I I n d u s s t t r i i a l l / / O r g a n i i z a t t i i o n a l l P s s y c h o l l o g y
F i i n a l l E x a m R e e v i i e w
red
Introduction
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What is Industrial / Organizational Psychology?
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The Nature of Work o Work defined o Employees’ needs that are satisfied o The Psychological Contract
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The Nature of Employees: Management Philosophies (The 3 philosophies and the Hawthorne studies)
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Understanding Employee Behavior: Contingency View
The Professional Resume
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Arrangement of Information
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Media Formats
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Resume Embellishment
Research in I/O Psychology
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Applied Research o Typical Goals o Self-Report Research (Questionnaires; Personal Interviews - advantages & drawbacks of each) o Correlational Research
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Correlation Coefficient (Pearson r)
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Basic Research o Goal o Experimental Research (definition & basic elements)
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Two Group Design
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Multiple Groups Design
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Factorial Design
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Psuedoexperiment
Nature & Characteristics of Organizations
 Defining an “Organization”
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Organizational Structure (Hierarchy of Authority, Division of Labor, Span of Control)
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An "Open Systems" View of Organizations
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Organizational Culture o Definition o Dimensions of Organizational Culture (the 6 dimensions) o Other Aspects (Dominant/Subcultures) o How is Culture Communicated? o Does Culture Effect Employee Behavior? (Sheridan research)

Performance Appraisal
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Definition (purpose; timing)
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Possible Measures of Job Performance
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Conceptual Issues (Relevance, Deficiency, Contamination)
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Ratings as a Measure of Job Performance o Common Rating Errors o Reducing Rating Errors o Effects of Ingratiating Behaviors (types of ingratiating behaviors; Watt research)
Job Satisfaction
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Definition as an Attitude
 Major ‘Components’ of Job Satisfaction
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Theories of Job Satisfaction o Two-Factor Theory (definition)
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Herzberg research; Hygiene & Motivator factors o Value (Comparison) Theory (definition)
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Test of Value (Comparison) Theory (McFarlin & Rice research) o Dispositional Theory (definition)
 Test of Dispositional Theory (Cropanzo, James, & Konovsky research)
Employee Motivation
 Definition
 Theories of Motivation (Content and Process Theories) o o
Job Characteristics Theory
 Key Job Characteristics
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Complete Model (characteristics / critical psych. states / outcomes)
Motivating Potential Score
Learning Theory
 Possible Consequences of Behavior (Pos/Neg Reinforcement & Pos/Neg Punishment)
 Observational Learning o o
Equity Theory
 Assumption / Definition
 Inputs / Outcomes
 Basics (Three Possible Results)
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How Do We Restore Equity? (Behavioral & Psychological Reactions)
Equity and Pay Cuts (Greenberg research)
Equity and Office Status (Greenberg research)
Additional Issues (Equity Sensitivity & False Uniqueness)
Expectancy Theory
 Three components and three employee beliefs

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 Pre-Employment Drug Testing o Techniques o An Evaluation of Preemployement Drug Testing (Normand) o Implications
 How Do Recruiters Evaluate Applicants? o o
Policy Capturing Research / Multiple Regression
What Factors Do Recruiters Use to Make Decisions? (Gardner, Kozloski, & Hults research)
Employee Selection – The Selection Interview
 Goals of Selection Interview
 Format of Interaction
 Basic Model of Person Perception o Spontaneous Stage o Deliberative Stage (Confirmation Bias)
 Major Problem
Employee Selection – Validation of Psychological Tests
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Test "Validity" (Basic Psychological View and I/O Psych view)
Test Validation Study (Criterion-Related)
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 o The 4 steps; validity coefficient
Basic Assumptions
Determining a Test Cutoff Score
Outcomes of Selection Decisions o o
Effect of Higher Test Cutoff Score
Effect of Higher Test Validity
Employee Selection
 A Standardized Test o Defining Characteristics
 o Other Considerations
Types of Standardized Tests Used for Employee Selection
Workplace Violence
 Who Commits Violent Acts in the Workplace?
 Who Commits Workplace Homicide?
 Contributing Factors to Workplace Homicide by Employees o Personality, Personal “Triggers,” Workplace “Triggers,” Societal Trends