Industrial Psychology

Study online at https://quizlet.com/_cgh0gs

1. industrial psychology branch of psych that applies principles of psy-

chology in the workplace. enhance dignity and
performance and knowledge of human behavior.
affects people in organization. relies on empiri-
cal data and statistics than clinical judgements

2. industrial approach determining competencies and increasing it

through training

3. organizational approach create structure and culture that motivates em-

ployees to perform well and result to satisfying
work environment

4. personnel psychology a major field of io wherein study areas of job

analysis, recruitment, selection, salary levels,
training employees and performance evaluation

5. organizational psycholo- a major field of io wherein concerned with is-

gy sues of leadership, conflict management, group
process, job satisfaction, process w/in organiza-
tion develop programs like team bldg, employee
powerment

6. ergonomics or human a major field of io wherein concentrates on work-

factors place design, human machine interaction, phys-
ical fatigue and stress

7. 1807 year when appendage of organizational psych

to industrial psych

8. william bryan psychologist who studied telegraphers. examin-

ing skills improve productivity of industrial em-
ployees evolve.

9. 1910 industrial psychology became a special area in

psych

10. walter dillscott published "theory of advertising" (1903) empha-

size the need of psychology in advertising. sec-
ond book "increasing human efficiency in bussi-
1 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs
ness (1911) about loyalty tactics and human
efficiency

11. frederick taylor father of scientific management who improve

industrial efficiency "principles of scientific man-
agement"

12. lillian moller gilbreth female psychologist pioneered industrial man-

agement techniques concerned with human as-
pect of time management. 1st to recognize the
effects of stress and fatigue among workers.
pointed out humans are the most important part
of industry

13. Hugo Munsterburg father of industrial psych. created alpha test.

applied traditional psychology method to indus-
trial setting. published a book "psychology and
industrial efficiency" his famous study "what
makes a safe trolley operator"

14. world war 1 industrial psychology made it's first impact. psy-
chologists were employed to test recruits and
place armies on appropriate positions used the
army alpha and beta test of mental ability.

15. hawthorne experiments most significant research that shows big prob-
lems of production in relation to efficiency. finds
out relationship of lighiting/ illumination to em-
ployees productivity.

16. hawthorne effect positive change in behavior at onset of inter-

vention followed by gradual decline often to the
original level of the behavior prior to intervention.

2 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs
17. psychological corpora- founded by james cattel in 1921 advancing psy-
tion chology and promotes usefulness in industry

18. world war 2 "army general classification test" assess skills

and place draftees and assess skills and abili-
ties of men.

19. major changes in increase of sophisticated statistical techniques

80's-90's and methods for analysis. application of cognitve
psych to industry. interest in effect of family life
leisure activities. increased new methods in se-
lecting employees.

20. criteria evaluative standards by w/c objects, individuals,

procedures or collective are assessed for the
purpose of ascertaining quality.

21. conceptual criterion factors that constitute a successful person as

concieved in a pyschologist mind.

22. actual criterion operational/ the actual standard that researcher

measure or assess.

23. - criteria criteria as standards of decision making

-conceptual criterion
- actual criterion

24. - criterion deficiency forms of relationship between actual and con-

- criterion relevance ceptual criteria
- criterion contamination

25. criterion deficiency actual criteria fail to overlap

26. criterion relevance actual and conceptual criteria coincide

27. criterion contamination part of actual unrelated to conceptual criteria

28. bias actual criteria systematically/consistently mea-

sure something other than the conceptual crite-
ria

3 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs
29. error actual criteria not related to anything at all

30. Job analysis useful in identifying the criteria/performance di-

mensions of a job. content of a job defined in
terms of tasks performed the situation in which
the work performed and human attributes need-
ed to perform the job.process of gathering ana-
lyzing and structuring info about a job's compo-
nents characteristics and requirements.

31. importance of job analy- - writing job description

sis -employee selection
-training
-person power planning
-performance appraisal
-job classification
-job evaluation
-job design
-compliance with legal guidelines
-organizational analysis

32. job description summary of a job describing a job in enough

detail that desicion about selection and training
can be made should be updated on a major
basis result of job analysis procedure serve as
basis for hr activities.

