Industrial/Organizational Psychology (IO) / Management Psychology — Key Vocabulary

Vocabulary flashcards covering core IO/organizational psychology concepts from the lecture notes.

IO psychology

The psychology of the workplace; studies employee well-being, productivity, and organizational effectiveness.

Management psychology

Subfield focusing on applying psychological principles to manage people and improve organizational outcomes.

Industrial psychology

Early focus on the performance and abilities of individual employees.

Organizational psychology

Focus on the organization as a system, including culture, climate, structure, and processes.

Human capital

The collective knowledge, skills, and abilities of employees that drive organizational value.

Employee well-being

The mental, physical, and emotional health of workers in an organization.

Team building

Strategies and activities to create collaborative and cohesive work teams.

Selection and placement

Choosing suitable candidates and assigning them to appropriate roles or teams.

Job analysis

Systematic process to identify duties, responsibilities, and requirements of a job.

Cognitive abilities

Mental processes such as reasoning and problem-solving used to predict job performance.

Work-related knowledge and skills

Job-specific knowledge and abilities required to perform a task.

Physical abilities

The bodily capacities required to perform job tasks (e.g., lifting, endurance).

Honesty and integrity

Personal traits assessed to predict reliability and ethical behavior.

Interpersonal skills

Abilities to communicate, collaborate, and interact effectively with others.

Reliability

Consistency and dependability of a measurement or person.

Validity

The extent to which an assessment measures what it is intended to measure.

Performance evaluation/appraisal

Formal assessment of an employee's job performance over a period.

Training and education

Programs and activities to improve employee knowledge, skills, and performance.

Coaching and executive coaching

Guidance to improve leadership skills and prepare for higher-level roles.

Succession planning

Preparing internal candidates to fill key positions in the future.

Data-driven decisions

Using data (surveys, tests, metrics) to guide HR and organizational actions.

Customer satisfaction data

Feedback from customers about products/services used to improve processes.

Job analysis to job ads

Using job analysis results to craft accurate job postings and requirements.

Assessment methods

Tools to evaluate candidates or employees (cognitive tests, personality tests, skills demonstrations).

Organizational environment/climate

Overall atmosphere and working conditions affecting behavior and well-being.

Leadership style

The approach a leader uses to guide, motivate, and manage employees.

Organizational structure

How tasks, roles, and authority are arranged within an organization.

Employee motivation

Drive to work toward goals; influenced by policy, design, and leadership.

Workplace design

Physical and policy design of the workplace to improve comfort and productivity.

Four-day workweek

Policy option reducing workdays; evidence on productivity/happiness is mixed.

Employee voice channels

Mechanisms for employees to express concerns or suggestions (e.g., anonymous feedback).

Consulting IO psychologist

IO psychologists who work with multiple organizations, often on a contractual basis.

Degrees and career paths

Typically master’s or PhD in IO; degree level influences opportunities and salary.

Internships

Practical experience in IO/organizational settings to gain exposure and decide fit.