Overview of I-O Psychology, Job Analysis & Evaluation Methods Flashcards

Overview of I-O Psychology, Job Analysis & Evaluation Methods Flashcards
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Qualitative Research

The kind of research that does not deal with numbers or data. If you speak with people or observe the way they act, it is this research.

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Frederick W. Taylor

He played a key role in getting industrial-organizational (IO) psychology out of academia and into actual use by business organizations.

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Psychological Corporation

This organization was started by James Cattell. It was designed to connect industry and psychology.

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Organizational Psychology

The field of psychology that studies employee and business relationships and how these connections impact a business' performance as well as an employee's job satisfaction.

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Industrial Psychology

This field focuses on providing descriptions of the requirements for jobs. It may be used when matching these descriptions to possible workers.

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Industrial and Organizational (I-O) Psychology: Subfields

Industrial psychology

Organizational psychology

Human factors psychology

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Globalization: Impact of the Internet

This technology helps facilitate the global workforce by allowing businesses to set up virtual teams with employees who are not close to one another.

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Globalization: Inclusiveness

The practice of bringing ideas from other cultures into your business. This can be accomplished by hiring employees from new places, which helps businesses relate to new nations.

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Hugo Munsterberg

This psychologist helped connect psychology to organizational behavior, leading to improvements in the productivity of workers.

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Organizational Behavior (OB): Influence of Sociology

This field impacted organizational behavior by focusing on the roles that individuals hold inside of a group.

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21 cards in set

Flashcard Content Overview

Go over approaches to job design by accessing the flashcards in this set. You can review tools used in job analysis, such as:

  • Occupational Information Network (O*NET)
  • Position Analysis Questionnaire (PAQ)
  • Intelligence / Psychometric Tests

These cards also cover both qualitative and quantitative research. You'll also be able to focus on the subfields of industrial and organizational (I-O) psychology. Additionally, organizational behavior and the impact of globalization are addressed by this set of flashcards.

Front
Back
Organizational Behavior (OB): Influence of Sociology

This field impacted organizational behavior by focusing on the roles that individuals hold inside of a group.

Hugo Munsterberg

This psychologist helped connect psychology to organizational behavior, leading to improvements in the productivity of workers.

Globalization: Inclusiveness

The practice of bringing ideas from other cultures into your business. This can be accomplished by hiring employees from new places, which helps businesses relate to new nations.

Globalization: Impact of the Internet

This technology helps facilitate the global workforce by allowing businesses to set up virtual teams with employees who are not close to one another.

Industrial and Organizational (I-O) Psychology: Subfields

Industrial psychology

Organizational psychology

Human factors psychology

Industrial Psychology

This field focuses on providing descriptions of the requirements for jobs. It may be used when matching these descriptions to possible workers.

Organizational Psychology

The field of psychology that studies employee and business relationships and how these connections impact a business' performance as well as an employee's job satisfaction.

Psychological Corporation

This organization was started by James Cattell. It was designed to connect industry and psychology.

Frederick W. Taylor

He played a key role in getting industrial-organizational (IO) psychology out of academia and into actual use by business organizations.

Qualitative Research

The kind of research that does not deal with numbers or data. If you speak with people or observe the way they act, it is this research.

Quantitative Research

This type of research depends on hard data and numbers. It can be used to monitor behavioral trends.

Equal Employment Opportunity Commission (EEOC)

This agency is responsible for enforcing laws related to employment in the U.S.

Equal Employment Opportunity Commission (EEOC): 80% Rule

This rule states that members of a protected class experience disparate impact if businesses hire class members below this percentage in comparison to other groups.

Occupational Information Network (O*NET)

A job analysis tool that can be used to perform cross-job comparisons. It can also show characteristics or requirements, such as education, specific to an occupation.

Position Analysis Questionnaire (PAQ)

This job analysis tool can be used to measure an employee's output, mental processes or interpersonal relationships.

Americans with Disabilities Act (ADA)

This law requires businesses to provide reasonable accommodations to employees with disabilities.

Intelligence / Psychometric Tests

These are used in order to measure the cognitive abilities of employees or their aptitude for different vocations.

Job Design

This focuses on providing an in-depth description of the scope and responsibilities of a job. This can ensure that workers aren't over or underloaded.

Job Design Approaches: Engineering

This approach to job design is very task-based. It is also highly detailed.

Job Design Approaches: Human

The job design approach that is concerned with employee achievement and growth.

Internal Placement Initiatives

These focus on moving employees who already work for a company into new positions. They can help alleviate turnover.

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