Chapter 14 Industrial and Organizational Psychology

Question 1

Is the older of the two sides of Industrial/Organizational psychology and it takes a company-oriented perspective and focuses on increasing efficiency and productivity through the appropriate use of a firm’s personnel, or employees-its human resources.

Answer 1

Industrial psychology

Question 2

Industrial psychology focuses on:

Answer 2

1. Job analysis
2. Employee selection
3. Training
4. Performance appraisal

Question 3

Organize and describe the tasks involved in a job.

Answer 3

Job analysis

Question 4

Match the best person to each job.

Answer 4

Employee selection

Question 5

Bring new employees up to speed on the details of position.

Answer 5

Training

Question 6

Evaluate whether the person does a good job.

Answer 6

Performance appraisal

Question 7

The first of four emphases of industrial psychology is ____ __________.

Answer 7

Job analysis

Question 8

Is the process of generating a description of what a job involves, including the knowledge and skills that are necessary to carry out the job’s functions.

Answer 8

Job analysis

Question 9

An effective job analysis includes three essential elements. What are they?

Answer 9

1. The analysis must follow a systematic procedure that is set up in advance.
2. The analysis must break down the job into small units so that each aspect can be easily understood.
3. The analysis should lead to an employee manual that accurately characterizes the job.

Question 10

A _____ _______ can focus on the job itself or on the characteristics of the person who is suited for the job.

Answer 10

Job analysis

Question 11

A ____-_______ description outlines what the job entails and what it requires.

Answer 11

Job-oriented

Question 12

A person-oriented job analysis involves what are sometimes called _____ (or _____) in other words, Knowledge, Skills, Abilities, and other characteristics.

Answer 12

KSAOs
KSAs

Question 13

Creating a ____ ________ typically involves collecting information from a variety of informants, including job analysts, individuals who already have the job, supervisors, and trained observers.

Answer 13

Job analysis

Question 14

The U.S. Department of Labor (2010) has produced an enormous database called _____ www.onetonline.org that complies job descriptions for thousands of occupations.

Answer 14

O*NET

Question 15

The descriptions are based on __________ ______ and ________ with experts in the various occupations, and new occupations are added frequently.

Answer 15

Authoritative ratings
Interviews

Question 16

Are valuable in that they allow people to evaluate their interest in a particular occupation.

Answer 16

Job descriptions

Question 17

In addition to serving a useful function for job seekers, ___ _____ also establish a foundation for other aspects of personnel decision making.

Answer 17

Job analyses

Question 18

A thorough ___ ______ can provide information that directs hiring decisions and performance evaluations.

Answer 18

Job analysis

Question 19

A final area where ___ _______ is important is in the legal realm.

Answer 19

Job analysis

Question 20

Once the position is defined, the next task for the hiring managers is to select the best from the _____ __ _______.

Answer 20

Pool of recruits

Question 21

The most common way for companies to fill new positions was to hire from _______.

Answer 21

Within

Question 22

For new outsiders, _________ were the most popular way that candidates ended up landing jobs.

Answer 22

Referrals

Question 23

___________ who apply through online channels turn out to be better-quality candidates than those who apply in response to a newspaper advertisement or other source.

Answer 23

Individuals

Question 24

The next steps relates to ______ measuring the knowledge, skills, and abilities of the recruits in order to evaluate their appropriateness for a position.

Answer 24

KSAOs

Question 25

Managers or human resource personnel may administer _____ to prospective candidates to ascertain whether they are good matches for the position.

Answer 25

Tests

Question 26

Some organizations use __________ _____ that assess factors such as personality traits and motivation.

Answer 26

Psychological tests

Question 27

An _______ ____, another type of examination sometimes used in personnel screening, is designed to assess whether the candidate is likely to be honest on the job.

Answer 27

Integrity test

Question 28

Can improve the quality of the information they obtain through interviews by asking the same specific questions of all applicants.

