IO psych chunk 3

What are the steps in the training process?

1. Needs assessment
2. Training design
3. Training implementation
4. Training outcome assessment

What are the three types of learning in training?

• Cognitive – learning facts or declarative knowledge

• Behavioral/skills-based – procedural knowledge, applying skills

• Affective – changing attitudes toward content

What is “learning” in a training context?

Relatively permanent changes in capability resulting from experience and practice.

What is “transfer” in training?

Applying what was learned during training to actual job performance.

What is “fidelity” in training?

The similarity between training conditions and real workplace conditions.

Which practice is more effective: distributed or massed training?

Distributed practice – spreading learning over time is more effective than cramming (massed practice).

What are the RIASEC dimensions?

Realistic, Investigative, Artistic, Social, Enterprising, Conventional – used to define vocational interests.

Why do vocational interests matter?

High person-environment fit between interests and job improves outcomes (job satisfaction, performance).

Are vocational interests stable?

Generally yes, though they can shift slightly during training or life experiences.

Which job search strategies are most effective?

Focused (targeted) and exploratory strategies are better than haphazard (random) job search.

What is motivation?

The energy, direction, and persistence of behavior.

What is VIE Theory?

People are motivated when they believe effort → performance → valued outcome.

What is Equity Theory?

People feel demotivated if their input-to-reward ratio is worse than others’ (e.g., paid same but work harder).

What is Goal-Setting Theory?

Specific, challenging goals plus feedback improves motivation and performance.

What is Self-Determination Theory (SDT)?

Intrinsic motivation comes from enjoyment; motivation increases when autonomy, competence, and relatedness are satisfied.

What is Social-Cognitive/Efficacy Theory?

High self-efficacy (belief in ability to succeed) increases motivation and persistence.

What are the types of organizational commitment?

• Affective: emotional attachment (strongest positive outcomes)

• Continuance: staying due to cost of leaving

• Normative: staying out of obligation

What is job satisfaction?

Overall satisfaction or satisfaction with specific aspects (pay, autonomy, supervisor, development).

What is organizational identification?

The extent to which an employee’s identity overlaps with their organization.

What is job engagement?

Positive emotional state at work, characterized by vigor, dedication, and absorption.

What is trait affect vs. state affect?

• Trait affect: stable tendency to feel positive/negative emotions

• State affect: momentary changes in emotions

What are role stressors?

Factors that cause stress in work roles:

• Role ambiguity: unclear expectations

• Role overload: too many demands

• Role conflict: conflicting demands

What is emotional labor?

Maintaining a positive outward emotional display regardless of internal feelings, common in retail or customer service.

What is the general adaptation syndrome?

Physiological response to stress is the same regardless of stressor; chronic stress leads to wear on the body.

Difference between stressors and strain?

• Stressors: stimuli causing arousal

• Strain: the response to stressors

Challenge vs. hindrance stressors?

• Challenge: beneficial, promote growth

• Hindrance: harmful, no growth

What is burnout?

Negative psychological state: emotional exhaustion, cynicism, low personal accomplishment.

What does the Demand-Control Model predict?

Jobs are most stressful with high psychological demands + low control.

What does Job Demands-Resources theory say?

Stress occurs when job demands exceed available resources (social support, autonomy, training, feedback, job security).

What are examples of job demands and job resources?

• Demands: workload, role stressors, shift work, time pressure, emotional labor

• Resources: social support, autonomy, training, feedback, rewards

What is person-environment fit in stress?

Stress occurs when:

• Person-organization fit: personal values ≠ organization values

• Person-job fit: personal KSAOs ≠ job requirements

What are types of stress prevention?

• Primary: reduce stressors (job redesign)

• Secondary: improve coping (mindfulness, cognitive reframing, social support)

• Tertiary: medical care for stress-related illness