Industrial Organizational Flashcards
What are the three fields of I-O psych?
Industrial, organizational, and human factors
What is industrial psychology?
Job analysis, selection, training, performance appraisals, psychometrics.
What is the Hawthorne Effect?
People work harder/differently when they know they are being watched
What are the 3 parts of job analysis?
Foundation for employee selection, training, and performance evaluations (later named work analysis).
What is task analysis?
Duties required for successful completion of the job
What is worker analysis?
Characteristics of the worker that enable them to complete their duties (KSAO’s)- Knowledge, skills, and abilities.
What is organizational analysis?
Dynamics within an organization that affect job
What is selection?
The method by which individuals are selected out of a pool of applicants for a particular job. Ideally, it is those who are capable and willing who are chosen.
History of Quantitative Selection
Based in the works of Wilhelm Wundt, Binet, Spearman, and Thurstone. The idea that standardized instruments could capture important psychological constructs.
Yerke’s Intelligence Testing
Used in WW1 and placed 17000 draftees.
When did intelligence testing come to the foreground?
During WW2
What is Quantitative Selection?
Multiple dimensions of people are examined through multiple sources. Dimensions include personality, education, knowledge, mock-performance. Sources include references, peer ratings, and interviewee.
What are the rules for selection?
It is illegal to discriminate according to race, ethnicity, gender, and disability. (US Civil Rights Act of 1964).
What is training?
Planned and systemic activities designed to promote the acquisition of knowledge, skills, and attitudes needed to improve the individual, team, and organizational effectiveness.
What are the three steps to developing training programs?
- Assessment. 2. Design Essentials 3. Evaluating the training
Performance Appraisals
Retrospective synthesis by one individual of the efforts or performance of others
Performance Appraisal Error: Severity/Leniency
When my rating is meaner than it should be/nicer than it should be
Performance Appraisal Error: Halo Effect
If I like you, you’re getting a good evaluation
Performance Appraisal Error: Primacy-Recency Effect
If the person before you did good, you’ll do good too
Performance Appraisal Error: Central Tendency
Whatever the average is, that’s what you’re probably doing
Performance Appraisal Error: Similar-to-me
We’re the same and that makes me feel good so you’ll get a higher rating.
What are the instruments involved in remedying performance appraisal errors?
Forced-choice, behaviourally-anchored responses scale (BARS), behavioural observation scale (BOS), trait versus behaviour scales, frame-of-reference (FOR) training.
Partial Correlation
Looking at the correlation between two things, after removing the effect of a third.
Multiple Correlation
Looking at the effect of multiple things on some outcome, controlling for the effect of each on each other (effectively multiple simultaneous partial correlations).
Average Correlations
Across many studies (across many multiple correlations), controlling for study-specific elements.
Job Attitudes
Affected by a large range of variables such as job satisfaction, organizational commitment, job involvement, and perceived organizational support.
Work-to-Family Conflict
Societal changes lead to dual income earning families. Has a bi-directional impact (may be either work to family conflict, WFC, or family to work, FWC). May have work-related, nonwork-related, and stress-related outcomes.
What framework did Burns offer on leadership?
1) Transformational leadership - Idealized influence (charismatic), inspirational motivation, intellectual stimulation, individualized consideration.
2) Transactional leadership - Contingent reward, active management-by-exception (only recognizes mistakes), passive management-by-exception (waits until things are really bad).
3) Laissez-faire - No leadership
Which forms leaderships are most effective? Which are least?
Transformational leadership is most impactful, followed closely by contingent reward behaviours. Laissez-faire is not effective.
Organizational Culture
Encompasses the values, visions, hierarchies, norms, reward structures, and the interactions between employees. It can predict the effectiveness depending on the measure of effectiveness and culture.
What are the three layers of organizational culture?
1) Observable artifacts - symbols, language, narratives, and practices.
2) Espoused values - management of organizational beliefs about ideal states.
3) Basic assumptions - generally unobservable and unquestioned.
Human factors
Studying the interface between humans and machines, stations, devices, programs (for work). Evaluates both designed products (usability), and human limits (cognitive capabilities required).
Levels of Interdependence in a team
Pooled: Sum of individuals doing the same task. Sequential: One individual’s task relies on another
Reciprocal: Back and Forth
Within Team: Collaborative
What is the IPO model?
Inputs (resources) Processes (activities) Outputs (products)
What did Tuckman come up with?
Norming, storming, forming and performing
