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I/O Psychology > Exam 1 > Flashcards

Exam 1 Flashcards

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1
Q

Society for Industrial and Organizatinal Psyschology (SIOP)

A

The professional organization that represents I/O psychologists in the United States.

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2
Q

I/O Psychology

A

An area of scientific study and professional practice that addresses psychological concepts and principle in the work world.

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3
Q

Scientist-practitioner model

A

A model or framework for education in an academic discipline basd on understanding the scentific principles and findings evidenced in the discipline and how they provide the basis for the professional practice.

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4
Q

Licensure

A

The process by which a professional practice is regulated by law to ensure quality standard are met to protect the public.

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5
Q

Hawthorne Studies

A

A series of research studies that begn in the late 1920s at Western Electric Company and ultimately reforcused the inerests of I/O psychologists on how work behavior manifests itself in an organizational context.

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6
Q

Hawthorne effect

A

A positive change in behavior that occurs at the onset of an interventioin followed by a gradual decline, often to the original level of the beehavior prior to the eintervention. First indentified in thee Hawthorne studies, which is why it is so named.

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7
Q

Army General Classification Test (AGCT)

A

A test develpeed during World War II by I/O psychologists for the selection and placement of military personnel.

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8
Q

Armed Services Vocaioinal Aptitude Battery (ASVAB)

A

A test developed in the 1980’s by I/O psychologists for he election and placement of military personnel.

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9
Q

Economic recession

A

A sustaineed period (usually several consecutive months) of lowered productivity, increased unemployment, and reduced spending.

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10
Q

Cross-cultural psychology

A

An area of research that examines thee degree to whch psychological concepts and findings generalze to peole iin other cultures and societies.

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11
Q

Research

A

A formal process by which knowledge is produced and understood.

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12
Q

Generalizability

A

The extent to which conclusions drawn from on e research study spread or apply to a larger population.

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13
Q

Theory

A

A statement that proposes to eeplain relatioinships amon phenomena of interest.

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14
Q

Inductive Method

A

A research process in which conclusions are drawn about a general calss of objects or people based on knowledge of a specific member of the class under investigation.

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15
Q

Deductive Method

A

A research process in which conclusions are drawn about a specfic member of a class of objects or people baseed on knowledge of the geeneral class under investigation.

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16
Q

Research Design

A

A plan for conducting scentfc research for the purpose of learning about a phenomenon of interest.

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17
Q

Internal Validity

A

The degree to which the relationships evidenced aong variables in a particular research tudy are accurate or true.

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18
Q

External Validity

A

The degree to which the relationshpps evidenced among variabls in a particular research study are generalizable or accurate in other contexts.

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19
Q

Primary Research Methods

A

A class of research methods that generates new information on a particular research question.

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20
Q

Laboratory Experiment

A

A type of research in which the iinvestigator manipulates independent variablee and assigns subjects to experimental and control condition.

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21
Q

Quasi-experiment

A

A type of research method for conducting studies in field situations where the researcher may be able to manipulate some independent variables.

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22
Q

Questionnaire

A

A type of research method in which subjects respond to written questions poseed by the investigator.

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23
Q

Observation

A

A type of research method in which the investigator mnitors subject for the purpose of understanding ther behavior and culture.

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24
Q

Secondary research methods

A

A class of research methods that examines eexisting informatioin from research studies that used primary methods.

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25
Q

Meta-analysis

A

A quantitative secondary research method for summarizing and integrating the findings from original empirical research studies.

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26
Q

Level of analysis

A

The unit or level (individuals, teams, orgnizations, nations, etc.) that is the object of the researchers’ interest nd about which conclusions are drawn from he research.

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27
Q

Qualitative research

A

A class of research methods in whch th investigator takes an active role in interactng with the subjects he or she wishes to study.

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28
Q

Ethnography

A

A research method that utiilizes field observations to study a society’s culture.

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29
Q

Emic

A

An apprroach to researchngg phenomena that emphasizes knowleeldlglee derived from the participants’ awareness and understandng of ther culture. Often contrasted with etic.

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30
Q

Etic

A

An approach to researching phenomena that emphasizes knowledge derived from the perspective of a detched objectve investigator in understanding a culture. Often contrasted with emic.

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31
Q

Variable

A

An object of study whose measurement can take on two or more values.

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32
Q

Quuantitative vairables

A

Objects of study that inherently have numerical value associted with them, such as weight.

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33
Q

Categorical varables

A

Objects of study that do not inherently have numberical values associated with them, as gender. Often contrasted with quantitative variables.

