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Chapter 1 Flashcards

1
Q

SIOP

A

(Society for Industrial and Organizational Psychology). The professional organization that represents I/O psychologists in the United States

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2
Q

How many divisions does the APA have?

A

54

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3
Q

Approximately, how many psychologists work in I/O

A

about 4% of the total number of all psychologists.

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4
Q

Fields of I/O

A

Selection and placement - developing assessment methods for the section, placement, promotion of employees.

Training and Development - identifying employee skills that need to be enchanted to improve job performance.

Performance Management - enhancing the contributions of the workforce to facilitate attaining the overall goals of the organizations.

Organizational Effectiveness - Maintaining or improving the quality of the workforce, but also the quality of relationships with customer and suppliers the organization needs.

Quality of Worklife - Healthy and productive workforce.

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5
Q

Licensure

A

limits those qualified to practice psychology as defined by state law

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6
Q

Founding members of I/O

A

Walter Dill Scott
Frederick W. Taylor
Lillian Moller Gilbreth
Hugo Münsterberg

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7
Q

Walter Dill Scott

A

Of the founding members of I/O. His books Theory of advertising and The Psychology of Advertising dealt with the suggestion of influencing people and improving human efficiency with such tactics as imitation, competition, loyalty, and concentration.

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8
Q

Frederick W. Taylor (Exam question)

A

One of the founding members, Taylor realized the value of redesigning the work to achieve both higher output for the company and a higher wage for the worker. His principles of Scientific management included:

  1. science over rule of thumb
  2. scientific selection and training
  3. cooperation over individualism
  4. equal division of work best suited to management and employees.

believed people intentionally half assed their jobs

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9
Q

Lillian Moller Gilbreth

A

Pioneer who recognize the effects of stress and fatigue on workers (the human element).

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10
Q

Hugo Münsterberg

A

Founding German psychologist, using experimental methods on problems, including perception and attention.

interested in applying traditional psychological methods to practical industrial problems.

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11
Q

WHAT IS I/O PSYCHOLOGY?

A

An area of scientific study and professional
practice that addresses psychological concepts

and principals in the work world.

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12
Q

Industrial

A

Industrial Psychology focuses on measurement of job
requirements and individual’s knowledge, skills, ability,
and performance as to match individuals with suitable

jobs

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13
Q

Organizational

A

Organizational psychology is more theoretical considering
processes such as motivation and work attitudes, group
and organizational climate as well as organizational

change and development.

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14
Q

goal of I/O

A

Blending evidence based practice

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15
Q

Evidence Based practice

A

Incorporates evidence/data into practice decisions

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16
Q

four sources of information

A

Practitioner experience and judgment

Evidence from the local context

Survey of the best information/data available

Perspectives of people who are affected by the decision

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17
Q

W.L. Bryan

A

(APA President) urges
psychologists to apply psychology to
“real-life” situations (1904)

18
Q

WWI

A

Yerkes (APA president) urges
government to allow
psychologists to contribute to
the war effort

• Yerkes is the first full-time I/O
psychologist (focus: IQ tests for
selection and classification of
soldiers)

• Yerkes used his IQ test to make
the case for harsh immigration
restrictions (however, they were biased based on western knowledge)

19
Q

HAWTHORNE STUDIES

A

(1924) Purpose of study
• How does the physical environment affect productivity?
• Methods & Results
• Brighter lighting à Increased Productivity
• Dimmer lighting à Increased Productivity
• Placebo à Increased Productivity

20
Q

Hawthorne Effect (exam)

A

A positive change in behavior
that occurs at the onset of an intervention
followed by a gradual decline

21
Q

WWII

A

(1941 -1945) • Psychologists play a major role in the war
• Army General Classification Test, AGCT
• Design of aircrafts
• Major studies in morale & leadership

First masters degree/program offered during this time.

Influential factors: women joining workforce

22
Q

KEY CHALLENGES FOR THE PROFESSION

A
  • I-O Psychology needs to be relevant - we need to have skills that keeps us in demand
  • I-O Psychology needs to be useful - need to be applicable to the production of industry
  • I-O Psychology needs to think bigger - how can our theories affect industrialization and globalization
  • I-O Psychology needs to be grounded in the scientific method - still looking a research methods
23
Q

MCGREGOR’S THEORY X & THEORY Y

A

Theory X
Command & Control = Scientific Management
Redesign jobs or structures/change incentives/roles

People are lazy and must be directed

Theory Y
Want to be involved
• Can think for themselves and make
decisions
• Share ownership of tasks
• Will find work more rewarding if given
responsibilities and a variety of tasks
• Have good ideas
• Can engage in some level of self-
management

People want to be involved and want to work, with opportunities present and the ability to move up in industry.

