Psychology of Work Test

Question 1

Industrial Psychology

Answer 1

Focuses on human resource procedures in the workplace which are guided by psychological principles (includes job analysis, personnel selection, performance appraisal, and training.

Question 2

Organizational Psychology

Answer 2

Focuses more on the “human side” of the worker, including topics such as work motivation, leadership, teams, job satisfaction, and work-life balance.

Question 3

IO Psychology

Answer 3

Development and application of psychological principles to work settings - keeping workers productive, engaged, happy, and healthy.

Question 4

Hawthorn Effect

Answer 4

Describes situation where people behave in certain ways because they know that they are in a study - worker efficiency in the study was affected because the workers wanted to please the researchers

Question 5

Scientist Practitioner Model

Answer 5

A central tenet of I/O psychology stating that a strong I/O psychologist will be both a scientist/researcher as well as a strong practitioner - dual focus on scientific inquiry and practical application

Question 6

What term represents tools used to evaluate job performance?

Answer 6

Criterion Measures

Question 7

What other areas of psychology are involved in IO Psychology?

Answer 7

1.Basic Psychology (Personality, decision-making, motivation)
2. Social Psychology (Group processes and leadership)
3. Cognitive Psychology (Performance appraisal and learning)
4. Health Psychology (Stress)
5. Psychometric and individual differences (personnel selection and placement)

Question 8

Scientific Management

Answer 8

Founded by Frederick Taylor
An approach meant to use logical, scientific principles in the management of organizations and that runs parallel to much of the work in the early years of IO Psychology.

If money is the primary motivation, you can maximize wages and profits by:
- linking pay to output Piecework compensation system) and set the rate at a constant level and
- Using time and motion studies to identify the one best way to do a job. - The best movement and equipment design
- Training workers to work in the best way

Question 9

Human Relations

Answer 9

A movement that touted the effects of considering workers’ feelings and attitudes on performance

Question 10

Theory

Answer 10

A description of the relationship among variables and how they influence each other in order to explain a phenomenon (Theory informs research and research informs theory. Both theory and research inform practice according to the scientist-practitioner model).

Question 11

Empirical Research

Answer 11

Research based on direct or indirect observations. It is often done to see if a theory stands up when tested. (Theories provide a framework and guide the formulation of empirical research.

Question 12

Deductive Approach to Research

Answer 12

A research approach that begins with a theory and sets out to test hypotheses based on this theory.

Question 13

Inductive Approach to Research

Answer 13

A research approach that begins with observing a phenomenon and then developing a theory to explain it.

Question 14

True Experiment

Answer 14

Should involve the use of an experimental group that receives the manipulation, and a control group that does not receive it and is used for comparison. Involve the use of random selection and random assignment, which allows for the control of confound variables and any other extraneous variables by ensuring the extraneous variables are evenly distributed across the experimental and control conditions.

***High internal validity, enables cause and effect analysis, theory building/refinement

Question 15

Experiment

Answer 15

A type of study which includes random assignment to experimental conditions and contains at least one experimental group that receives the manipulation of the IV, and a control group that does not receive the IV and is used for comparison.

Question 16

Field Experiment

Answer 16

When an experimental design is used in an organizational setting. This usually means when an organization allows researchers to randomly assign employees to experimental and control conditions.

Question 17

Laboratory Experiments

Answer 17

A type of experiment that in psychology often involves the use of undergraduate students and online samples.

Question 18

Quasi Experimental Designs

Answer 18

This design is close to a true experiment, but may be missing one aspect such as random assignment to conditions. This design does not have all the advantages of random assignment, but it can be far more practical in a field setting. Explores cause and effect relationships

Question 19

Correlational Studies

Answer 19

Studies where there is no definite IV or DV; these studies look at the relationships among the variables.

Question 20

Temporal Ordering

Answer 20

When two variables are placed in a particular order that helps with their interpretation. e.g., the predictor placed first and the outcome placed second (temporal ordering alone is not sufficient to explain causality).

Question 21

Archival Sources

Answer 21

Datasets that have already been collected by others and are made available for analysis.

