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I-O Psychology EXAM 1 Ch.1-5 Questions with Verified Answers
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  • Industrial Psychology
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  • Industrial Psychology

Personnel Psychology (the "I' in I/O)(subspecialty) - Answer-defining and analyzing jobs recruiting and selecting employees for jobs training employees assessing performance promoting and retaining employees test development and validation legal issues Organizational Psychology (the "O"...

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  • September 17, 2024
  • 14
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

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  • i o psychology exam 1 ch1 5 questions with verifi
  • personnel psychology the i in iosubspecialty

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  • Industrial Psychology
  • Industrial Psychology

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I-O Psychology EXAM 1 Ch.1-5
Questions with Verified Answers
Personnel Psychology (the "I' in I/O)(subspecialty) - Answer-defining and analyzing jobs
recruiting and selecting employees for jobs
training employees
assessing performance
promoting and retaining employees
test development and validation
legal issues

Organizational Psychology (the "O" in I/O)(subspecialty) - Answer-determining how
people feel about work
determining why people act as they do at work
examining the effects work has on people
examining the effects people have on one another
how organizations are structured and function
how work is designed
tool and equipment usage on the job
examining work relevant health, safety, and well-being issues

Army Alpha and Beta Tests - Answer-Tests of verbal and nonverbal skills developed by
psychologists to test WWI recruits. Used to assess intelligence

Army Alpha Project - Answer-Army hires psychologists
Early examples of employment testing
Screen recruits for intelligence
Army Beta - created for those that were illiterate

What happened to the field of I/O psychology post war? - Answer-I/O psychology was
accepted as a legitimate field
and
Legal actions have been taken to provide equal employment opportunities to all

Post World War II - Answer-Evolved into legitimate area of practice
Government intervention
-protected class
-equal employment opportunity commission
Information Age
-technology improvements
-higher demands for organizations and employees
-focus on selection methods

"I" and "O" of I/O Psychology stand for - Answer-industrial and organizational

, Which employees should participate in job analysis process? - Answer-SMEs who have
been in the job for at least 6 months
and
Top performing employees who are very knowledgeable

Types of Job Analyses - Answer-Work/Task Oriented Method
-time and motion studies
-functional job analysis: people, data
-critical incident technique
-task inventories
Worker/KSAO Oriented Method
-position analysis questionnaire
Hybrid Methods
-combination job analysis method
-linkage analysis
Competency Modeling

Methods of Data Collection - Answer-focus groups
interviews
observation
previous documentation (job description, O*NET)
questionnaires

Job Analysis Process: Identify Tasks - Answer--create task interview or survey protocols
-meet with SMEs to identify tasks
-create task statements
-task analysis (have SMEs rate)
-analyze (means and standard deviations)
-revise
-finalize

Content Validity (ensures legal protection) - Answer-based on solid job analysis
a method of rationally matching tasks with the necessary knowledge, skills, abilities, and
other characteristics (KSAOs) to perform the job

Criterion Validity (ensures legal protection) - Answer-correlate test/assessment scores
with relevant criteria
two types
-concurrent (done with incumbents)
-predictive (done with actual job hires)
requirements
-reasonable sample size
-good range of test and criterion scores
-a good criterion

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