • Job analysis - The 5 Steps
    • Identify tasks performed (information gathering)
    • Write task statements (action(s) and objects(s))
    • Rate task statements
    • Determine essential KSAOs (knowledge, skills, abilities, and other characteristics required)
    • Select tests to measure KSAO's.
  • Validity in Job Analysis
    • Improves selection technique validity
    • Relevant for training and development.
    • May need to identify policy changes
  • Psychometric Testing (Cognitive Ability vs. Aptitude) - Types of tests:
    • Administrative (group/individual)
    • Content (general/job-specific)
    • Personality inventories (norm-referenced, person-referenced, criterion-referenced)
    • General cognitive ability and specific aptitude tests (Spearman, Burt & Vernon tests)
  • Personality Inventories:
    • Cattel's 16 Factors
    • The Big Five (OCEAN)
    • NEO-PI-R
    • Myers-Briggs Indicator (MBTI)
  • Organizational Effectiveness:
    • Various factors affect group performance (cohesiveness, homogeneity, member stability, external pressure, group size, group status, member skills, communication, member roles, individual dominance, groupthink)
  • Training and Development:
    • Techniques: lecturing, handouts, participant methods (case studies, simulations, role-play), on-the-job training, modelling, apprenticeships, and coaching
    • Elements of Training:
      • Needs analysis
      • Goal and objective setting
      • Materials development
      • Implementation
      • Evaluation.
  • Leadership:
    • Shifting Roles: From me to we, from overseer to coach, from static to evolving (fluid, digital)
    • Servant Leadership: High wisdom, empathy, altruism, and persuasiveness.
    • Stewardship: Organizational contribution and preparing for a positive legacy.
    • Trust: Engagement, Performance improvement, improved Psychological/subjective wellbeing, less sick leave.
  • Stress & Wellbeing:
    • Stress response (Fight, Flight, Freeze)
    • Mismatch between skills and demands.
    • Stressors in the workplace; workload (too much or too little), Conflict with coworkers or managers, unclear expectations, lack of resources, etc -Managing stress
  • Communication, Training, and Coaching:
    • Different types of communication (upward, downward, informal through grapevine, interpersonal), channels of communication (face-to-face, telephones, emails, etc), role of listening
  • Mental Health & Legislation:
    • Prevalence/cost considerations
    • Current standards and international legislation (WHS Act (2011) Australia, ISO 45001 (2018), ISO 45003 (2021))
  • Employee Assistance Programs (EAPs):
    • Provide proactive interventions for identifying workplace stress/problems
    • Promoting well-being and productivity.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Quiz Team

Related Documents

Psychology at Work Exam Notes PDF

Description

Explore the key concepts of Industrial and Organizational Psychology in this comprehensive quiz. Understand the history, job analysis, and the importance of mental health in the workplace. This material focuses on how psychological principles can enhance organizational efficiency and decision-making.

More Like This

Use Quizgecko on...
Browser
Open
Browser
Browser