Question 22

T-test

Answer 22

A statistic used to compare the mean of two groups (determines whether the difference between the two means is statistically significant).
Ex. A researcher wants to examine the effects of a classroom-based training program designed to improve employee job knowledge. She compared the job knowledge (measured on a test) of a group of trained employees with that of a control group that has no received any training.

Question 23

Meta Analysis

Answer 23

Secondary research method; A statistical analysis of a group of studies by researches so that conclusions might be drawn about a phenomenon. Takes the sample size into account, resulting in more precise estimates and making sense of inconsistent findings.

Question 24

Types of Measurement Scales

Answer 24

Relative Scale
Absolute Scale
Nominal Scale
Ordinal Scale
Interval Scale
Ratio Scale

Question 25

Relative Scale

Answer 25

Indicates a person's level on a variable relative to other people.

Question 26

Absolute Scale

Answer 26

Indicates a person's level on a variable in specific terms

Question 27

Nominal Scale

Answer 27

Classifies a person into a category such as male/female Ex. Where do you live? 1 - Suburbs 2 - City 3 - Town

Question 28

Ordinal Scale

Answer 28

Indicated the place someone falls on a scale relative to others. However, this does not provide a meaningful difference between positions on a scale. Ex. How satisfied are you with our services? 1 - Very unsatisfied 2 - Unsatisfied 3 - Neutral 4 - Satisfied 5 - Very Satisfied

Question 29

Interval Scale

Answer 29

Have meaningful difference between positions on the scale, such that the difference between a 1 and 2 is the same as the difference between a 1 and a 3. Ex. What is your family income? Ex 2: What is the temperature in your city?

Question 30

Ratio Scale

Answer 30

Are assumes to have an absolute zero, as well as a meaningful difference between positions on a scale. Ex. What is your daughter’s current height? - Less than 5 feet. - 5 feet 1 inch – 5 feet 5 inches - 5 feet 6 inches- 6 feet - More than 6 feet

Question 31

Reliability

Answer 31

The dependability of a measure, or its consistency in measurement

Question 32

Test-retest reliability

Answer 32

Where a test is given to a group of people twice in order to see how stable their scores are by correlating their test scores.

Question 33

Parallel Forms Reliability

Answer 33

Where two forms of a test are given to the same people at the same time and the scores on both measures are correlated to provide a reliability estimate.

Question 34

Equivalent Form Reliability

Answer 34

Reliability that reveals the equivalence of test scores between two versions or parallel form of the test

Question 35

Interrater Reliability

Answer 35

Where ratings of one rater are correlated with the ratings of another rater.

Question 36

Validity

Answer 36

The extent to which the measure is actually measuring what it is supposed to measure.

Question 37

Content Validity

Answer 37

A process demonstrating a measure was developed in a way that samples the domain of interest. This process involves documenting that the test actually samples the desired domain.

Question 38

Criterion Related Validity

Answer 38

Involves the empirical demonstration that the test predicts a criterion or outcome that you care about. This is commonly done by correlating the test and the criterion.

Question 39

Generalizable

Answer 39

How well the results from a study using one population transfer to another (e.g., the results from a study of college undergraduates to working professionals).

Question 40

What distinguishes "criteria", "actual criteria", and "conceptual criteria" in performance evaluation?

Answer 40

Criteria are abstract performance standards, actual criteria are measurable outcomes against these standards, and conceptual criteria represent the ideal standards we aim to measure.

Question 41

What accurately describes criterion deficiency, criterion contamination, and criterion relevance?

Answer 41

Deficiency: Actual criteria misses conceptual criteria Contamination: Actual criteria includes unrelated elements Relevance: Actual and conceptual criteria match

Question 42

Job Analysis

Answer 42

The systematic process that helps you identify the job tasks and responsibilities, KSAOs, and critical incidents faced on the job. A job analysis usually implies a deep analytical process that is used to describe the job and what a person needs in order to perform the job.

Question 43

Job Description

Answer 43

A simpler document that provides an overview of the job and its main responsibilities in about one or two pages. Can be given to employees so they better understand their jobs.

Question 44

Job Specifications

Answer 44

A brief overview of the characteristics needed to do a job, including the minimum qualifications.

Question 45

Qualifications

Answer 45

The skills and experience required to do a job.

Question 46

Recruitment

Answer 46

A method of increasing you applicant pool in an attempt to find the best people for the job.

