I/o Psych

Front 1

Enhance dignity and performance of human beings

Back 1

I/O Psychology

Front 2

Focuses on competencies needed

Back 2

Industrial approach

Front 3

Analyzes jobs, recruitment, selection, training etc

Back 3

Personnel Psychology

Front 4

Father of I/O Psychology

Back 4

Hugo Munsterberg

Front 5

Psychology and Industrial Efficiency

Back 5

Hugo Munsterberg

Front 6

Known as the person who first applied psychology in the business and wrote _ ?

Back 6

Walter Dill Scott; Theory of Advertising

Front 7

He developed perceptual and motor tests for potential pilots during WW1

Back 7

John B. Watson

Front 8

Invented moving assembly line; famous for his invention of the (motorized) conveyer belt

Back 8

Henry Ford

Front 9

Increases efficiency for cargo loaders

Back 9

Henry Gantt

Front 10

Created a 150-item intelligence test so hard it has 95% failure rate (not sure kf estimate)

Back 10

Thomas A. Edison

Front 11

First applied of Psychology in business; first to write I/O text

Back 11

Walter Scott; Morris Viteles

Front 12

Considered first female Industrial psychologist; awarded the first Ph.D in I/O

Back 12

Lilian Gilbreth; Bruce Moore and Merrill Ream

Front 13

Psychological corporation

Back 13

James McKeen Catell

Front 14

Book to increase use of behavior modification and is written by _?

Back 14

Beyond Freedom and Dignity; B.F Skinner

Hint 14

Reinforcement and reward

Front 15

Why conduct research in I/O?

Back 15

Answer questions;

Make informed/intelligent decisions; &

Common sense is often wrong

Front 16

Written by professors about a topic of interest to practitioners, not as formal or statistical complex.

Back 16

Bridge publications

Front 17

Written by professional writers who have developed expertise in a given field.

Back 17

Trade magazines

Front 18

Researchers directly report results of a study

Back 18

Journals

Front 19

Disadvantage of using laboratory research

Back 19

Low external validity/generalizability

Front 20

Subjects participate in their own free will

Back 20

Informed consent

Front 21

Diadvantage of field research

Back 21

Low on internal validity

Front 22

Two characteristics that define experiments

Back 22

Manipulation & random assignment

Front 23

A method of reaching conclusions based on previous research

Back 23

Meta-analysis

Front 24

Mean effect size; indicates effectiveness of some variable

Back 24

Meta analysis

Front 25

Used for difference between two groups

Back 25

Difference score (d)

Front 26

Include purpose of the study and where the participant is given chance to ask questions; usually used when deception is needed

Back 26

Debriefing

Front 27

Reliance on moral and personal values, which leads to relativism

Back 27

Ethical dilemmas

Front 28

Type of dilemma where the individual chooses the solution most advantageous to him

Back 28

Type B

Front 29

Types of dilemma where there appears no best solution, and there are both positive and negative consequences to a decision

Back 29

Type A

Front 30

Two types of dilemma

Back 30

Type A;

Type B/ Rationalizing dilemma

Front 31

Involves determining worker mobility in an organization

Back 31

Personpower planning

Front 32

Useful for determining pay levels, transfers, and promotions

Back 32

Job classification

Front 33

Useful for determing job's worth

Back 33

Job evaluation

Front 34

Optimal way in which a job should be performed

Back 34

Job design

Front 35

One of the importance of conducting JA, wherein an analyst become aware of the certain problems within an organization

Back 35

Organizational analysis

Front 36

Other terms for KSAOs

Back 36

Competencies; job specification

Front 37

Informal changes an employee makes in their jobs

Back 37

Job crafting

Front 38

Describe committee-based job analysis

Back 38

A group of SMEs meet to generate the task performed, conditions under which they are performed, and the KSAOs

Front 39

Where the job analys individually interviews/observes a number of incumbents out in the field

Back 39

Field-based job analysis

Front 40

A tool to gather general information about worker activities, measuring six dimensions including, information input, mental processes, work output, relationship with others... etc

Back 40

PAQ (acronym)

Front 41

Revised version of PAQ involving item content and style, increase discriminatoty power of the intellectual and decision-making dimensions; emphasis on having a job analysts than incumbent.

Back 41

JSP, Patrick and Moore (1985)

Front 42

Can be administered to a person with tenth-grade education levels

Back 42

JEI, Cornelius and Hakel (1978)

Front 43

Used by the federal government to analyze and compare thousands of jobs

Back 43

FJA, Fine (1955)

Front 44

What are the other Job analysis methods used to gather information about worker activities?

Back 44

PAQ;

JSP;

JEI; &

FJA

Front 45

The only analysis method that gathers detailed information on tools and equipments

Back 45

JCI, Banks, Jackson, Stafford, & Warr (1983)

Front 46

A system generated by federal government and is used to understand the nature of work

Back 46

O*NET

Front 47

This job analysis system viewed jobs at four levels which are: ?

Back 47

Economic, organizational, occupational, and individual

Front 48

Used to discover actual incidents that determine one's success or unsuccess (failure) in performance

Back 48

CTI, Flanagan

Front 49

Amount of money a job is worth

Back 49

Direct compensation