(Assumption 1)

24
Q

ORGANIZATION AS A

SYSTEM

A

Treating organizations as a system (human body) (cells, organs,) (Assumption 2)

25
Q

ASSUMPTION 3 (Exam)

A

Behavior is a function of the person and the environment B=f(PxE)

26
Q

Dark Triads

A

(Machiavellianism)
■ Dark cynical interpretation of nature
■ Goals are based on manipulating people
■ No actions are below you—so long as you get ahead

Narcissism
■ Overly concerned with self-importance
■ Desire to be in control of people and admired by them
■ Arrogant
■ Unaffected by criticism

Psychopathy
■ Lacking any concern for others ■ Emotionally shallow
■ Sometimes, charismatic

27
Q

Big 5 factors of personality

A 
Openness 
Conscientiousness 
Extraversion 
Agreeableness
Neuroticism

basis of most personality tests

28
Q

Strength and weakness of big five

A

Provided key foundations for assessing and describing personality.

validated assessments are very long

29
Q

MYERS BRIGGS TYPE INVENTORY (MBTI)

A 
Based of psychological types of carl Jung 
EXTRAVERSION - INTROVERSION
SENSING - INTUITION
THINKING OR FEELING
JUDGING OR PERCEIVING
30
Q

IMPLICATIONS & USE OF THE MBTI

A

Strengths
• Self-awareness • Team building

Weaknesses
• Reliability
• Test-retest
• Context matters!
• Validity

What are you actually trying to measure with the MBTI?
• Discrete categories
• Can pigeon-hole team mem

31
Q

The Hogan

A

The most reliable professional personality assessments

based off the 5 factor Model

Focuses not only on personality, but derailing traits and values

32
Q

HPI

A

Human personality Index (bright side)

One of the three focuses of the Hogan.

Used seven scales to measure how people behave when they’re at their best.

33
Q

Seven scales of HPI

A 
Adjustment 
Ambition 
Sociability
Interpersonal Sensitivity 
Prudence 
Inquisitive 
Learning Approach
34
Q

HDS

A

Hogan Development Survey: Measures how people behave when they’re under stress and pressure (hindering)

Second focus of the Hogan

35
Q

MVPI

A

Motives, Values, Preferences Inventory: Measures core values, goals, and interests that determine career satisfaction.

36
Q

IMPLICATIONS & USE OF THE HOGAN

A

Strengths
Strong Validity

Good personality prediction (HPI)

Hard to fake/distort results.

CONS
Expensive
Time consuming

37
Q

OUTCOMES OF JOB ANALYSIS

A

● Job description
○ Systematic, detailed summary of job tasks, duties
and responsibilities.
○ Assures that employees and managers are on the same page regarding who does what.

● Job specification
○ Detailed summary of qualifications needed to
perform required job tasks.

● Performance standards
○ Establishes the level of satisfactory performance.

38
Q

INFORMATION COLLECTED in job analysis

A 
● Tasks or job functions ○ What gets done on the job.
○ Essential functions.
● Scope of responsibility ○ Supervision received.
○ Supervision provided.
● Tools and equipment used on the job
○ Computer software.
○ Hand tools.
○ Job-related equipment.
39
Q

How might you collect information about a task or job function?

A 
● Observation ● Work sample ● Work diary
● Interview
● Questionnaire
● Perform the job
● Background records ● Multiple methods
40
Q

KSAOs and give example

A 
K = Knowledge: Types of information needed to perform
S = Skills: Proficiencies needed to perform (can be learned, developed, enhanced)
A = Abilities: Enduring attributes that are stable over time (innate)
O = Other: Personal factors needed to perform tasks (personality, interest, motivation, capacities, etc. )
41
Q

JOB ANALYSIS METHODS

A

Task oriented vs. Worker oriented, i.e understanding what’s accomplished vs. what human abilities are needed for the job.

42
Q

THE APPROACHES TO JOB DESIGN

A
  1. Mechanistic Approach
  2. Biological Approach
  3. Perceptual-Motor Approach
  4. Motivational Approach

IO (7 decks)

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