Industrial and Organizational Psychology Exam 1

I/O Psych: Industrial side

personnel related decisions, efficiency, productivity, and human resources

I/O Psych: Organizational Side

motivation, leadership, interpersonal relationships, employee experiences

Scientist-practitioner model

I/O work must be scientifically based, using scientific research to obtain knowledge of work and behavior. This knowledge is applied to improve work behavior, the work environment, and the psychological and physical conditions of work

Areas of work/interest

O side - Employee attitude and feelings, Job stress, Leadership, Motivation

I side - Employee selection, Job work analyst, Training/ Development

I/O Side - Technology

Scientific Management

Breaking jobs into different parts and finding ways to improve efficiency.

Hawthorne Studies/Effect

-the idea that when researchers are watching people, they know they are being watched and act differently

Human Relations Movement

The idea that workplace conditions and employee satisfaction needs affect efficiency and productivity

World War Trends

First large scale employee testing, large number of people were leaving the workforce and being replaced by women

Between the Wars

Applied psychology emerges as an official discipline

World War 2

Selection and placement tests. Group ability testing. Situational stress tests. Early situational tests: select, train pilots, measure attitude, morale. Development of more employee tests in industry, new machinery led to development of human factors psychology

Post war

development of college and graduate programs in I/O psych

Goals of I/O psych/science

Describe, plan, predict, control

Criterion Deficiency

Degree to which actual criteria fails to overlap conceptual criteria.

Can reduce but not eliminate

Criterion Relevance

Degree to which actual criterua and conceptual criteria coincide

Criterion Contamination

Unrelated to the conceptual criteria - two parts:

Bias: extent actual criteria consistently measures something else

Error - extent to ehich actual criteria is related to nothing at all

Work Analysis

Content/tasks of work.

Attributes needed to successfully perform the work

Context of the work

'“SME’s”

Subject Matter Experts: Supervisors, clients, current employees

-Need multiple sources to compensate for any bias, obsolescence, deficiency, or contamination from an individual source

A worker oriented approach

a type of job analysis that focuses on the knowledge, skills, abilities, and other characteristics, required of the person to successfully perform a job, rather than on the specific tasks or job duties themselves.

KSAO’s

Knowledge, Skills, Abilities, Other

Job description

detailed accounting of job tasks

Job specification

infro about the worker characteristics nessecary to do the job

Job evaluation

an assessment of the value of the job

Traditional Methods of Collecting Info

Observation, Interview of SME, Questionnaires, Job Diaries, Work Participation by analyst,

Contemporary or alternative methods

Critical Incidents Technique, Electronic Performance Monitoring, Cognitive Task Analysis, Personality measures

Competency Modeling

Identification of characteristics desitred across all workers/jobs in an organization. An extention of work analysis, not replacement

Structured/ Taxonomic Techniques

Structured analyses that allow comparison of different jobs. Position Analysis Questionnaire (PAQ)

Compares jobs to existing data base of jobs

Examines relationships among a set of jobs

O*NET Database

Culmination of work analyses of thousands of jobs

Provides description, FJA code, required characteristics, labor market information, employment outlook, and common job expereinces