Answer 28

Interviewers

Question 29

In a ________ ________, candidates are asked specific questions that methodically seek to obtain truly useful information for the interviewer.

Answer 29

Structured Interview

Question 30

Have been shown to be superior to unstructured interviews in terms of predicting eventual job performance.

Answer 30

Structured interviews

Question 31

Although interviews may sometimes be influenced by their own biases, there is no substitute for ____-__-____ interaction.

Answer 31

Face-to-face

Question 32

Another technique for pinpointing the best-suited candidate for a particular job is requiring an applicant to submit _______ ________.

Answer 32

Work samples

Question 33

An additional evaluation method devised by _____ __________ is to require candidates to complete mock job-related tasks that allow the direct assessment of their skills.

Answer 33

I/O psychologists

Question 34

Seeing applicants handle unexpected situations or think on their feet gives _________ _________ a sense of the candidates' fit for the job.

Answer 34

Potential employers

Question 35

Once the perspective employee has been hired the next challenge for the _________ is to learn all that is necessary for the employee to do the job effectively.

Answer 35

Organization

Question 36

What are the three major phases of training?

Answer 36

Orientation Formal Training Mentoring

Question 37

To help new employees overcome hurdles, most companies have a program of __________, which generally involves introducing newly hired employees to the organization's goals, familiarizing them with its rules and regulations, and letting them know how to get things done.

Answer 37

Orientation

Question 38

Some companies have turned to computer-based _________ programs in order to cut expenses.

Answer 38

Orientation

Question 39

Although both methods provided employees with information, it was ________-_________ orientation (rather than __-______ orientation) that fell short on social factors.

Answer 39

Computer-based In-person

Question 40

Involves teaching the new employee the essential requirements to do the job well.

Answer 40

Training

Question 41

Needs do vary by occupation.

Answer 41

Training

Question 42

The foundation of any _________ __________ is to establish the goals of the training and a sense for how the trainer will know that the person is ready.

Answer 42

Training program

Question 43

An assumption of ________ is that whatever the employee learns in training will generalize to the real world when he or she starts work.

Answer 43

Training

Question 44

Although we have considered ________ primarily as it relates to beginning a new job, employee learning and the expansion of employee skills (called employee development or management training) are important throughout a career, for employees and firms alike.

Answer 44

Training

Question 45

Is a relationship between an experienced employee and a novice in which the more experienced employee-the mentor-serves as an advisor, a sounding board, and a source of support for the newer employee.

Answer 45

Mentoring

Question 46

May benefit both the employee and the organization, as mentors guide new employees through the beginning of their career and help them achieve their goals within the organization, as well as provide a strong interpersonal bond.

Answer 46

Mentoring

Question 47

Refers to the evaluation of a person's success at meeting his or her organization's goals.

Answer 47

Performance appraisal

Question 48

Performance appraisal is important for the following three reasons. What are they?

Answer 48

1. It allows employees to get feedback and make appropriate changes in their work habits. 2. It also helps guide decisions about promotions and raises, as well as terminations and firings. 3. It provides a paper trail that serves to justify decisions as promotion and termination.

Question 49

The strongest predictor of work performance among the many different qualities studied

Answer 49

general cognitive ability

Question 50

Includes positive qualities such as self-efficacy, optimism, hope, and resilience, which serve as important resources in the workplace.

Answer 50

Psychological capital

Question 51

These attributes predict __________ employee performance and ___________ work absences.

Answer 51

Increased Decreased

Question 52

With subjective judgments, performance ratings may be prone to ______ and _________.

Answer 52

Biases Errors

Question 53

One error is the ______ ________, common in performance ratings, that occurs when a rater gives a person the same rating on all of the items being evaluated, even though individual varies across dimensions.

Answer 53

Halo Effect

Question 54

One way to improve the quality of the information used in a performance evaluation is to collect __________ from a variety of sources.

Answer 54

Feedback

Question 55

Is a method of performance appraisal whereby an employee’s performance is rated by a variety of individuals, including himself or herself, a peer, a supervisor, a subordinate, and perhaps a customer or client.

