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10 Cards in this Set
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Industrial-Organizational (I-O) psychology |
The application of psychological principles, theory, and research to the work setting. |
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Society for industrial and Organizational psychology (SIOP) |
An association to which many I-O psychologists, both practitioners and researchers, belong. Designated as division 14 of the american psychological association (APA). |
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Common areas of concentration for I-O psychology |
Selection and placement Training and development organizational development performance measurement quality of work life engineering psychology Staff memeber, manager, director, vice president of: Assisstant, association, full professor of: corporate consultant. |
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What are the 3 sections of I-O psychology? |
Personnel psychology Organizational psychology Human engineering or human factors psychology |
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Personnel Psychology |
Field of psychology that addresses issues such as recruitment, selection, training, performance appraisal, promotion,transfer, and termination. ** human resources management is part of this section*** |
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Human resources management (HRM) |
Practices such as recruitment, selection, retention, training, and development of people (human resources) in order to achieve individual andorganizational goals. |
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Organizational Psychology |
Field of psychology that combines research from social psychology and organizational behavior and addresses the emotional andmotivational side of work. |
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Human engineering or human factors psychology |
The study of the capacities and limitations of humans with respect to a particularenvironment. * the opposite of personnel psych, they alter the environment for the individual whereas personnel fit the person for the job. |
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Welfare-to work program |
program that requires individuals to work in returnfor government subsidies. |
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Importance of the younger worker |
* approximately 70 percent of young people between the ages of 15 and 24 are employed in some capacity. * population of part-time workers.
* one’s first job is likely to have a substantial influence on the filters through which subsequent work experiences are viewed. |
