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Industrial Psychology - p323 Final Exam Review Questions and Answers
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  • Module
  • Industrial Psychology
  • Institution
  • Industrial Psychology

What is I-O Psychology? - Answer-The application of psychological principles, theory, and research to the work setting (cultural differences) Industrial psychology (worker side) - Answer-Personnel psychology-selecting person for right job Human factors-fit job to the person (work design, safety...

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  • September 17, 2024
  • 6
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

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  • industrial psychology p323 final exam review que
  • what is i o psychology answer the application o

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  • Industrial Psychology
  • Industrial Psychology

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Industrial Psychology - p323 Final Exam
Review Questions and Answers
What is I-O Psychology? - Answer-The application of psychological principles, theory,
and research to the work setting (cultural differences)

Industrial psychology (worker side) - Answer-Personnel psychology-selecting person for
right job
Human factors-fit job to the person (work design, safety)

Organizational psychology - Answer-Emotional and motivational, attitudes, fairness,
stress, leadership, teams (person)

Non-experimental design - Answer-No manipulation, 2 common designs - observational

Quasi-experimental design - Answer-Manipulation, non-random assignment of
participants

Experimental design - Answer-Random assignment of participants to conditions,
conducted in a lab/workplace

What is Correlation? (does not imply causation) - Answer-Two things that go together
(relationship between two variables)

Positive Correlation - Answer-As one variable increases, the other variable increases

Negative Correlation - Answer-As one variable increases, the other decreases (vice-
versa)

Reliability - Answer-Consistency or stability of a measure over time

Test-retest reliability - Answer--Questionnaire twice
-Calculated by correlating measurements taken at Time 1 with measurements taken at
Time 2
-Equivalent forms reliability
-Calculated by correlating measurements from a sample of individuals who complete 2
different forms of same test (written and computer form)

Inter-rater reliability - Answer--Can calculate various statistical indices to show level of
agreement among raters
-Values in the range of.70 to .80 represent reasonable reliability
-Example: performance reviews

Cognitive abilities - Answer--Intelligence as "g"

, -A very general mental capability that involves the ability to reason, plan, and solve
problems
-Assess reasoning ability, knowledge, acquisition

Varieties of individual differences - Answer--Physical ability - bodily powers such as
muscular strength, flexibility, and stamina
-Personality - an individual's behaviors and emotional characteristics, generally found to
be stable over time and in a variety of circumstances
-Interests - preferences or liking
-Emotion - an effect or feeling, often experienced and displayed in reaction to an event
or thought and accompanied by physiological changes in various systems of the body

Psychomotor abilities - Answer--Physical functions of movement, associated with
coordination, dexterity, and reaction time (arm-hand steadiness)

What are the three performance measures? - Answer-Objective, judgmental, and
personnel

What performance measure is the better predictor of the three? - Answer-Judgmental
measure

Objective performance measure - Answer-Quantitative count of the results of work (how
much you sale)

Judgmental measure - Answer-Performance evaluations, evaluation of the effectiveness
of an individual's work

Personnel measure - Answer-Personnel file (absences, accidents); typically kept in a
file

Performance appraisal - Answer-Initiated by human resources, developed by human
resources, and occurs once a year

Performance management - Answer-Initiated by supervisor/subordinate, developed by
managers and employees, occurs more frequently, concerned with understanding of
how employees behaviors fits with the organizations strategies and goals

The three components to performance management - Answer--Definition of
performance (including organizational objectives and strategies)
-Actual measurement process
-Communication between supervisor and subordinate about how individual behavior fits
with organizational expectations

Rating scores - Answer-360 degree systems - evaluated from all working relationships

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