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Student Study Guide for Psychology Applied to Work (10th Edition) The Student S

Student Study Guide for Psychology Applied to Work (10th Edition) The Student Study Guide is offered to assist in understanding I/O Psychology. It is not intended to be a substitute for reading the textbook. Each chapter contains the following material: 1. The general theme of the chapter 2. How best to approach studying the material in the chapter 3. An exercise that can be conducted to embellish the text material 4. Five multiple choice test questions and answers 5. Three essay test questions Chapter 1: The Historical Background of I/O psychology 1. This opening chapter explains how the field of I/O psychology relates to the field of psychology in general. The largest part of the chapter is devoted to describing the seven historical eras in the evolution of I/O psychology. 2. In addition to the introductory material, the key to understanding this chapter is to learn the seven eras in terms of their defining influence on the field, especially in terms of key events, activities, and/or people. 3. Exercise: Applying I/O Psychology to Your Last Job The first chapter of your textbook introduced you to the field and history of I/O psychology. If someone asks you what an I/O psychologist does, can you provide a clear answer now? If not, you should review the chapter once again. Also realize your ideas of what an I/O psychologist does will become more concrete and better defined as you continue through your I/O psychology course. As described in the book, an I/O psychologist may be concerned with a wide variety of organizational issues. Following are some of the things an I/O psychologist might do:  develop selection tests to help companies select the best-qualified individual for a position  create performance appraisal systems to assess how workers are performing their jobs  develop training programs to help workers learn and improve on the job  conduct job satisfaction surveys to see if workers are satisfied with their jobs  conduct research to understand problems of turnover, absenteeism, and accidents  design methods to improve communication between workers and management  help employees adjust to rapidly changing conditions  improve productivity by redesigning work  attempt to reduce work/family conflict among employees This exercise will make you think about how I/O psychology might be used in the last job you held (or are working at right now). Then, as you continue learning about I/O psychology, you can keep the example of that job in your mind. If you have never held a job, please ask a roommate, friend, or family member to help you complete this exercise. 1. Describe the most recent job that you have held (or a job you are working at currently). What types of duties did your job entail? 2. How might an I/O psychologist improve your organization? List at least five factors. For example, if you were not prepared very well when you started your job, you might suggest that an I/O psychologist evaluate how workers are trained. Please be very specific and explain each point. 4. Sample multiple-choice questions: 1) Division 14 represents I/O psychologists within the American Psychological Association. The abbreviation for this division is called: a. AGCT b. SIOP c. SHRM d. ASVAB 2) The sub-field of I/O psychology that would most likely examine how employees balance their work and non-work lives is: a. quality of worklife b. training and development c. performance management d. selection and placement 3) The present stage in the history of I/O psychology is referred to as: a. government intervention b. toward specialization c. the information age d. technological change 4) A local company decided to give its employees a chance to voice their opinions through the use of a suggestion system. Employees initially appreciated this opportunity and the productivity in the plant increased significantly. After a few months, however, the novelty of the suggestion system wore off and employees returned to previous levels of performance. This is an example of: a. the Doppler effect b. the Hawthorne effect c. the Supressor effect d. the Conundrum effect 5) The main goal of Title VII of the Civil Rights Act of 1964 was to: a. encourage the use of tests in the selection procedure b. reduce unfair discrimination against minorities c. reduce compensation disparities between men and women d. prohibit age discrimination in the workplace 5. Sample essay questions: 1) Identify and describe the five fields of I/O psychology. 2) Describe the main contributions of each of the founding figures of I/O psychology: Walter Dill Scott, Frederick Taylor, Hugo Münsterberg, and Lillian Gilbreth. 3) Describe the impact of both workforce trends and industry trends on I/O psychology. Chapter 1 Answer Key 1) b 2) a 3) c 4) b 5) b Chapter 2: Research Methods in I/O Psychology 1. Chapter 2 is devoted to discussing how I/O psychologists conduct scientific research to address important theoretical and practical issues in the field. 2. The chapter explains primary and secondary research methods, their strengths and weaknesses, and other issues related to conducting research. There is a process or “flow” to I/O psychology research whose understanding is critical. 3. Exercise: Conducting Research The following is a research study related to industrial/organizational psychology. After you read about research methods in your textbook, identify the research method used, independent and dependent variables, and consider how you might improve or expand upon the study that is described. A researcher wants to understand to what extent the loss of financial resources and an individual’s ability to structure his or her time has on psychological health of people who have lost their jobs. In order to answer this question, 100 recently unemployed managers were asked to complete a questionnaire about financial difficulties, time structure, and psychological health. Twenty of the 100 questionnaires mailed out were returned with usable information. Research method: Predictor variables: Criterion variable: Problems limiting generalizability of the findings to understanding unemployment: What other issues relevant to unemployment might the investigator want to study? 4. Sample multiple-choice questions: 1) All of the following are primary research methods EXCEPT: a. experiment b. meta-analysis c. observation d. questionnaire 2) If a researcher quantitatively integrated the results of 40 studies on a given topic, then the research method most likely used was: a. an ethnographic study b. a quasi-experiment c. a meta-analysis d. a qualitative analysis 3) A researcher’s primary role is to: a. discover b. produce c. sell d. manage 4) If you believe that full-time students who also work outside of school have a lower GPA than those students who don’t work, which of the following correlations would you expect to find between the variables Number of Hours Worked per Week and GPA? a. +.05 b. -.02 c. +.78 d. -.50 5) The section of the APA code of ethics pertaining to research was developed to: a. ensure psychology research obtains the desired results b. create a list of objectives to evaluate the quality of research c. protect psychologists from retaliation by disgruntled subjects d. safeguard the rights of research subjects 5. Sample essay questions: 1) Identify the 5 steps of the empirical research process 2) Differentiate among the three goals of science: description, explanation, and prediction. 3) What are the strengths and limitations of meta-analysis as a research method? Chapter 2 Answer Key 1) b 2) c 3) a 4) d 5) d Chapter 3: Criteria: Standards for Making Decisions 1. Chapter 3 is devoted to explaining how I/O psychologists have identified the critical factors defining employee job performance. 2. The chapter consists of three relatively distinct areas: the concept of criteria, work analysis, and the specification of major job performance criteria. Each of the three areas is equally important. 3. Exercise: Work Analysis Project This exercise gives you the opportunity to conduct a mini work analysis. You will derive your work analytic information from one employee in a job of your choice using the interview method. You should choose to interview an employee who works full-time (or over 20 hours per week) in his or her job, and who has worked in his or her job for at least six months. The interview will most likely take one hour or more. You may want to tape record the interview. You should supplement the data derived from the interview with observational information (e.g., watch the person at work, visit the workplace, or look at samples of the person’s work). 1) O*NET Job Description: Go to the O*NET web site and look up the person’s job title. You may have to experiment with different job titles to find a close match. 2) Knowledge, skill, and ability statements: Develop a list of knowledge, skills, and abilities (KSAs) needed to perform the job (include 15-20 KSA statements). Do not just copy the information from the O*NET. Select the ones you believe are most relevant for the job. Write your KSAs clearly, be to the point, and do not be redundant. After you have written your KSA statements, you will need to uploads/Management/ student-study-guide 2 .pdf