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34
Q

Independent Variable

A

A variable that can be manipulated to influeence the values of the dependent variable.

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35
Q

Dependent Variable

A

A varible where values are influenced by the independent variable.

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36
Q

Predictor variable

A

A variable used to predict or forecast a criterion variable.

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37
Q

Criterion Variable

A

A variable that is a primary object of research study; it is forecasted by a preditor variable.

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38
Q

Descriptive Statistics

A

A class of statistical analyeses that describe thee variables under investigation.

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39
Q

Mean

A

The arithmeticc average of a distribution of numbers.

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40
Q

Median

A

The midpoint of all the numbers in a distribution.

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41
Q

Mode

A

The most frequently occuring number in a distribution.

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42
Q

Variability

A

The disperrsion of numerical values evidenced in the measurement of an object or concept.

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43
Q

Range

A

A descriptve statistical index that reflects the dispersion in a set of scroes; arithemetically, the difference between the highest score and the lowest score.

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44
Q

Standard deviatioin

A

A staistic that spread or dispersion of scores around the mean in a distribution of scores.

45
Q

Correlation Coefficient

A

A statistical iindex that reflects the degree of relationship between two variables.

46
Q

Scientist-practicioner gap

A

The difference between scientific research finding on organizationsn and their management versus how organizations are actually managed.

47
Q

Conceptual criterion

A

The theoretical standardthat researchers seek to understand.

48
Q

Actual criterion

A

The operational or actual standard that researhers measure or assess. Often contrasted with conceptual criterion.

49
Q

Criterion defiiciency

A

The part of the conceptual criterion that is not measured by the actual criterion.

50
Q

Criterion relevance

A

The degree of overlap or similarity etween the actual criterion and the concetual criterion.

51
Q

Criterion contamination

A

the part of the actual crterion tat is unrealtd to th conceptual criterion.

52
Q

Work analysis

A

A formal procedure by which the content of work is defined in terms of activites perfomred and attributes needed to peform the work.

53
Q

Subject matter expert (SME)

A

A person kowledgeable about a topic who can serve as a qualified information source.

54
Q

Task

A

The lowest level of analysis in the study of work; a basic component of work (such as typing for a secretary).

55
Q

Posistion

A

A set of tasks performed by a single employee. For eample, the position of a secretary is often represnted by the tasks of typing, filing, and scheduling.

56
Q

Job

A

A set of similar positons in an organization.

57
Q

Job family

A

A grouping of simlar jobs in an organization.

58
Q

Task-oriented procedure

A

A procedure or set of operations in work analysis designed to indentify important orr frequentl performed tasks as a means of understanding the work performed.

59
Q

Functional Job Analysis (FJA)

A

A method of work analysis that describes the content of jobs in terms of People, Data, and Things.

60
Q

Worker-oriented procdure

A

A procedure or set of erations in work analysis desgined to indentify important or frequently utilized humn attributes as a means of understanding the work performed.

61
Q

KSAOs

A

An abbreviation for “knowledgee, skills, abilities, and other” characteristics. Often used in the context of work analysis.

62
Q

Linkage analysis

A

A technique in work analysis that establishes the connection between the tasks performed and the human attributes needed to perform them.

63
Q

Taxonomy

A

A classification of objects designed to enhance undersanding of the objects being classified.

64
Q

Position Analysis Questionnaire (PAQ)

A

A method of work analysis that assesses the content of jobs on the basis of aroimately 200 items in the questionnaire.

65
Q

Occupational Information Network (O*Net)

A

An online computerbased source of information about jobs.

66
Q

Competency modeling

A

A process for determining the ehuman characteristic (i.e., competencies) needed to perform successfully within an organization.

67
Q

Objective performance criteria

A

A set of factors used to assess job performance that are (relatively) factul in character.

68
Q

Subjective performance criteria

A

A seet of factors used to assess job performance that are the product of smeon’s (e.g., supervisor, peer, customer) judgment of these factors.

69
Q

Deviant workplace behavior

A

A broad range of employee behaviors that are harmful to other employees or the organization.

70
Q

Emotional labor

A

The requirement in some jobs that employees express eemotions to customers or clients that are associated with enhanced performance in the job.

71
Q

Adaptive behavior

A

A range of employee behaviors that enable them to increase their capacity to coe with organizational change.

72
Q

Citienship behavior

A

Employee behavioirr taht transcends job performance and is directed to the overall welfare of the organiztion.

73
Q

Dynamic performance criteria

A

Aspects of job performance that change (increase or decrease) over time.

74
Q

Psychometric

A

Literally, the measurement (“metric”) of properties of the mind (from the Greek word “psyche”). The standard used to measure the quality of psychological assessments.

