Term
| Industrial/organizational pyschology |
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Definition
| branchof psychology that applies the principles of psychology to the workplace |
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| scientist-practitioner model |
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| I/O psychologists conduct research work with actual organizations and apply research findings so that the work they perform with organizations will be of high quality and enhance an organizations effectiveness |
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| study and practice in such areas as analyzing jobs, recruiting applicants, selecting employyes, determining salary levels, training employees, and evaluating employee performance |
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| concentrarte on workplace design, human-machine interaction, ergonomics, and physical fatigue and stress |
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| employees changed their behavior and became more productive becuase they were being studied and recieved attention from their managers, a condition that is called |
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| Graduate Record Exam (GRE) |
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| the graduate school version of the Scholastic Aptitude Test, SAT |
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| terminal master's degree programs |
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| do not have PH.D progams, and a master's degree is the highest that can be earned at such schools |
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| broader in schope, longer, adn requires more original and independent effor than a thesis |
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| an educated prediction about the answer to a question |
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| previous research or logic |
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| consist of articles written by researchers directly reporting the results of a study |
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| are designed to "bridge the gap" between academia and the applied world. Articles in these publications are usually written by professors about a topic of interest to practitioners, but they are not as formal or statistically complex as articles in journals |
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| conatin articles usually written by professional writers who have developed expertise in a given field the main audience for trade magazines is practitioners in teh firled they present the research on a topic in an easy to understand format; do not cover all the research on a topic and can be somewhat biased |
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| periodicals designed to entertaina s well as inform |
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| external validity or generalizability |
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| saying that research must be done in a labortory |
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| gains in external validity it loses in control of extraneous variables taht are not of interenst to the researcher |
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| pyschologists require that subjects participate in studies of their own free will |
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| institutional review boards |
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| monitor research to ensure ethical treatment of research participates |
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| cause-and-effect relationships |
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| expermiental method is the most powerful of all reserach methods becuase it is the only one that can determine__________ |
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| important to know whether one variable produces or causes another varialbe to change, then the _______ is theo nly method that should be used |
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| researcher intentionally manipulates one or more aspects of the question of interest |
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| the changes that occur as a result of that manipulation |
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| when researschs do not use experiments |
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| involves using previously collected data or records to answer a research question |
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| indicates the effectiveness of some variable |
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| are used as the effect size when researchers are interested in teh relationship between two variables, and the majority of studies use correlation as their statistical test |
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| used as the effect size when researchers are looking at the difference between two groups |
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| to obtain the best research results, it is essential to use a __________ so taht the sample will be as representative as possible |
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| becuase obtaining random samples is very difficult many studies use __________ and then randomly assign subjects to the various experimental conditions |
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| each subject in a nonrandom sample is randomly assigned to a particular experimtal condtion |
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| told the purpose of the experiment and be given a chance to ask questiosn about her participation |
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| statisitcal procedure that enables a researcher to determine the relationship between two varialbes |
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| third variable, often accounts for the relationship between two variables |
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| promoting employees until they eventually reach their highest level of incompetence |
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| become aware of certain problems within an organization |
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| for example, an employee may indicate that she does not know how she is evaluated or to whom she is supposed to report |
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| job specifications or competencies |
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| these are the knowledge, skills, abilities, and other characteristics (KSAOs) (such as interest, personality, training) that are necessary to be successful on the job |
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| subject-matter experts (SMEs) |
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| employees, supervisors meet to generage the tasks performed, the conditions under which they are performed and the KSAOs needed to perform them |
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| a larger number of employees are interviewd together |
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| are useful to job analysis methods, expecially when used in conjunction with other methods such as interviews |
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| one can analyze a job by actually performing it |
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| include the task statements |
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| using a group of SMEs to rate each task statement on the frequency and the importance or criticality of the task being performed |
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| determining essentail KSAOs |
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Definition
knowledge
skill
ability
personality, willingness
interest
motication
years of experience |
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| a body of information needed to perform a task |
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| proficiency to perofrm a learned task |
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| basic capacity for performing a wide range of different tasks, acquiring a knowledge, or developing a skill |
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| Position Analysis Questionarire (PAQ) |
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Definition
| a structured instrument developed at Purdue Univeristy by McCormick, Jeannerer, and Mecham conatins 194 items organizewd into six main dimensions, information input, mental processes, work outpu, relationships with other persons, job context, and other job-related variables such as work schedules, pay and responsibility |
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Definition
| include item content and style, new items to increase the discriminatory power of the intellectual and decision-making dimensions, and an emphasis on having a job analyst, rather than the incumbent us |
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| Job Elements Inventory (JEI) |
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Definition
| developed by Cornelius and Hakel contains 153 items and ahs a readability level appropriate for an employee with only a tenth-grade education |
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| Functional Job Anylisis (FJA) |
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Definition
| designed by Fine as a quick method that could be used by the federal government to analyze and compare thousands of jobs jobs anaylzed by the FJA are broken down into the percenatge of time the incumbent spends on three functions: data people and things |
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| Job Components Inventory (JCI) |
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| consitst of more than 400 questions covering five major categories: tools and equipment, perceptual and physical requirements, mathematical requirments, communication requirements and decision making and responsibilty it is th eonly job analysis method containing a detailed section on tools and equipment |
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| ergonomic job analysis procedure AET |
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Definition
| primarly concerend with the relationship between the worker and work objects a 216 item standardized questionaire that analyzes a job along the dimensiosn |
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| Occupational information network (ONET) |
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| the national job analysis system created by the federal government to replace teh Dictionary of Occupationsal Titles a major advancement in understanding the nature of work |
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| Critical Incident Technique (CIT) |
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| developed and first used by John Flanagana nd his students ant the University of Pittsburg used to discover actual incidents of job behavior that make the difference between a job's successful or unseccessful performance |
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| Threshold Traits Analysis (TTA) |
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Definition
| developed by Lopez, Kesselman, and Lopez method is available by hiring only a particular consulting firm questionairs 33 items identify the traits that are necessary for the succesful performance of a job 33 itmes cover five trait categories: physical, mental, learned, motivational, and social |
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| Fleishman Job Analysis Survey (F-JAS) |
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| requires incumbents or job analysts to view a serieos of abilities and rate teh level of ability needed to perform the job. these ratings are performed for each of teh 72 abilities and knowledge more detailed than TTA |
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| Job Adaptability Inventory (JAI) |
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Definition
132 item inventory developed by Pulakos, Arad, Donovan, and Plamondon that taps the extent to which a job incumbent needs to adapt to situations on the job has eight ddimensions:
handling emergencies or crisi situations, handling work stress, solving problems creatively, dealing with uncertain and unpredictable work situations, learnign work tasks, technologies, and procedures, demonstrating interpersonal adaptability, demonstarting cultural adaptibilty, and demonstrating physically oriented adaptability |
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| Personality-Related Position Requirements Form (PPRF) |
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| developed by Raymark, Schmit, and Guion to identify the personality types needed to perform job-related tasks consists os 107 items tappign 12 personality dimensions that fall under the Big 5 personality dimensions very reliable and shows promsie |
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| the process of determining a jobs worth typically done in two stages: determining internal pay equity and determing external pay equity |
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Definition
level of responsibility
physical demands
mental demands
education requirements
training and experience requirements
working conditions
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