indpsh Flashcards
A branch of psychology that applies the principles of psychology to the workplace (Aamodt, 2016)
Related fields: HRM, HBO, OB, and other business courses/fields.
I/O Psychology
It refers to the way how the research would like to establish, gather, and interpret the data for the chosen type of study. The 3 __ in research are:
1. Qualitative
2. Quantitative
3. Mixed (Qualitative and Quantitative)
Research Approach
are types of inquiry within qualitative, quantitative, and mixed methods approaches. That provide specific direction for procedures in a research study.
Research Design
It involves the forms of data collection, analysis and interpretation that researchers propose for their studies.
Research Methods
What major field?
Focuses on determining the competencies needed to perform a job, staffing the organization with employees who have those competencies, and increasing those competencies through training.
The field of study that concentrates on the selection and evaluation of employees.
Responsible in.
* Recruitment
* Selection
* Training
* Performance Management
* Promotion
* Transferring of learning
* Termination
INDUSTRIAL PSYCHOLOGY or PERSONNEL PSYCHOLOGY (Major Field)
What major field?
Creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information to do their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment.
The field of study that investigates the behavior of employees within the context of an organization.
Responsible in.
- Recruitment
- Selection
- Training
- Performance Management
- Promotion
- Transferring of learning
- Termination Responsible in.
- Motivation
- Attitudes
- Leadership
- Teams
- Job Design
ORGANIZATIONAL PSYCHOLOGY (Major Field)
- Later on, training (Follow-up training)
- To evaluate if the employee still remembers the training.
Latent Training
is the foundation of almost all human resources activities (Aamodt, 2010).
is the process of collecting information about a job in terms of its task, duties, responsibilities and knowledge, skills and abilities needed to perform a job.
Importance of ___:
* Writing Job Descriptions
* Employee Selection
* Training
* Person power Planning (Peter Principle)
* Performance Appraisal
* Job Classification
* Job Evaluation
* Job Design
Job Analysis
is an organized and factual statement that functions of a job.
* Job title
* Different duties and responsibilities
* Job’s relation to other jobs within the company
* Different equipment and tools
* Possible working conditions and locations
* Performance standards
* Supervision given or received
Job Description (Job Oriented)
is a statement which describes the minimum or acceptable human qualities and qualifications which is necessary to perform the job.
* Educational attainment
* Job experience
* Training and seminars attended
* Initiative, judgment, and cognitive processes
* Skills
* Emotional characteristics
* Sensory demands
Job Competencies or Job Specification (Person Oriented)
describes the job in terms of key result areas, function, roles, and competencies. It has less emphasis on specific duties and processes. It may also include the initial salary associated in the given position.
Job Profile
through this evaluation results the necessary and appropriate compensation can be set accordingly.
Job Evaluation
is promoting an employee who is lacking.
Peter Principle
Developed at Purdue University by McCormick, Jeanneret and Mecham (1972). A test composed of 194 items which addresses the following area:
* Input information
* Mental Processes
* Work Output
* Interpersonal Relationships
* Job context
* Schedule, pay, responsibility.
Position Analysis Questionnaire (PAQ) –
a revised version of PAQ developed by Patrick and Moore (1985). Revised and Improved content and style of items and emphasizes discriminatory powers of intellectual and decision-making dimensions.
Job Structure Profile (JSP)
