Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Work and Organizational Psychology > Glossary terms > Flashcards

Glossary terms Flashcards

You may prefer our related Brainscape-certified flashcards:
Psychology 101 flashcards GRE® Psychology flashcards AP® Psychology flashcards
1
Q

Personnel psychology

A

recruiting, promotion, training etc.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Human resource management

A

practice of personnel psychology

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Organizational psychology

A

social psychology + organizational behavior = emotion and motivation at work

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Human engineering / human factors psychology

A

capacities and limitations of humans in an environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Scientist-practitioner model

A

scientific tools in WO practice

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Welfare-to-work program

A

working for government subsidies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Time and motion studies

A

breaking down action in its constituent parts, timing movements, develop more efficient movements

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Revery obsession

A

result of numbing, repetitive and difficult work, early 20th century

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Title VII of the Civil Rights Act of 1964

A

prohibiting employment discrimination, also when unintentional

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Culture

A

= system of shared meaning and viewpoints

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

West vs the Rest mentality

A

theories are only developed for the US

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Horizontal vs vertical culture

A

power distance acceptance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

g-ocentric model

A

tendency to understand and predict worker’s behavior by only examining g

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

taxonomy

A

orderly, scientific system of classification

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

stamina

A

cardiovascular or aerobic strength, endurance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Americans with Disabilities Act

A

employers have to give the same consideration to disabled people and have to adapt the work environment to their needs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Psychomotor abilities

A

coordination, dexterity, reaction time etc. = sensorimotor abilities
FFM = a Big Five model

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

functional personality at work

A

the way someone behaves, handles emotions and tasks, combined the Big Five factors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

achievement

A

facet of conscientiousness at work, desire to do good work

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

dependability

A

facet of conscientiousness, organization, respect for laws, accepting authority

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

people skills

A

negotiation and communication skills, conflict resolution

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

O*NET

A

internet collection of jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Tacit knowledge

A

street smarts

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Competencies

A

sets of learned behavior

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

Job analysis

A

determining tasks of a job and necessary human attributes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Mental measurement yearbook

A

source with many tests and reviews of them

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Performance test

A

test requiring manipulation of physical object or piece of equipment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

Overt integrity test

A

explicit questions about honest behavior and moral attitudes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

Personality-based integrity test

A

inferring integrity by asking broad construct such as conscientiousness, reliability, awareness

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

Situational interview

A

asked to describe in detail how one would act in a certain situation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

Assessment center

A

collection of evaluation procedure presented to a group

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

Situational judgment test

A

paper-and-pencil test, series of alternatives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

Biodata

A

info about precious jobs, biography etc.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

Ecology model

A

model for biodata, life events are choices

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

Routing test

A

= first test in computer adaptive testing, a formative test

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

Lordstown syndrome

A

= Act of sabotage named after General Motors plant plagued with such acts

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

Job ladder / job family

A

cluster of positions that are similar in terms of attributed needed or of the tasks carried out

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

Task-oriented job analysis

A

= what are the actual tasks are what are they for

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

Worker-oriented job analysis

A

what attributed does the worker need

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

Cognitive task analysis

A

making mental processes and knowledge discrete and measurable

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

Think-aloud protocol

A

to investigate thought processes of experts

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
42
Q

Personality-Related Position Requirements Form

A

indentifying personality predictors of job performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
43
Q

Competency modeling

A

extension of job analysis stragety, identifying characteristics that predict behavior across many tasks with regards to organizational goals, identify larger organizational units

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
44
Q

Compensable factors

A

?

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
45
Q

Comparable worth

A

people performing the same job should get the same

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
46
Q

Equal Pay Act of 1963

A

equal pay for women

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
47
Q

Walk-through testing

A

an employee walks an interviewer through a job related behavior or facility

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
48
Q

Duties

A

segment of work directed to a general goal of the job

49
Q

Critical incident

A

critical examples of work performance, can be good or bad

50
Q

Graphic rating scale

A

graphic display of performance, from low to high

51
Q

Behaviorally anchored rating scale (BARS)=

A

rating format that includes behavioral anchors what a worker has done, or might be expected to do

52
Q

Behavioral observation scale

A

rater considers how often an employee acted in a certain way

53
Q

Frame-of-reference training

A

training raters to judge according to a frame of reference

54
Q

Policy capturing

A

technique to code characteristics and determine which weighed most heavily in raters’ decision making

55
Q

High-performance work practices

A

formal job analysis for key positions and merit-based promotions

56
Q

Uniform Guidelines on Employee Selection Procedures

A

government guidelines for complying with federal requirements

57
Q

Utility analysis

A

assesses economic return of human resource interventions lime staffing and training

58
Q

Comprehensive staffing model

A

gathers high-quality information about candidates to predict their success

59
Q

Termination for cause

A

fired for a reason, usually warned before

60
Q

Layoff

A

job loss due to downsizing

61
Q

Adverse treatment

A

intentional discrimination

62
Q

Adverse impact

A

unintentional discrimination

63
Q

unintentional discrimination

A

if minority group receives less than 80% of majority, there is evidently something wrong = adverse impact ratio

64
Q

Training needs analysis

A

= three steps, organizationa, task and person analysis, where to train, what and who

65
Q

Organizational analysis

A

component of training analysis, involving goals, resources, environment etc.

