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psyc 310 > beginning of exam 1 (powerpoint 1) > Flashcards

beginning of exam 1 (powerpoint 1) Flashcards

1
Q

a branch of psychology that applies the principles of psychology to the workplace

A

industrial/org psyc

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2
Q

focus on determining the competencies needed to perform a job, staffing the organization with employees who have those competencies, and increasing those competencies through training

A

industrial approach

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3
Q

creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information to do their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment

A

organizational approach

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4
Q

concentrates on the selection and evaluation of employees

A

personnel psyc

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5
Q

investigates the behavior of employees within the context of an organization

A

organizational psyc

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6
Q

concentrates on the interaction between humans and machines

A

human factors/ergonomics

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7
Q

well thought-out suggestions or ideas

A

hypotheses

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8
Q

systematic sets of assumptions regarding the nature and cause of particular events

A

theories

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9
Q

vigilant and hypervigilant decision making experiment; controlled setting

A

laboratory

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10
Q

assigned vs participative goal setting experiment; natural, real-world setting

A

field

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11
Q

independent variable is manipulated AND subjects are randomly assigned to conditions; can investigate and determine/infer causal relationships

A

experiment

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12
Q

independent variable is not manipulated OR subjects are not randomly assigned to conditions

A

Quasi- experiment

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13
Q

involves using previously collected data or recordS

A

archival research

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14
Q

a technique that allows results from several different research studies to be combined and summarized; typically rely on indicators of effect size, or estimates of the magnitude of the relationship or effectiveness of some variable

A

meta-analysis

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15
Q

highly detailed description of a single individual; generally used to investigate rare, unusual, or extreme conditions

A

case study

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16
Q

investigation of opinions, behaviors, or characteristics of a particular group through self-report

A

survey

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17
Q

a meeting at which information is obtained from a person

A

interview

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18
Q

direct observation and recording of naturally occurring behavior

A

natural observation

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19
Q

in an experiment, the variable that is manipulated; the cause in the causal relationship
in nonexperimental method, the variable that influences another variable; the predictor or standalone variable

A

independent variable

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20
Q

in an experiment, the measure of behavior that is expected to change as a result of manipulative changes in the IV; the effect in the causal relationship
in nonexperimental method, the variable that is influenced by another variable; the criterion, outcome, measured variable

A

dependent variable

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21
Q

a third variable that can often explain the relationship between two other variables; another possible cause

A

extraneous/intervening variable

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22
Q

in an experiment, the group that is subjected to change in the independent variable

A

experimental group

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23
Q

in an experiment, that group that receives no treatment or the standard treatment and is not exposed to the experimental manipulation of the IV; the group that serves as a baseline

A

control group

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24
Q

used when experiments are not practical or when manipulating a variable may not be ethical ; cannot determine cause-effect relationships

A

quasi experiment

25
Q

a sample in which every member of the relevant population had an equal chance of being chosen to participate in the study

A

random

26
Q

small quantity of a targeted group whose characteristics represent as accurately as possible the entire population

A

representative

27
Q

participants are selected on the basis of chance alone from a larger population of subjects

A

random selection

28
Q

a nonrandom research sample that is used because if is easily available

A

convenience selection

29
Q

the random, unbiased assignment of subjects in a research sample to the various experimental and control conditions

A

random assighment

30
Q

if the p< .05 then what

A

the results are statistically significant and there was a treatment effect

31
Q

the extent to which the results of a study have actual impact on human behavior

A

practical significance

32
Q

descriptive statistics, which summarize data are:

A

mean, median, mode, frequencies, standard deviation

33
Q

inferential statistics, which shows differences are:

A

t tests, analysis of variance and chi-square

34
Q

numerical indication of magnitude and direction of the relationship between two variables; represents how closely and in what way two variables correlate (change together)

A

correlation coefficient

35
Q

both variables increase together

A

positive correlation +

36
Q

as one increases, the other variable decreases

A

negative correlation -

37
Q

gathering, analyzing, and structuring information about a job’s components, characteristics, and requirements

A

job analysis

38
Q

allows for the writing of a brief summary of the tasks and job requirements

A

writing job descriptions

39
Q

allows for the selection or development of selection tests or interview questions that will permit the identification of qualified applicants

A

employee selection

40
Q

allows for the creation of systematic training programs

A

training

41
Q

allows for the determination of an employee’s mobility within the company

A

personpower planning

42
Q

allows for the construction of a performance appraisal instrument

A

performance appraisal

43
Q

allows for the grouping of jobs according to similarities in requirements and duties, useful in determining pay levels, transfers, and promotions

A

job classification

44
Q

allows for the determination of a job’s worth, worth is based on level of responsibility, physical demands, mental demands, education requirements, training, and experience requirements, and work conditions

A

job evaluation

45
Q

allows for the determination of the optimal way to do a job.

A

job design

46
Q

allows for the determination of the job relatedness of a job’s requirements

A

compliance with legal guidelines

47
Q

allows for an analysis to be done at the organizational level

A

organizational analysis

48
Q

a judicial interpretation of a law that establishes a precedent for future cases

A

case law

49
Q

occurs when the selection rate for one group is less than 80% of the rate for the highest scoring group

A

four fifths rule; adverse impact

50
Q

granting of sexual favors is tied to employment decisions; single incident is enough; organization is always liable

A

quid pro quo

51
Q

pattern of conduct, related to gender, is unwanted, negative to the reasonable person, affects a term, condition, or privilege of employment

A

hostile environment harassment claims

52
Q

reasons for affirmative action plans, involuntary

A

government regulation, court order

53
Q

reasons for affirmative action plans, voluntary

A

consent decree, desire to be a good citizen

54
Q

protects citizens against unreasonable search or seizure by the government

A

fourth amendment

55
Q

steps to conducting a job analysis

A
  1. identify tasks performed
  2. write task statements
  3. rate task statements
  4. determine essential KSAOs
  5. select tests to tap KSAOs
56
Q

a body of information needed to perform a task

A

knowledge

57
Q

the proficiency to perform a certain task

A

skill

58
Q

a basic capacity for performing a wide range of different tasks, acquiring a knowledge, or developing a skill

A

ability

psyc 310 (5 decks)

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