33. sections of job descrip- -job title (describes job)

tion -brief summary (nature & purpose of job)
-work activities (task and activities involved)
-tools and equipment (needed in job)
-job context (working environment)
-work performance (standards of performance)
-compensation info (about salary & other fac-
tors)
-job competencies (ksaos needed)

34. things to consider when -trained staff

preparing for a job analy- -updated job description
sis
4 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs
-random participants w/ job competence
-specified formal/informal tasks

35. in conducting job analy- -identify the task to be performed

sis -write the task statements
-rate the task statements
-determine essential ksaos
-selecting test to tap ksaos

36. interview individual (one on one)

group (large no. of employees)
panel (experts discussing standards of job)

37. direct observation / in- analyst see worker perform the job.
cumbents

38. questionnaire inventory readily available structured/unstructured ques-

tionnaire that acquire existing knowledge about
job info.

39. job participation analyze a job by actually performing it.

40. general info about work -position analysis questionnaire

(other job analysis -job structure profile
method) -job element inventory
-functional job analysis

41. job components inven- info about tools and equipment

tory (other job analysis
method)

42. aet ergonomic job analy- info about work environment

sis procedure

43. peter principle organizations tend to promote employees until

they reach the level at which they are not com-
petent/ highest level of incompetence.

44. competency modeling activity determining specific competency char-

acter of high performance and success in a job.
5 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs

45. job evaluation determine & assess value of jobs in the orga-
nization. determine the level of compensation.
compare jobs in terms of those things that the
organization considers important determinants
of job worth.

46. compensation forms of rewards earned by employees in return

for their labor.

47. a form of compensation in direct financial compensation

wages, salaries, houses,
commissions

48. a form of compensation indirect financial compensation

in benefits, leaves,retire-
ment plan

49. a form of compensation in non financial compensation

career development, op-
portunities for recogni-
tion and advancement

50. a form of pay equity that external pay equity

compares job to other
market they are rewarded
fairly in relation to those
perform similar jobs in
another organization

51. internal pay equity ensure people in jobs are paid accordingly to
employees perceive that they are being reward-
ed according to the value of their jobs w/in orga-
nization.

52. compensable factors use to assess relative value of a job for deter-
mining compensation rates.

53. hay plan hay guide chart profile identity compensable fac-
tors used in determining compensation of man-
agers, executives
6 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs

54. salary survey company send surveys to other organizations

and ask about how much an organization pay
employees

55. a method of job evalua- ranking method

tion wherein it's the sim-
plest form, jobs are usual-
ly arranged from highest
to lowest in each depart-
ment & the department
combined to develop
organizational arrange-
ment.

56. classification method a method of job evaluation wherein predeter-

mined no. of job groups and pays are assigned
to those categorizations

57. a method of job evalu- factor compensation method

ation wherein systematic
& scientific job is ranked
into components, pay will
be assigned in comparing
weights factors required
for the job

58. a method of job evalua- point method

tion wherein jobs are ex-
pressed in key factors w/c
is equivalent into points
then scores are summed
up to determine the wage
rate for the job

59. job performance criteria success in a certain job depend on how that job
contributes to overall success of the organiza-
tion

60. objective
7 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs
a type of performance
criteria that sets factors
used to assess job perfor-
mance that are objective /
factual in character

61. subjective a type of performance criteria that assess job

performance that are product of intuitive rating
of factors

62. major job performance -production

criteria -sales
-tenure/turnover
-absenteism
-accidents
-theft
-counter productive workplace behavior
-customer service behavior

63. recruitment process of attracting people w/ right qualifica-

tions to apply for a job

64. recruitment form that pro- internal

mote someone from the
organization

65. recruitment form that external

hires someone outside
the organization

66. a method of recruitment newspaper ads

where respond by calling,
apply in person, send re-
sume to blind box

67. a method of recruitment electronic media

where it is advertise in tv,
radio stations

68. situation wanted ads

8 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs
a method of recruitment
where placed by appli-
cants rather than organi-
zation

69. a method of recruitment point of purchase method

where advertising where
in the job vacancy notices
are posted places where
customers likely to see

70. type of recruiter you see campus recruiters

in colleges

71. type of recruiter sends in- virtual job fairs

stant message

72. type of recruiter for pub- outside recruiter

lic employment agencies,
executive search firms

73. employee referrals employee recommends family/ friends for spe-

cific job opening.

