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i-o psychology
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the application of psychological principles, theory, and research to the work setting.
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i-o psychology
the application of psychological principles, theory, and research to the work setting.
an association to which many i-o psychologists, both practitioners and researchers, belong. Designated as Division 14 of the American Psychological Association. Society for industical organiztaional psychology
personnel psychology
field of psychology that addresses issues such as recruitment, selection, training, performance, appraisal, promotion, transfer, and termination.
Human resources management
practices suc as recruiting, selection, retention, training, and development of people in order to achieve individual and organizational goals.
organizational psychology
field of psychology that combines research from social psychology and organizational behavior and addresses the emotional and motivational side of work
human engineering
the study of the capacities and limitations of humas with respect to a particular environment
scientist-practitioner model
a model that uses scientific tools and research in the practice od i-o psycholgy
quarterly newsletter published b the Society for Industrial and Organizational Psychology: provides i-o psychologists and those interested in i-o psychology with the latest relevant infromation about the field
wefare-to-work program
program that requires individuals to work in return for government subsidies
accomplishing work tasks fom a distant location using electronic communication media
virtual team
team that has widely dispersed members working together toward a common goal and linked through computers and other technology
Stanford-Binet test
a well known intelligence test designed for testing one individual at a time. Originally developed by Alfred Binnet and Theodoore Simon in 1905, the Binet-Simon test was updated starting in 1916 by Lewis Terman and colleagues at Stanford University, which led to the test's current name
Scientific management
a movement based on principles developed by Frederick W. Taylor who suggested taht there was one best and most efficient way to perform varios jobs.
Time and motion studies
studies that broke every action down into its constituent parts, timed those movements with a stopwatch, and developed new and more efficient movements what would reduce fatigue and increase productivity
Revery obsession
Austrailian pschologist Elton Mayo propsed taht this mental state resulted from the mind numbing, repetitive, and difficult work that characterized US factories in the early 20th century, causing factory workers to be unhappy, prone to resist management attemts to increase productivity, and sympathetic to labor unions.
Hawthorne studies
research done at the Hawthrone, Illionis, plant of the Western Electric Company taht began as attempts to increase productivity by manipulating lighting, rest breaks, and work hours. This research shoed the important role that workers' attitudes palyed in productivity.
Human Relations Movement
the results of the Hawthrone studies ushered in this movement, which focused on work attitudes and the newly discovered emotional world of the worker.
Title VII of the Civil Rights Act of 1964
Federal legislation that prohibits employment discrimination on the absis of race, color, religion, sex, or national origin, which define what are known as protected groups. Prohibits not only intentional discrimination, but also practices that have the unintentional effect of discriminationg agaist individuals because of thier race, color, national origin, religion, or sex.
the major professional organization fro psychologists of all kinds in the US
a system in which individuals share meanings and common ways of viewing events and objects
west versus the rest mentality
tendency for researchers to develop theories relevant to US situations, with less concern given to thier applicability in other countries
manager or professional assigned to work ina loacation outside his or her home country
collectivicst culture
a culture that values the group more than the individual
individualist culture
a culture that values the individial more than the group
the degree to which individuals are expected to look after themselves versus remaining intergrated into groups
power distance
the degree to which less powerful members of an organization accept and expect an unequal distribution of power
uncertainty avoidance
the extent to which members of a culture feel comfortable in unstructured situations
the distribution of emotional roles between the genders with the masculine role being seen as tough and the feminine role as being tender. Masculine cultures tend to emphasize accomplishment and technical performace while feminine cultures tend to emphasize interpersonal relationships and communication
long term versus short term orientation
the extent to which members of a culture expect immediate versus delayed gratification of ther material, social, and emotional needs
horizontal culture
a culture that minimzes distances between individuals
vertical culture
a culture that accpets and depends upon distances between individuals.

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