I/O Psych Exam 1 :) Flashcards
What is I/O Psychology
A branch of psychology that applies the principles of psychology to the workplace
What do I/O psychologists do?
They apply psychological theories to explain and enhance the effectiveness of human behavior in the workplace
What is the goal of I/O psychologists?
To enhance the dignity and performance of human being, and the organizations they work in, bu advancing the science and knowledge of human behavior
Feilds of I/O Psych
Personnel, organization, human factors/ergonomics, occupation health and safety
Personnel psychology
Hiring of individuals
Organizational psychology
Motivation and rewards in the workplace… teambuilding!
Human Factors/Ergonomics
Safety and practicality
Occupational health and safety
Safety, physical and mental health
Be able to highlight the history of I/O psych
Look at notes! too freaking much for brainscape
Why is conducting research important?
It saves the company money!
We are always researching (Walmart apples vs target apples)
Common sense is commonly wrong…we’re kind of dumb
Explain the process of research
First you need an Idea
Then you need a hypothesis (educated guess)
You make a theory!
Locations for research
Lab research… controlled environment
Feild research… natural environment
Common issues for research
Informed consent forms & institution review boards
Experiments
IV is manipulated
Subjects are randomly assigned to conditions
Dependent variable changes and is measured
Quasi-experiments
IV is not manipulated
Subjects are not randomly assigned to conditions
Archival Research
Research that involves the use of previously collected data
Surveys
Questionnaires and whatnot, we know what surveys are
Meta-Analysis
Statistical methods of reaching conclusions based on previous research.
Why do we do quasi-experiments
In case experiments are not practical or are unethical
Sampling methods
Random selection
Convenience
and random assignment
Types of samples
Random
Representative
Non-random/representative
How to analyze data
Numbers will always be different Are they by chance? Probability levels (p
Descriptive stats
Mean Median Mode Frequencies Standard deviation t-tests ANOVA Chi-squared
Correlation coefficient
positive: variables move in the same direction
negative: variables move in the opposite direction
Job analysis
Gathering and analyzing information about the work an employee performs, the conditions under which the work is performed, and the worker characteristics need to perform the work under the identified conditions
List the uses/tasks of job analysis
Writing job descriptions Employee selection Training Personpower planning Performance appraisal Job Classification Job Evaluation Job Design Compliance with Legal Guidelines Organization Analysis
Job description
Describes the job! :D
Job Title
Describes the nature fo the job
Assists in employee selection and recruitment
Affects perceptions of job worth and status
Affects clarity of resumes
Brief summary of the job
Useful for recruitment advertising
Should be written in an easy to understand style
Jargon and abbreviations should not be used
Work Activities
Organized by dimensions…similar categories, similar KSAOs and temporal order
Task statements
Should be stand-alone, what you’re doing on a job
Job Context
Stress levels, work schedule, physical demands, climate, responsibility, coworkers, dangers and other relevant information
Work Performance
The standards of performance, and how they will be evaluated
Compensation Information
Job evaluation dimensions, pay grade and job group
Job Competencies
The skills, abilities, and other characteristics need to perform a job.
Who does the job analysis?
Human resources Internal task forces Supervisors Employees Consultants Interns!
Which employees should help with the analysis?
You should get some employees from each department… but not all of them.
Steps to Job analysis
Step 1: Identify tasks performed
Step 2: Write task statements
Step 3: Rate Task Statements
Step 4: Determine Essential KSAOs
Step 1: Identify Tasks Performed
Gathering existing information
Interviewing subject matter experts (SMEs)
Observing
Participating
Step 2: Write Task Statements
You need action and an object "Types letters to be sent to applicants" Should be easy to read Should make sense Should be written in the same tense Tools and equipment, etc.
Step 3: Rate Task Statements
Rate by importance, part of the job, frequency, time spent, relative time spent, complexity, criticality
Only frequency and importance are really necessary
Step 4: Determine Essential KSAOs
Knowledge
Skill
Ability
Other Skills
Critical Incident Technique
An analysis method that uses written reports of good and bad employee behavior
Job Evaluation
The process of determining the monetary worth of a job
Steps for determining Internal Pay Equity
- Determining Compsenable job factors
- Determining the levels for each compensable factor
- Determining the factor weights
- Assign the factor weights
- Determining Compensable job factors
Point out factors like responsibility, complexity, difficulty, a skill needed Physical demands & work environment
- Determine levels for each compensable factor
Education level, decision making, supervision, physical demands
- Determine the factor weights
basically a scoring system similar to how CofO does mission trips. “You did the call? Cool 3 points!” but with factors like education, decision making, and physical demands
- Assign the factor weights
Add the points up and convert it to salary (i think)
Determining External Pay Equity
Base on External market and salary surveys
Equal Employment Opportunity Commission
A branch of the department of labor charged with investigating and prosecuting complains of employment discrimination
Judicial Pecking order
5th Amdendment (Fed) 14th Amendment (state & local) Federal lwas Executive orders Federal case law -SCOTUS -Circuit Court of appeal - US district court Federal Administration
Potential legal problems
Disparate treatment (intentional discrimination)
Disparate impact (adverse impact)
Invasion of privacy
Illegal search
Grievance system
A process in which an employee files a complaint with the organization and a person or committee within the organization makes a decision regarding the complaint
Mediation
A method of resolving conflicts in which a neutral third party is asked to choose which side is correct
Arbitration
A method of resolving conflicts in which a neutral third party is asked to choose which side is correct
Binding: cannot appeal
Nonbinding: can appeal
Legal Process of involving employment law
If you can’t resolve it internally…
- Filing a discrimination charge must be filled out within 180 days of the act
- Either charge has merit or does not
- If the charge does have merit, then it’s time to pay up Shoney’s
Who is covered by the civil rights act?
Private employers with at least 15 employees
Federal, state, and local government
Employee agencies
Union
and Americans working abroad for American complains
Who is exempt from civil rights act?
Bona fide private clubs
Indian Tribes
Individuals denied employment for national security concerns
Publicly elected officials and their personal staff
Classes of people protected by federal law
- Sex
- Nationality
- Race
- Color
- Age
- Religion
- Disability
- Pregnancy
- Military Veteran Status
What is a Bona fide occupation qualification?
BFOQ is a selection for a requirement that is necessary for the performance of job-related duties and for which there is no substitute
Adverse impact
An employment practice that results in members of a protected class being negatively affected at a higher rate than members of the majority class.
Potential victims of harassment
Gender Race Religion Age National Origin Disability Sexual Preference
Quid pro quo
Granting of sexual favors tied to employment decision
a BIG no no
Hostile environment
Pattern of misconduct
Related to gender
unwanted
Clearly negative to the reasonable person
Affirmative action
Purposefully favoring diversity when employing
