IOP Part III

Industrial/Organization Psychology is defined as

• The study of human behavior in private and government offices.

• A branch of Psychology that applies the principles of Psychology to the workplace.

• The study and practice of analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance.

• The study of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within an organization.

Danelle, a full-time employee at Nakakapagpabagabag University has been experiencing difficulties in dealing with her officemates and other staff at her office. This issue is dealt with what branch of I/O Psychology?

• Personnel Psychology

• Organizational Psychology

• Social Psychology

• Conflict Psycholog

As a basis for promotion, retention and extension of services, the HR Assistant conducts employee evaluation every semester. This activity is specifically done by HR professionals involved in

• Personnel Psychology

• Organizational Psychology

• Social Psychology

• I/O Psychology

The study of people's efficiency in their working environment is what subfield of I/O Psychology?

• Personnel Psychology

• Organizational Psychology

• Ergonomics

• Facilities Study

When your employer told you that your task is to gather data to determine the work activities, the conditions under which they are performed, and the competencies needed to perform the tasks, you become fully aware that your specific task is to conduct:

• Job Evaluation

• Job Analysis

• Job Bawokiz

• Job Research

Job description is a brief, two- to five-page summary of the tasks serves as the basis for many HR activities, including the following, except:

• Evaluation

• Training

• Employee Selection

• Benefit Evaluation

It is essential that job title must be accurate to be able to reflect the true nature of the work done by an employee. Which among the following is least likely a possible effect of job title that is accurate?

• Changed perceptions of the status and worth of a job.

• More tasks assigned

• Increased or decreased esteem

• Broader knowledge of the employee whether his/her skills match those required for job or not.

This section contains the necessary KSAOs to be successful on the job.

• Job Competencies

• Job Requirements

• Job Context

• Job Characteristics

KSAOs stands for

• Knowledge, Skills, Aptitude, and Other characteristics

• Knowledge, Skills, Abilities, and Other characteristics

• Knowledge, Skills, Acuity, and Other characteristics

• Knowledge, Skills, Aptitude, and Open-mindedness

One of the difficulties encountered in maintaining the stability of specific tasks performed by a particular employee is the application of informal changes that employees make in their jobs. This is also known as

• Job Modification

• Job Crafting

• Job Revision

• Job Analysis