Psych Exam 3

Industrial Psychology

Typically involves jobs and employers, describes job requirements and assesses individuals for ability to meet requirements

Organizational Psychology

Studies factors influencing employee happiness and how you can increase the business and employees performance through it.

Hawthorne Effect

Production increases when individuals are being observed

Person-job Fit

Goal to place personnel in the best fitting job

Modern Focus of IO Psychology

Changes in the IO field have transitioned from finding the best people for the right jobs towards reducing bias and expanding bias in the workplace, as well as adapting to the digital world

Hiring Criteria

Characteristics employers look for when hiring new employees. can be task-oriented (list of tasks in job) or worker-oriented (characteristics of successful worker).

Job Analysis

Criteria that establishes the hiring criteria, uses observation, surveys, and interviews

Candidate Analysis

Process of screening/evaluating candidates, often an interview and can include psychological testing or work samples

Onboarding

Process of raining and orientation for company and job

Performance Appraisal Systems

Evaluate job performance and promote feedback and growth. Can also inform firing decisions

360-degree Performance Appraisal System

Loop of evaluation between customers, peers, supervisors and reports to inform view of employees.

Reducing Bias

Industrial Psychology has been used for developing more inclusive businesses and following federal laws to be open to diverse work environments

Job Satisfaction

Thoughts and feelings about job. Challenge, variety, and clear role tend to be influences, financial compensation is not as important in impacting happiness over 70k/year

Work-Life Balance

Challenges in daily life due to time devoted to work, strain/stress due to work, and work activities interfering with non-work activity

Theory X

Proposes employees dislike work and prefer to be led, supervisor holds more power

Theory Y

Proposes that employees like work and prefer to set their own goals, more equality in power among employees

Transactional Leadership

Leadership style with a focus on supervision and organizational goals, employees are rewarded when goals are emt

Transformational Leadership

Leaders are more focused on inspiring employees using charisma, intellectual stimulation, and being considerate. Rewards are not necessary to motivate employees

Strengths-based Management

Management theory that focuses on the strengths of individual employees and assigning tasks according to their strengths

Organizational Cultures

Values, hierarchies, norms, and interactions of a workplace

Human Factors Psychology

Integration of human-machine interface. Product design and safety in the workplace

Social Psychology

Study of social behavior and how people affect one another, and how situations impact behavior

Situationism

Behavior caused by environment and situation

Dispositionism

Behavior determined by internal factors; personality, temperament, etc.

Fundamental Attribution Error

People tend to overemphasize impact of dispositional factors and underemphasize the impact of situational factors when evaluating others

When evaluating oneself, positive outcomes are attributed to internal factors and negative outcomes are attributed to external factors.

Actor-observer bias

Judging people using the FAE due to lack of information

Self-serving Bias

Tendency to see ourselves in a positive light but others in a negative light.

Social Roles

The part people play as members of a social group

Social Norms

A group’s expectations for what is acceptable behavior

Philip ZImbardo

Developed Stanford prison experiment

Stanford Prison Experiment

Tracked behavior of participants assigned as ‘prisoner’ and as ‘officer’

People began acting as their roles, which provided evidence of social norms and roles

There were many critiques, such as Zimbardo’s influence, ethical concerns, and the filling of demand characteristics

Cognitive Dissonance

Competing or inconsistent thoughts. beliefs, or actions. Form when the mind tries to reduce dissonance, and changes beliefs or perceptions of an act to fit

Ex. Smokers rationalize or justify their usage of cigarettes or vapes

Central Route Persuasion

Using evidence and arguments to change views

Typically durable if achieved.

Requires effortful processing, and most people aren’t in the headspace to change

Peripheral Route Persuasion

Method of persuasion that does not engage systematic thinking

Relies on snap judgement

Ex. Celebrity endorsements

Foot-in-the-Door Effect

Make someone agree to a small request so they comply with a large request later. Driven by a human need for consistency

Door-in-the-Face Effect

Large, unsuccessful request to encourage compliance with a smaller request later. Driven by reciprocity

Social Facilitation

We perform better in other people’s presence, but not on hard and new tasks

Social Loafing

Diminished effort during group tasks, less accountability, contributions are less important, ‘Free ride’

Deindividuation

Loss of self-awareness and self-restraint, group makes people feel activated and anonymous. People do things they normally wouldn’t

Ex. Riots, sports fans

Asch’s Conformity Study

Examined social pressure to conform, determine that people adjust behavior or thinking to meet group standards

Informational Conformity

Conform to group based on belief group with correct info

Normative Conformity

We conform to avoid rejection or gain social approval

Groupthink

Going along with a group’s decision to preserve harmony. Overrides appraisals of alternatives

Milgram’s Obedience Study

Examined whether people obey even when they have concerns with behavior

Subject instructed to shock someone by experimenter, and 65% obeyed through increasing levels of shock, although was fake