Question 47

Valid Selection Procedures

Answer 47

Methods, such as test and interviews, which can be used in order to assist in hiring the best applicant for a job.

Question 48

Performance Appraisals

Answer 48

An evaluation used by supervisors to evaluate employees' performance

Question 49

What are all the aspects of job analysis?

Answer 49

1. Training 2. Performance Appraisal 3. Job Design 4. Criterion Measures 5. Job Descriptions/Specifications 6. Recruitment 7. Selection 8. Assessment 9. Compensation

Question 50

Job Design

Answer 50

A systematic analysis of the organization of work, which often includes job analysis to identify the best way to allocate various tasks and responsibilities among different jobs.

Question 51

Job evaluation

Answer 51

A particular type of job analysis, used to determine the relative value that jobs have within an organization.

Question 52

Functional Categories

Answer 52

A group of tasks that serve a similar purpose. These groups of tasks are sometimes said to be grouped into larger "responsibilities"

Question 53

Knowledge, skills, and Abilities (KSAs)

Answer 53

Used to describe the characteristics an employee needs to do the job. Knowledge is generally something that someone can learn, for example from a book. A skill is something that you can learn how to do, such as handle a customer complaint properly. An ability is more innate, and something that the person brings with them to the job, such as a mechanical skill.

Question 54

Subject Matter Expert

Answer 54

A job expert with a great deal of knowledge about and/or experience of the job. These are the people from whom we get the job analysis information. Typically, an incumbent or supervisor.

Question 55

Job Analyst

Answer 55

The person conducting a job analysis, this person is usually an I-O psychologist or HR specialist

Question 56

Occupational Information Network (O*NET)

Answer 56

An online database developed by the US Department of Labor. The database contains job analyses from various job titles, and provides considerable information on work characteristics and requirements, as well as the experience needed for the job

Question 57

Job Analysis Data Collection Methods

Answer 57

1. Observations 2. Job analysis interview 3. Focus Groups 4. Job analysis surveys

Question 58

Observations in Job Analysis

Answer 58

Can be done by watching incumbents and SMEs doing their job.

Question 59

Job Analysis Interview

Answer 59

When a job analyst asks SMEs questions about job responsibilities, tasks performed, critical incidents faced, and what KSAOs, experience, and qualifications are needed to effectively perform the job.

Question 60

Focus Groups

Answer 60

When a job analyst gathers groups of SMEs and asks structured sets of questions regarding their jobs.

Question 61

Job Analysis Survey

Answer 61

A questionnaire given to a large number of employees about the job in order to conduct the job analysis.

Question 62

Work Oriented Job Analysis Method

Answer 62

A job analysis method in which the primary unit of analysis is the characteristics of the job. Ex. Task KSA Analysis and Critical Incidents Technique

Question 63

Task KSA Analysis

Answer 63

Involves generating a list of critical job tasks, and the KSAOs needed to do them, through observations and SME interviews. Step 1 - data collection step 2 - conduct task and KSA criticality survey step 3 - Drop tasks and KSAs with low means or high standard deviations step 4 - linkage analysis step 5 - detailed description of a single job

Question 64

Task Statement

Answer 64

Action Verb_ Object_ How_Using what equipment_Purpose

Question 65

Criticality

Answer 65

How important a task is to job performance, typically in terms of importance to the job or relative time spent on the job. In a task criticality survey, a sample of SMEs is asked to rate each task identified by the job analysts from the interviews. The SMEs rate the task in terms of criticality.

Question 66

Task KSA Linkage Survey

Answer 66

A step in the task-KSA analysis in which SMEs document the degree to which the KSAOs really are needed to do the tasks.

Question 67

Critical Incidents Technique

Answer 67

A worker- oriented method of job analysis focused on documenting examples of critical situations faced by job incumbents, such as examples of good and poor ways to handle them, and the results.

Question 68

Worker Oriented Job Analysis Approaches

Answer 68

Methods of job analysis that focus on the characteristics of the employee; examples of this are the position analysis questionnaire (PAQ) and competency modeling.

Question 69

Position Analysis Questionnaire (PAQ)

Answer 69

A standardized, pre-written job analysis questionnaire containing 195 items. The items describe a broad range of jobs and are an alternative to the more time-consuming method of developing a task-KSA analysis.

Question 70

Competency Modeling

Answer 70

A method of job analysis that involves describing the general characteristics needed in jobs in a company, especially within a series of jobs or across a range of jobs. This often includes the company values or mission statement. Competency models allow large organizations to compare different jobs and the different requirements of each.

Question 71

Functional Job Analysis

Answer 71

Focuses on the purpose or functions of the job as opposed to the actual tasks being performed.

Question 72

Internal Equity

Answer 72

A key goal of job evaluation, to assure fairness of relative pay values within the organization.

Question 73

External Equity

Answer 73

Assessment of fair compensation in relation to market conditions for a particular job. This is important for attracting and retaining the best talent for each position.

Question 74

Work Analysis

Answer 74

The term acknowledging that jobs are quickly changing and more fluid in today’s market.

Question 75

Cognitive Task Analysis

Answer 75

A newer approach to job analysis, this goes beyond traditional task analysis by focusing specifically on the cognitive processes involved in doing the job.

Question 76

Criteria

Answer 76

Outcome variables such as measures of employee knowledge, job performance, or attitudes. They are used to show the effectiveness of HR functions or procedures such as personnel selection (hiring) procedures or training systems. Ex. Rollins Student of the Year - What standards should guide this selection?

Question 77

Conceptual Criterion

Answer 77

An abstract idea of the “essence” of a job. It cannot be measured directly.

Question 78

Actual Criterion

Answer 78

The performance measure or measures (e.g., performance ratings, sales figures) you will actually use to try to capture the conceptual criterion. All actual criteria have some degree of unreliability and measurement error.

Question 79

Criterion Problem

Answer 79

The difficulty of capturing the conceptual criterion with the actual criterion measures. This is because the job analysis does not completely define the conceptual criterion, plus the actual criterion measures are unreliable and contain some measurement error.

Question 80

Criterion Deficiency

Answer 80

The degree to which the actual criterion fails to overlap with the conceptual criterion.

Question 81

Criterion Contamination

Answer 81

When an actual criterion measure includes something that it should not (e.g., bias), leading to error.

Question 82

Criterion Relevance

Answer 82

The degree to which the actual criterion overlaps with the conceptual criterion.

Question 83

Issues with Criterion Measures: Dynamic Criteria

Answer 83

The concept that performance for an individual employee may change over time.

Question 84

Issues with criterion measures: Composite Criterion

Answer 84

A combination of multiple criteria, added or averaged together, used to show the “bottom- line” work performance. For example, one could see whether a training program helps an employee’s behavior overall.

Question 85

Issues with criterion measures: Multiple Criteria

Answer 85

Treating each criterion measure separately in an analysis. For example, one could see whether a training program helps customer service behavior, safety behavior, and other behaviors of employees.

Question 86

Dimensions of Job Performance

Answer 86

Task Perfomance Contextual Performance Organizational Citizenship Behaviors (OCBs) Counterproductive Work Behavior (CWB) Adaptive Behavior Creative Performance

Question 87

Task Performance

Answer 87

The core tasks that make up a particular job, typically shown in a job description.

Question 88

Contextual Performance

Answer 88

Behaviors that support the social environment in the workplace

Question 89

Organizational Citizenship Behaviors (OCBs)

Answer 89

Behaviors focused on helping individual coworkers and helping to support the organization.

Question 90

Type of Performance Criteria: Counterproductive Work Behavior (CWB)

Answer 90

Work behaviors such as theft, derailment of others, and abusive leadership.

Question 91

Adaptive Behavior

Answer 91

Includes factors such as adjusting to new social and tasks environments. It includes adapting to work stress, solving problems creatively, handling emergencies, and cultural and interpersonal adaptability.

Question 92

Creative Performance

Answer 92

Involves problem- finding, flexibility, originality, and evaluation of ideas.

Question 93

Actual Criterion Measures (Objective)

Answer 93

Sales figures Units Produced Absenteeism Tardiness Tenure and Turnover Customer complaints Accidents Theft Counter Productive Work Behavior (CWB) Customer Service Behavior

Question 94

Personnel Selection Procedures

Answer 94

A wide range of instruments that organizations can use to predict job performance. This includes tests and other types of assessments such as job interviews, assessment centers, and simulations.

Question 95

Formats of Different Personnel Selection Procedures

Answer 95

Paper and pencil tests Unprocotred internet testing Individually administered selection procedures Group administered procedures Speed tests Power tests Cognitive tests Non-cognitive tests

Question 96

Power Test

Answer 96

Tests which let respondents go at their own pace, with no consideration for how quickly an applicant can answer the questions.

Question 97

Utility

Answer 97

The dollar value of using a selection procedure, which is largely determined by the procedure’s validity, the cost of using it, and the benefit it provides to the organization in terms of improved performance of workers.

Question 98

Adverse Impact

Answer 98

The degree to which there are mean differences in the performance of different subgroups (e.g., ethnic groups, men vs. women) on a selection procedure.

Question 99

Battery of Selection Procedures (test battery)

Answer 99

A group of selection procedures that can be used together to predict job performance.

Question 100

General cognitive ability (g)

Answer 100

Includes reasoning, symbolic representation, and problem solving.

Question 101

Specific Cognitive Ability Tests

Answer 101

Tests that do not assess g but instead assess specific dimensions such as mechanical ability and/ or clerical speed and accuracy.

Question 102

Psychomotor Tests

Answer 102

Tests which assess dexterity and/or coordination and which may require agility and dexterous movements of the fingers, hands, or body.

Question 103

Integrity Test

Answer 103

Tests developed to predict a number of negative and counterproductive employee behaviors such as theft, malingering, drug use, and aggression.

Question 104

Realistic Job Preview (RPJ)

Answer 104

A preview to the applicant about what the job is like, both good and bad. It can be provided in a number of ways such as through part of a job interview.

Question 105

Work Sample

Answer 105

A test in which the applicant is asked to do a small portion of the job. For instance, an applicant for a mechanic’s job might be required to disassemble or assemble a piece of equipment as they would do in the workplace. Ex. Keyboard typing test, play the drums, drive a fork lift, dance ballet

Question 106

Assessment Centers

Answer 106

Work samples for managers.

Question 107

Situational Judgement Tests

Answer 107

Technically known as low-fidelity simulations. SJT questions put the job applicant into a work-related situation and ask what they believe is the right action.

Question 108

Biodata

Answer 108

Biodata items include questions concerning an applicant’s education and past work and life experience that can help decide how well the applicant can perform the job. They are typically scored through a detailed scoring process established through research.

Question 109

Pullman Palace Car Company/George Pullman

Answer 109

Built a town for his workers south of Chicago, won the worlds most perfect town award. Pullman strike over wages (cut 25%) and rents (not reduced) disrupted entire U.S. railroad system. Caused sympathy strikes for railroad workers across the US

Question 110

Frederick Taylors Assumptions about Work Owners and Managers

Answer 110

- Businesses Exist to Make Money - (High Profits) - High efficiency - Low costs - Piece Work Incentive System (Linking Pay to Performance) - Workers work for money - scientific management theory is based on the fact that money is the main motivator - If you show workers how to work efficiently and link pay to output, workers will work hard and produce more - Workers view changing the piecework rate (demanding more output for the same pay) as unfair and manipulative

Question 111

Soldiering

Answer 111

Major problem facing owners and managers/ worker productivity. Working well below capacity due to worker belief that higher productivity will lead to layoffs, non-incentive wage systems, rule of thumb work methods

Question 112

RIASEC Model (Holland)

Answer 112

Realistic (asocial, frank, practical) Investigative (analytical, reserved, rational) Artistic (intuitive, expressive, open) Social (friendly, tactful, warm) Enterprising (Acquisitive, ambitious, energetic) Conventional (careful, conforming, orderly)

Question 113

Holland's Typology Approach to Career Development

Answer 113

People search for environments that will: 1. Let them exercise their skills and abilities 2. express their attitudes and values 3. take on agreeable problems and roles

Question 114

Trait and Factor Theory

Answer 114

One of the first vocational counseling theories: - study the individual (job-related traits) - study occupations (requirements) - match the individual with the occupation Key assumption: Individuals have unique patterns of abilities or traits that can be objectively measured and correlated with the requirements of various types of jobs.