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Intro to Industrial Organizational Psychology Final Exam Questions with Correct Answers
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  • Industrial Psychology

I/O Psychology - Answer-The science of human behavior at work and the application of psychological principles to the workplace Different aspects of I/O Psychology - Answer-Work Groups & Performance (Effectiveness), Attitudes, Motivation & Commitment, Performance Appraisal, Organizational Develop...

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Voorbeeld van de inhoud

Intro to Industrial Organizational
Psychology Final Exam Questions with
Correct Answers
I/O Psychology - Answer-The science of human behavior at work and the application of
psychological principles to the workplace

Different aspects of I/O Psychology - Answer-Work Groups & Performance
(Effectiveness), Attitudes, Motivation & Commitment, Performance Appraisal,
Organizational Development, Employee Selection, Job Analysis, Training, Assessment

Industrial Psychology - Answer-More concerned with the appropriate use of people or
"human resources" in
organizations: Job Design, Employee Selection & Training, Performance Appraisal

Organizational Psychology - Answer-Understanding behavior and enhancing the well
being of employees in the workplace: Employee Attitudes & Behavior, Job Stress,
Supervisory Practices

Hugo Munsterberg & Walter Dill Scott - Answer-Applying psychology to problems of
organizations

Frederick Winslow Taylor - Answer-Scientific Management as an approach to handling
production workers in factories

Frank & Lillian Gilbreth - Answer-Studied how people perform tasks; Best known for
time and motion studies

Army Alpha - Answer-Tests intelligence of people who can read/write in English. Used
for USA army in WWI

Hawthorne Studies - Answer-An experiment where a group of 6 employees were
segregated, their work environment was changed and they were monitored

Army General Classification Test - Answer-a test developed by during WWII
psychologists for the selection and placement of military personnel

What does an I/O Psychologist
do? - Answer-Conduct job analysis, Design an employee performance appraisal
system, Design an employee selection system, Design training programs, Evaluate the
effectiveness of an activity
or practice, Implement an organizational change

,Career Opportunities - Answer-University Professor, Researcher, Consultant,
Organizational Development Specialist, Performance Improvement Specialist, Human
Resource Representative, Management Development, Training & Development

Beneficence and Nonmaleficence - Answer-Psychologists strive to benefit those with
whom they work and take care to do no harm

Fidelity and Responsibility - Answer-Psychologists establish relationships of trust with
those with whom they work.

Integrity - Answer-Psychologists seek to promote accuracy, honesty, and truthfulness in
the science, teaching, and practice of psychology.

Justice - Answer-Psychologists recognize that fairness and justice entitle all persons to
access to and benefit from the contributions of
psychology and to equal quality in the processes, procedures, and services being
conducted by psychologists.

Respect for People's Rights and Dignity - Answer-Psychologists respect the dignity and
worth of all people, and the rights of individuals to privacy, confidentiality, and self-
determination.

Quasi-experimental - Answer-Research method similar to an experimental design
except that it makes use of naturally occurring groups rather than randomly assigning
subjects to groups. (No control)

Survey Design - Answer-a method of asking research participants questions that
provides researchers with a method of information gathering from a large number of
people over a relatively short period of time

Questionnaire - Answer--Open-ended questions allow respondents to express opinions,
ideas, or behaviors in their own words without being forced to choose among
alternatives that have been predetermined by a marketing researcher. It captures the
"voice" of the respondents.

Descriptive Statistics - Answer-Ways of describing a set of data. Three common
measurements are the mean, median and mode.

Meta-Analysis - Answer-a procedure for statistically combining the results of many
different research studies

Job Analysis - Answer-Process of defining a job in terms of its
component tasks or duties and the human attributes

Uses and Application of Job Analysis - Answer-Career Development
Legal Issues

, Performance Appraisals
Employee Selection
Training
Research
Job Descriptions
Job Specifications
Job Evaluation

Job Descriptions - Answer-Written statements that describe what
incumbent actually does, how and why;
Specifies task requirements

Job Specifications - Answer-KSAO that are necessary for job
Specifies people requirements

Job Evaluation - Answer-Determine worth of a job

Element - Answer-Smallest unit of work activity

Activity - Answer-Parts of a task

Task - Answer-Multiple elements of work performed to
achieve an objective

Duty - Answer-Major component of the job

Position - Answer-Defined by the tasks an individual performs

Job - Answer-Collection of positions similar enough to
one another to share a common job title

Methods of Job Analysis - Answer-Interview subject matter experts, Perform the job,
Observation of incumbents, questionnaires

Subject Matter Experts (SME): - Answer-A person who is an expert on a given topic or
skill.

Observation of incumbents - Answer-

Job-Oriented Approach - Answer-Focus on describing various tasks that are performed
on the job (task inventory and functional job analysis)

Functional Job Analysis - Answer-Quantitative approach to job analysis that assumes
each job involves three broad elements: (1) data, (2) people, and (3) things and utilizes
a compiled inventory of the various elements or work activities that can make up any
job. (Dictionary of Occupational Titles)

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