Prejudice

“Prejudgment” Negative attitude or feeling towards another based on group membership

Explicit Prejudice

Consciously held and expressed attitude, such as racist or sexist attitudes

Implicit Prejudice

Unconsciously held prejudice that is not expressed directly, can still express in some way

Implicit Association Task (IAT)

Test used to help identify implicit prejudice

Just-world-phenomenon

Idea that good is rewarded and evil is punished, does not account for all social inequities

Scapegoat Theory

Groups look for someone to blame for their inability to achieve a goal, often an outgroup

Social Identity Theory

Behaviors are conducted to maintain ingroup status despite damage done to outgroup members

Categorization

tendency by people to categorize things into groups

Outgroup Homogeneity Effect

tendency to treat all outgroup members the same

Vivid Cases

Events that stay in peoples heads and change behavior directed towards groups

Ex. Terrorism

Aggression

Behavior with intent to harm or pain someone

Hostile Aggression

Action where goal is to inflict pain

Instrumental Aggression

Aggression used to achieve a goal different from pain

Ex. Sports

Evolutionary Aggression Theory

Theory that suggests aggressive behavior is an adaptation to keep us alive

Aversive Events

Idea that heat, crowds, and pain can trigger aggression

Social Learning Aggression

Belief that aggression is a learned behavior Ex. Bobo Doll

Frustration-Aggression Principle

Frustration arises from incompletion, which leads to aggression

Media and Aggression Theory

Some people believe violent media leads to the creation of social scripts in people which lead to more aggressive behavior in ambiguous situations

Bystander Effect

When bystanders don’t intervene and show apparent apathy

Kitty Genovese Murder

Example of bystander effect where 37 people witnessed a murder and barely any of them reported it.

Diffusion of Responsibility

Principle that when in a larger group people feel less individual responsibility to do something

Altruism

Drive to help others even if costs outweigh the benefits

Empathy

Capacity to understand another’s perspective and emotional experience

Social Exchange Theory

belief that we might be more attractive to others if we engage in prosocial behavior

Compassion

Feelings of concern for someone’s well being, can motivate altruistic behavior

Proximity and Relationships

Belief that Principle that proximity and contact are most influential predictors of forming new relationships

Mere Exposure Effect

Repeated exposure leads to liking

Proximity like this is linked to attraction, although social and physical characteristics also play a role

Stenberg’s Triangular Theory of Love

Argues that different levels of passion, intimacy, and commitment result in different types of love

Stimulus Based Stress

A demanding or threatening event or situation

Response Based Stress

Physiological response to a demanding or threatening situation

Primary Stress Appraisal

Focus on whether an event is threatening or chalenging

Secondary Stress Appraisal

Focus on whether we can cope with a threat

Optimal Stress

Our bodies seek to maintain a balance of eustress and distress

General Adaptation Syndrome

Our body’s reaction to stress which has 3 phases

1. Alarm Reaction

2. Resistance

3. Exhaustion

Walter Canon

Guy who coined the term “fight or flight” and freeze/fawn responses

Sympathetic System

Component of our physiology that causes the stress response

Parasympathetic

Component of our physiology that produces the relaxation response

Acute Stress

A short term response to a threat or situation, causes sweating, increase in breath, cold limbs, and increased heart rate and blood pressure

Chronic Stress

Consistent and long term feeling of being pressured, can result in pain, fatigue, indigestion, difficulty concentrating, and lack of motivation

Traumatic Events

Exposure to actual, or threatened, death or injury. Can lead to PTSD

Post Traumatic Stress Disorder

Painful memories, hypervigilance, negative arousal, and unprovoked physiological response

Social Readjustment rating Scale

Measures stress by assigning life change units to 43 different events in life, both positive and negative

Occupational Stress

Stress resulting from pressure, difficulty, length, or danger of your employment. Can result in burnout, low job satisfaction, or elevated rates of mental illness

Psychophysiological Disorders

Diseases whose effects are worsened or caused by stress

Immune System

Surveillance system of the body

Psychoneuroimmunology

Studies effects of stress on the immune system.

Stress can make the immune system over or under react

Stress and cardiovascular health

Stress can cause hypertension and increase risk for heart problems

Problem Focused Coping

Method where you change the stressor or how you respond to it

Emotion Focused Coping

Method used when stressful situation cannot be changed

Internal Locus of Control

Belief in control over own destiny

External Locus of Control

Belief that chance/outside forces control your destiny

Learned Helplessness

Mindset where uncontrollable events lead to passive resignation

Benefits of Social Support

Promotes health and happiness, boosts immune system, reduces blood pressure, and lowers stress hormone levels

Effective Coping Methods

Ways to reduce stress

Include meditation, diet control, exercise, nutrition, and social support

Positive Psychology

Study of strengths that promote flourishing

Happiness, gratitude, optimism, and “flow”