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IO Psychology > Introduction > Flashcards

Introduction Flashcards

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1
Q

What is psychology?

A

The science of human thoughts, feelings, and behaviors

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2
Q

What is industrial psychology?

A

A study of the relationship between a worker and his or her job

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3
Q

3 key questions related to industrial psychology

A
  1. What is the job?
  2. Who should we hire for the job?
  3. How do we assess traits and abilities?
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4
Q

What is organizational psychology?

A

The study of how organizations influence workers, and how they operate in groups

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5
Q

2 key questions related to organizational psychology

A
  1. Are groups the sum of their individuals? If so, what systematic differences can we expect?
  2. How can we negotiate better with others?
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6
Q

Difference between IO psychology and OBHR

A

IO Psychology:
-> Generally more focused on the individual’s internal world
-> More emphasis on research, especially psychometrics and experimental methods (Generally quantitative)

OBHR:
-> More focused on the organization’s interests, strategies, and practices
-> Greater acceptance of qualitative research and business case studies

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7
Q

Purpose of theories

A

Helps you to summarize complexities into key factors and predict how they work

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8
Q

A good theory is…

A
  1. Generalizable
    -> But not necessarily to everyone
  2. Well-backed by evidence
    -> But not all theories are equal
  3. Useful and applicable
    -> But some theories are designed for specific situations
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9
Q

3 important validities

A
  1. Construct validity
  2. Internal validity
  3. External validity
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10
Q

What is construct validity?

A
  1. The extent that a test purely measures what it claims to measure
  2. The degree of a psychological state is correspondingly reflected in a quantitative measure
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11
Q

More on construct validity

A

Usually the main concern in IO psychology

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12
Q

What is internal validity?

A

The extent to which a causal conclusion is warranted, which is determined by the extent that a study is free from confounds

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13
Q

More on internal validity

A

Field studies often have poor internal validity, but the use of experiments is increasing

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14
Q

What is external validity?

A

The extent that the conclusions of a study are generalizable beyond the sample or context of the study

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15
Q

More on external validity

A

Usually acceptable as many studies are conducted with actual workers

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16
Q

The 2 common but wrong approaches to selection

A
  1. Which type of employees are the highest performers
  2. What assessments can I use to find the highest performers
17
Q

The starting point for almost any selection inquiry is…

A

What is the job

18
Q

Definition of job analysis

A

A systematic and purposeful collection of work-related job information to develop:
1. Job description
2. Employee specification

19
Q

What is job-oriented job analysis?

A

Job analysis on the job description

20
Q

What is person-oriented job analysis?

A

Job analysis on employee specification

21
Q

What aspects are included in the job description?

A
  1. Work activities
  2. Tools and equipments
  3. Context of the work environment
22
Q

What aspects are included in the employee specification?

A

Requirements of personnel performing the job, in other words, the KSAOs

23
Q

What are KSAOs?

A

Knowledge, Skills, Abilities, or Other traits

24
Q

Knowledge

A

Factual understanding

25
Q

Skills

A

Learned/learnable behaviors

26
Q

Abilities

A

Physical/mental capacities

27
Q

Other traits

A

Personality, values, styles

28
Q

5 different data collection methods of job analysis (can be used in combination)

A
  1. Participation
  2. Interviews
  3. Observation
  4. Surveys
  5. Existing data
29
Q

Pros and cons of Participation

A

Pro:
Contextualized & detailed

Cons:
Requires extensive training

30
Q

Pros and cons of interview

A

Pro:
Diverse perspectives

Con:
Not contextualized

31
Q

Pros and cons of observation

A

Pro:
Objective & contextualized

Con:
Causes behavior to change

32
Q

Pros and cons of surveys

A

Pro:
Efficient to analyze
Diverse perspectives

Cons:
Not contextualized
Requires in-depth knowledge to design surveys

33
Q

The main product of job-oriented job analysis

A

Task statements

34
Q

Task statements should include…

A
  1. The action the worker is to perform
  2. Expected result of action
35
Q

Task statements may also clarify the involvement of…

A
  1. Data
    -> Upon what instructions?
  2. People
    -> Interacting with whom?
  3. Things
    -> Using what tools or aids?

IO Psychology (9 decks)

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