Answer 55

360-degree feedback

Question 56

Even though a ___________ _________ can be stressful for both parties, talking about the evaluation face-to-face can be enormously useful in ensuring that the employee feels that their treatment has been fair.

Answer 56

performance appraisal

Question 57

In order to enhance the legal defensibility of a termination decision, a job analysis should define the dimensions that will be used in the ___________ _________; the raters should be trained; employees should have an opportunity to appeal the ratings; and the organization should meticulously document performance.

Answer 57

performance appraisal

Question 58

One type of behavior that may find its ways into a performance evaluation is ______________ _____________ ____________ (___) – discretionary actions on an employee’s part that promote organizational effectiveness, but are not included in the person’s formal responsibilities.

Answer 58

Organizational Citizenship Behavior (OCB)

Question 59

Comprises behaviors such as coming in early, staying late, and helping a colleague with an assignment.

Answer 59

OCB

Question 60

Conscientiousness is also associated with high levels of ___.

Answer 60

OCB

Question 61

We can say that Industrial Psychology deals with ______ _______ while Organizational Psychology deals with _______ _________.

Answer 61

Human Resources Human Relations

Question 62

Emphasizes the psychological experience of the worker.

Answer 62

Organizational Psychology

Question 63

Studies how the relationships among people at work influence their job satisfaction and commitment, as well as their efficiency and productivity.

Answer 63

Organizational Psychology

Question 64

Examples of the kinds of factors that enter into worker (human) relations include:

Answer 64

1) Management approaches 2) Job satisfaction 3) Employee commitment 4) The meaning of work 5) Leadership styles

Question 65

management styles

Answer 65

Management approaches

Question 66

people’s attitudes toward their jobs.

Answer 66

Job satisfaction

Question 67

strengthening employee commitment.

Answer 67

Employee commitment

Question 68

identifying with work.

Answer 68

The meaning of work

Question 69

leaders impacting employee and organization.

Answer 69

Leadership styles

Question 70

Is defined here as the extent to which an individual is content in his or her job.

Answer 70

Job satisfaction

Question 71

One way to measure job satisfaction is with employee ______ ________.

Answer 71

rating scales

Question 72

Of __ different nations studied, workers in _____ were the most satisfied with their jobs; workers in _______, the least satisfied; and, ____ respondents falling in the upper third.

Answer 72

24 Canada England U.S.

Question 73

One factor that is not as strongly related to ____ _________ as might be expected is pay.

Answer 73

Job Satisfaction

Question 74

Demonstrates that the fit between the person and the job is the most important aspect of job satisfaction.

Answer 74

Research

Question 75

Understanding the factors that might strengthen _________ ___________ is important to industry and as well as psychologists.

Answer 75

Employee commitment

Question 76

Is a key determinant of work-related outcomes.

Answer 76

Work commitment

Question 77

A highly influential framework emphasizes the following 3 types of commitment:

Answer 77

1) affective, 2) continuance, and 3) normative

Question 78

this refers to the person’s emotional attachment to the workplace.

Answer 78

Affective commitment

Question 79

A person with a strong _______ ___________ identifies closely with the goals of the organization and wants to be a part of it.

Answer 79

affective commitment

Question 80

is associated with feelings of “we-ness” of identifying with the group that is one’s workplace.

Answer 80

Affective commitment

Question 81

High affective commitment results in more favorable ___ _________ because those high in affective commitment are likely to work harder.

Answer 81

Job Performance

Question 82

this derives from the employee’s perception that leaving the organization would be too costly, both economically and socially.

Answer 82

Continuance commitment

Question 83

has been shown to be related to either unrelated or negatively related to job performance or citizenship behaviors.

Answer 83

Continuance commitment

Question 84

this is the sense of obligation an employee feels toward the organization because of the investment the organization has made in the person’s personal and professional development.

Answer 84

Normative commitment