75
Q

Reliability

A

A standard for evaluating tests that refers to the consistency, stability, of equivalence of test scores. Often contrasted with validity.

76
Q

Test-retest reliability

A

A type of reliability that reveals thee stability of test scores upon repeated applications of the test.

77
Q

Equivalent-form reliability

A

A type of reliability that reveals the equivalence of test scores between two versions or forms of the test.

78
Q

Internal-consistency reliability

A

A type of reliability that reveals the homogeneity of the items comprising a test.

79
Q

Inter-rater reliability

A

A type of reliability that reveal the degree of agreement among the assessments of two more raters.

80
Q

Validity

A

A standard for evaluating tests that refers to the accuracy of appropriateness of drawing inferences from test scores. Often contrasted with reliability.

81
Q

Construct validity

A

The degree to which a test is an accurate and faithful measure of the construct it purports to measure.

82
Q

Criterion-related validity

A

The degree to which a test forecasts or i statistically related to a criiterion.

83
Q

Validity coefficient

A

A statistical index (often expressed as a correlation coefficient) that reveals the degree of association between two variables. Often used in thee contest of prediction.

84
Q

Face validity

A

The appearance that items in a test are appropriate for the intended use of the test by the individuals who take the test.

85
Q

Inventory

A

Method of assessment in which the responses to questions are recorded and interpreted but are not evaluated in terms of their correctness, as in a vocational interest inventory.

86
Q

Speed test

A

A type of test that has a precise time limit; a person’ score on the test is the number of items attempted in the time period. Often contrasted with a power test.

87
Q

Power test

A

A type o test that usually does not have a precise time limit; a person’s score eon the test is the number of items answered correctly. Often contrasted with a speed test.

88
Q

Individual test

A

A type of test that is administered to one individual test taker at a time. Often contrasted with a group test.

89
Q

Group test

A

A type of test that is administered to more than one test taker at a time. Often contrasted with an individual test.

90
Q

Paper-and-pencil test

A

A method of assessment in which the responses to questions are recorded on a piece of paper.

91
Q

Performance test

A

A type of test that requires the test taker to exhibit physical skill in the manipulation of objects, as in a typing test.

92
Q

Mental Measurements Yearbooks (MMY)

A

A classic set of reference books in psychology that provide reviews and critiques of published tests in the public domain.

93
Q

g

A

the symbol for “general mental ability,” which has been found to be predicative of success in most jobs.

94
Q

Big 5 personality theory

A

A theory that defines personality in terms of five major factors: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. Also called the “Five Factor” theory of personality.

95
Q

Faking

A

The behavior of job applicants to falsify to items on personality inventories to create a favorable impression.

96
Q

Integrity test

A

A type of test that purports to assess a candidate’s honesty or character.

97
Q

Situational judgment test

A

A type of test that describes a problem to the test taker and requires the test taker to rate various possible solutions in terms of their feasibility or applicability.

98
Q

Computerized adaptive testing (CAT)

A

A form of assessment using a computer in which the questions have been precalibrated in terms of difficulty, and the examinee’s response (i.e., right or wrong) to one question determines the selection of the next question.

99
Q

Unstructured interview

A

A format for the job interview in which the questions are different across all candidates. Often contrasted with the structured.

100
Q

Structured interview

A

A format for the job interview in which the questions are consistent across all candidates. Often contrasted with the unstructured interview.

101
Q

Situational interview

A

A type of job interview in which candidates are presented with a problem and asked how they would respond to it.

102
Q

Work samples

A

A type of personnel selection test in which the candidate demonstrates proficiency on a task representative of the work performed in the job.

103
Q

Situational exercise

A

A method of assessment in which examinees are presented with a problem and asked how they would respond to it.

104
Q

Assessment center

A

A technique for assessing job candidates in a specific location using a series of structured, group-oriented exercises that are evaluated by raters.

105
Q

Biographical

A

A method of assessing individuals in which information pertaining to past activities, interests, and behaviors in their lives is considered.

106
Q

Drug testing

A

A method of assessment typically based on an analysis of urine that is used to detect illicit drug us by the candidate.

107
Q

Polygraph

A

An instrument that assess responses of an individual’s central nervous system (heart rate, breathing, perspiration, etc.) that supposedly indicate giving false responses to questions.

108
Q

Graphology

A

A method of assessment in which characteristics of a person’s handwriting are evaluated and interpreted.

109
Q

Emotional intelligence

A

A construct that reflects a person’s capacity to manage emotional responses in social situations.

I/O Psychology (3 decks)

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