66
Q

Active practice

A

learning by doing, not by watching

67
Q

Fidelity

A

extend to which task trained is similar to that which is required in the job, can be physical or psychological

68
Q

Whole vs part learning

A

learning the complete task vs subtasks

69
Q

Learning organizations

A

company that emphasizes continuous learning

70
Q

Rotation

A

employees go to different department

71
Q

Linear vs branching programming =

A

all get the same vs customized

72
Q

Blended learning

A

combination of distance and face-to-face learning

73
Q

Adaptive guidance

A

help employees to evaluate their past performance

74
Q

Transfer of training climate

A

= workplace can either inhibit or facilitate transfer of what was learned

75
Q

Horizontal transfer

A

transfer at the same level of organizations

76
Q

Vertical transfer

A

across higher levels, like teams

77
Q

Informal training

A

outside of formal training, e. g. job assignments, experiences, activities outside of work

78
Q

Quid pro quo sexual harassment

A

direct sexual requests for promotions etc.

79
Q

Culture shock

A

usually 6 months after arrival, hostility, homesickness, ineffectiveness

80
Q

Cultural assimilator

A

computer-based, scenarios, can be culture general or culture specific

81
Q

Drive

A

nonhuman equivalent to motives and needs

82
Q

Need

A

internal motivation, inborn and universal for all humans

83
Q

Field theory

A

Kurt Lewin, various forces interact and form a field that produces actions

84
Q

Group dynamics

A

application of field theory in the industry

85
Q

Limited rationality

A

human’s inability to reason perfectly

86
Q

Two-factor theory

A

Herzberg, hygiene needs i. e. eliminating dissatisfaction and motivator needs i.e. achieving positive satisfaction

87
Q

Contingent reward

A

reward every time when something particular is done. Opposite of intermittent reward

88
Q

Path-goal theory of motivation

A

first motivation theory. If work sees high productivity as path to a goal, he does behave accordingly

89
Q

VIE theory

A

individuals rationally estimate the attractiveness of outcomes (the valence) and the probability that performance will lead to that outcome (the instrumentality) and the probability that the effort will lead to performance (the expectancy)

90
Q

Control theory

A

individual compares a standard to the actual outcomes and adjusts its behavior

91
Q

Self-efficacy

A

sort of self-confidence about a specific thing

92
Q

Action theory / Rubicon theory

A

relation between intention and action

93
Q

Action structure

A

first, observable action, then, feedback and regulation

94
Q

Motivational trait questionnaire

A

48 items, six aspects of general performance motivation

95
Q

Job enrichment interventions

A

skills variety, task identity, task significance, autonomy, task feedback

96
Q

General adaption syndrome

A

alarm reaction, resistance, exhaustion

97
Q

Emotion-focused coping

A

directed at emotional response

98
Q

Surface acting

A

faking one’s expressions and emotions

99
Q

Deep acting

A

actually managing one’s feelings

100
Q

Emotional labor

A

labor to meet one’s job demands, via deep or surface acting

101
Q

Challenge vs hindrance-related stressors

A

work demands that are stressful but lucrative vs demands that limit and interfere with work

102
Q

Flextime

A

workers can decide when to work

103
Q

Compressed workweek

A

working for more than eight hours on one day and less one another day

104
Q

Coronary-prone personality

A

Type A behavior pattern

105
Q

Primary, secondary and tertiary prevention strategy

A

eliminating stressor, prevent responses, heal effects

106
Q

Cognitive restructuring

A

change perception and thought processes

107
Q

Stress inoculation

A

stress management training that uses primary and secondary strategies

108
Q

Buffer / moderator hypothesis

A

social support moderates health problems and stress

109
Q

Deontic justice

A

justice according to moral rules

110
Q

Activity inhibition

A

ability to not act on one’s impulses

111
Q

Multifactor Leadership Questionnaire

A

self-report, used in development and validation of transformational leadership theory

112
Q

Charismatic leaders

A

followers are emotionally attached, see themselves as integral to accomplish the leader’s goals

113
Q

Global leadership and organizational behavior effectiveness (GLOBE

A

large cross-cultural study of leadership in 60 countries

114
Q

Virtual-collaboration behaviors and skills

A

behaviors for virtual communication, e. g. no criticism, meeting deadlines, speaking clearly, responding on time etc.

115
Q

Shared mental model

A

organized way for teams to understand how the team will work

116
Q

Coordination loss

A

decreased productivity due to working in different directions and lack of coordination

117
Q

Guided team self-correction training

A

members learn to diagnose and solve a team’s problems

118
Q

Team coordination

A

members learn to employ the team’s resources effectively

119
Q

Time horizon

A

long-term vs short-term

Work and Organizational Psychology (7 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions