I/O Psych
Terms
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- Industrial/Organizational (I/O) Psychology
- an area of scientific study and professional practice that addresses psychological concepts and principles in the work world
- Fields of I/O Psychology
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- Selection and Placement
- Training and Development
- Performance Appraisal
- Organization Development
- Quality of Work Life
- Ergonomics - Hawthorne Studies
- research studies that refocused the interests of I/O psychologists to how work behavior manifests itself in an organizational context
- Hawthorne Effect
- a positive change in behavior that occurs at the onset of an intervention, followed by a gradual decline, often to the original level of the behavior prior to the internvention
- Army General Classification Test
- a test developed during WWII by I/O psychologists for the selection and placement of military personnel
- Research
- a formal process by which knowledge is produced and understood
- Generalizability
- the extent to which conclusions drawn from one research study spread or apply to a larger population
- Theory
- a statement that proposes to explain relationships among phenomena of interest
- Inductive method
- a research process in which conclusions are drawn about a general class of objects or people based on knowledge of a specific member of the class under investigation
- Deductive method
- a research process in which conclusions are drawn about a specific member of a class of objects or people based on knowledge of the general class under investigation
- The Empirical Research Cycle
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1 - statement of the problem
2 - design of research study
3 - measurement of variables
4 - analysis of data
5 - conclusions from research - Questionnaire
- a type of research method in which subjects respond to written questions posed by the investigator
- Observation
- a type of research method in which the investigator observes subjects for the purpose of understanding their behavior and culture
- Meta-analysis
- a quantitative secondary research method for summarizing and integrating the findings from original empirical research studies
- Variable
- an object of study whose measurement can take on two or more values
- Variability
- the dispersion of numerical values evidenced in the measurement of an object or concept
- Standard Deviation
- a statistic that shows the dispersion of scores around the mean in a distribution of scores
- Criteria
- standards used to help make evaluative judgments about objects, people, or events
- Job analysis
- a formal procedure by which the content of a job is defined in terms of tasks performed and human qualifications needed to perform the job
- task
- the lowest level of analysis in the study of work; a basic component of work
- position
- a set of tasks performed by a single employee
- job
- a set of similar positions in an organization
- KSAO's
- an abbreviation for knowledge, skills, abilities, and other characteristics
- Position Analysis Questionnaire (PAQ)
- a method of job analysis that assesses the content of jobs on the basis of approximately 200 items in the questionnaire
- job evaluation
- a procedure for assessing the relative value of jobs in an organization for the purpose of establishing levels of compensation
- external equity
- concept that is the basis for using wage and salary surveys in establishing compensation for jobs
- internal equity
- concept that is the basis for using job evaluation in establishing compensation rates for jobs
- compensable factors
- dimensions of work used to assess the relative value of a job for determining compensation rates
- objective performance criteria
- a set of factors used to assess job performances that are (relatively) objective or factual in character
- subjective performance criteria
- a set of factors used to assess job performance that are the product of someone's subjective rating of these factors
- reliability
- a standard for evaluating tests that refers to the consistency, stability, or equivalence of test scores
- validity
- a standard for evaluating tests that refers to the accuracy or appropriateness of drawing inferences from test scores
- construct validity
- the degree to which a test is an accurate and faithful measure of the construct it purports to measure
- integrity test
- a type of paper and pencil test that purports to assess a test-takers honesty, character, or integrity
- situational judgment test
- a type of test that describes a problem situation to the test-taker to rate various possible solutions in terms of their feasibility or applicability
- unstructured interview
- a format for the job interview in which the questions are different across all candidates
- structured interview
- a formal for the job interview in which the questions are consistent across all candidates
- situational interview
- a type of job interview in which candidates are presented with a problem situation and asked how they would respond to it
- assessment center
- a method of assessing job candidates via a series of structured, group-oriented exercises that are evaluated by raters
- situational exercises
- a method of assessment in which examinees are presented with a problem situation and asked how they would respond to it
- biographical information
- a method of assessing individuals, in which information pertaining to past activities, interests, and behaviors in their lives is recorded
- emotional intelligence
- a construct that reflects a persons capacity to manage emotional responses in social situations
- protected groups
- a designation for the members of society who are granted legal recognition by virtue of a demographic characteristic, such as race, gender, national origin, color, religion, age and disability
- affirmative action
- a social policy that advocates members of protected groups will be actively recruited and considered for selection in employment
- recruitment
- the process by which individuals are solicited to apply for jobs
- personnel selection
- the process of determining those applicants who are selected for hire vs. those who are rejected
- placement
- the process of assigning individuals to jobs based on one test score
- classification
- the process of assigning individuals to jobs based on two or more test scores
- training
- the process through which the knowledge, skills, and abilities of employees are enhanced
- organizational analysis
- a phase of training needs analysis directed at determining whether training is a viable solution to organizational problems, and if so, where in the organization training should be directed
- task analysis
- phase of training needs analysis directed at identifying which tasks in a job should be targeted for improved performance
- person analysis
- a phase of training needs analysis directed at identifying which individuals within an organization should receive training