74. direct mail obtain a mailing list & sends help wanted em-
ployer based websites, internet recruiter.

75. job fairs provide info in personal fashion as many appli-

cants as possible

76. realistic job preview giving an applicant an honest assessment for a

job

77. expectation lowering pro- lowers applicants expectations in general

cedure

78. characteristic of effective -valid

employee selection tech- -reduce chance of legal challenge
nique -cost effective

9 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs
79. selection techniques recruit people with right skills. lower spending
time &money inrecruiting.

80. (types of interview) based scoring system, source of questions

on structure

81. unstructured free to ask any question

82. structured question is a job analysis standardized scoring

system

83. (types of interview) base determined by the no. of interviewers/ intervie-

on style wees

84. (types of interview) base they are done in person like face to face, tele-
on medium phone, video conference or written interview

85. a type of interview ques- clarifiers

tion clarifies info in re-
sume, fills gaps & obtain
info

86. a type of interview ques- disqualifiers

tion goes in a particu-
lar manner, applicant may
not be qualified

87. a type of interview ques- skill level determinance

tion interviewees level of
expertise

88. a type of interview ques- future focused questions

tion "situational ques-
tions"

89. a type of interview ques- past focused questions

tion patterned behav-
ior description interview
asked about their previ-
ous jobs.
10 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs

90. a type of interview ques- organizational fits questions

tion applicant will fit into
the culture of an organiza-
tion or leadership style of
a supervisor

91. a way of scoring where right wrong approach

applicable skill determi-
nants

92. a way of scoring where typical answer approach

list of possible answers
for question rate the fa-
vorableness

93. key issues approach a way of scoring where _________ should be

included in perfect answers

94. cover letters tells the employer that your enclosing your re-
sume to apply job

95. summaries of an appli- resume

cant's professional & ed-
ucational background

96. a good resume should be attractive & easy to read

don't contain mistakes like grammar, spelling
typing

97. types of resume -chronological (previous-recent jobs)

-functional (based on skill)
-psychological (combination of chrono&func-
tional)

98. product image To be distinguised in terms of images, symbols,

or feelings

99. organization citizenship Employees are motivated to help the organiza-

behavior tion and co-workers by doing the little things they
are not required to.
11 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs

100. golem effect Low expectations placed upon individuals set by

supervisors.

101. development _______ is oriented in broadening an individual

skills for future responsibilities.

102. valence The extent to which an employee values a par-

ticular consequence.

103. external locus of control. Destiny and lucky charms are example of
________

104. Competency modeling Determining the specific competencies that are

characteristic if high performance and success
in a job

105. job knowledge test measure how much a person know about the job

106. ability test used when applicants are not expected to know
how to perform the job at the time of hire

107. cogintive ability numerical facility, oral and written comprehen-

sion. general learning

108. perceptual ability consist of vision, color discrimination

109. psychomotor ability finger dexterity, control precision, response con-

trol, reaction time

110. physical ability jobs require strength and stamina

111. work samples applicant perform the actual jobs-related task

112. assessment centers a selection technique characterize by the use

of multiple assessment methods that will allow
multiple assessors to observe applicants simu-
lated job task

113. ways in measuring applicant's experience

12 / 13
 Industrial Psychology
Study online at https://quizlet.com/_cgh0gs
1. reference checks
2. interviews
3. bio data
4. resume

114. bio data selection method that considers applicant's life,

school, military, community and work

115. experience ratings of ap- consider amount of experience, level of per-

plication formance demonstrated during previous experi-
ences and how related is the experience to the
current job.

116. test of normal personality measure the traits exhibited by the normal indi-
vidual's everyday life.

117. objective test structured scoring so the respondent is limited

to a few answers that will be scored using stan-
dardized ways

118. interest inventories vocational interest of the applicant

119. strong interest inventory most commonly used interest test which ask
individuals to indicate whether they like or dislike
325 items such as bargaining, repairing electri-
cal wirings and taking responsibility

120. integrity test also called honesty test which tells an employ-
er the probability that an applicant would steal
money or merchandise

121. over integrity test based on premise that a person's attitude about
theft in society as well as previous theft behavior
will predict his future honesty

122. personality-based integri- were general in that they tap a variety of person-
ty test ality traits thought to be related in a wide range
of counter productive behavior

13 / 13