Summary
Work & Organisational Psychology - Shorted Summary
- Course
- Institution
Only the most important details about the book & articles. Must have study notes for the exam!
[Show more]
Seller
Follow
ClaireJSmith
Reviews received
Content preview
BookChapter 1: Industrial-Organizational Psychology
Chapter 4: Job analysis & performance
Chapter 3: Individual differences and assessment
Chapter 6: Staffing decisions
Chapter 8: Motivation to Work
Chapter 10: Stress & Worker Wellbeing
Chapter 7: Training & Development
Chapter 11: Justice & diversity
Chapter 12: Leadership
Chapter 13: Teams in Organizations
Articles
Schmidt & J.E Hunter (meta analysis)
Beus & Whitman (2012): the relationship between typical anWhat d maximum performance
S. Kerr: On the Folly of Rewarding A, While Hoping for B
Ordonez: Goals Gone Wild
Saks & Burkes: Training evaluation & transfer of training
Dunlosky: Improving students learning with effective learning techniques
Caresoli: Intrinsic motivation & Extrinsic Incentives
Latham & Brown: Learning vs Outcome goals
Seijts & latham: Goals & performance goals
Dermoteli: Work related Flow energy & work from home
Kahneman & Deaton: High income improves evaluation of life not emotional well being
Greip: Effects of Unemployment & Job insecurity
Bakker, A. B., Albrecht, S. L., & Leiter, M. P. (2011): Key questions regarding work engagement.
Derous, Royal & Nguyen (2012): Multiple categorisation in resume screening
Greenburg: Organizational Justice
, Book
Chapter 1: Industrial-Organizational Psychology
- I-O Psychology divided into personnel, psychology, organizational & human engineering
- Personnel: Human resources management such as recruitment, selection training,
promotion, transfer termination, etc.
- Organizational: combines social & organizational behavior to address emotions &
motivation. Characteristics of people & demands of work.
- Contextual
- Human Engineering: the capacities & limitations of humans in the environment.
Finding the best person for the job. Developing a good environment, etc.
- Scientist-Practitioner Model: the use of scientific tools in I-O
- Employee green behaviors: contribute to the sustainable environment of the workplace
1) Conserving
2) Avoiding harm
3) Transforming
4) Influencing others
5) Taking initiative
- Culture: individuals share meanings and common ways of viewing things
- Global → national → organizational → group → individual
- Hofstede
1) Collectivist/Individualist: who is valued more, the group or individual
autonomy?
2) Power distance: distance between different power groups in culture
3) Uncertainty avoidance: avoidance of uncertain or unorganized situation
4) Masculinity/Femininity: the roles in society
5) Long-term/short term orientation: striving for goals with instant gratification
or long term
- Horizontal Cultures: small distance between individuals
- Vertical Cultures: big distance between individuals
- Effectiveness: evaluation of the results of performance, controlled by factors beyond
the actions of an individual
- Performance: actions behavior relevant to organizations goals measured in
proficiency
- Productivity: ratio of effectiveness to the cost of achieving level of effectiveness
- Munsterberg: individual and environmental interaction
- Cattell: individual differences in predicting behavior
Chapter 4: Job analysis & performance
- Campbell’s Hierarchical model of job performance
- Declarative knowledge: understanding on what is required to perform a task
- Motivation
- Procedural Knowledge: understanding
how to perform a task through practice
- Declarative & procedural impact
ability, personality, etc
, - If one of 3 is absent it is all 0
- Eight basic performance components
1) Job-specific task proficiency
2) Maintaining personal discipline
3) Demonstrating effort
4) Facilitating peer and team performance
5) Non job-specific task proficiency
6) Communication task
7) Supervision/leadership
8) Management/administration
- Criterion deficiency: actual criterion is missing information from what it is trying to measure
- Criterion contamination: a different criterion unrelated to behavior is included\
Performance
- Organizational citizenship behavior (OCB): behavior that goes beyond what is expected of
an employee
- Altruism: helpful behavior
- Compliance
- Collaboration
- Personality measurement predicts: conscientiousness
- Long term orientation
- Task performance: performance of what is expected of you
- Associated with cognitive ability
- Counterproductive work behavior (CWB): behavior that violates organizational norms and
threatens wellbeing
- S: selfish gain (theft)
- O: organizational gain (misstating profit)
- D: destructive (sabotage/assault)
- Lordstown syndrome: acts of sabotage, general motors
- Personality & lack of self control, injustice
- Reduce through: prompt punishment, genuine apologies to injustice,
Training, Humor & empathy
- Adaptive performance: flexibility & adaptability to changing circumstances
- Emotional stability & ambition positively related
- Expert Performance: been practicing for at least 10 years for 4 hours per day
- General intelligence, starting age & talent
Measures
- Objective performance measures: quantitative count of results (ex. Sales volume, complaint
letters)
- Judgmental measures: evaluation made by someone (ex. Supervisor yearly performance)
- Best form cause it accounts for influences outside of individual workers control
- Personnel measures: kept in a file (ex. Absences, actions, advancements)
- Performance appraisal: once a year by supervisor, frequent intervals of feedback, discuss
performance & future expectations
- Paired comparison: comparing a group of employees with another group
- Simple ranking: ranking from top to bottom on proficiency
- Employee comparison method: direct comparisons with individuals
- Behaviorally anchored rating scale (BARS):
- Behavioral observation scale (BOS):
Analysis
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller ClaireJSmith. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $6.47. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
56326 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 14 years now