The use of _____ best distinguishes I/O psychology from related fields taught in business college

I/O psychology examines factors that affect the _______ in an organization, whereas business fields

examine the broader aspects of running an organization.

Psychologists involved in _______ study leadership, job satisfaction, and employee motivation.

Psychologists in the area of _______ concentrate on workplace design, man-machine interaction,

and physical fatigue.

Changes in employee behavior that result from an employee being studied or receiving increased  attention from manager is called the: 

According to your text, the most important reason for the reliance on research is that it ultimately:

Hypotheses are based on:

Which of the following is the reason for WHY a study obtains certain results?

Asking "will the results of laboratory research generalize to organizations in the "real world" is related to:

What field research gains in _______ it loses in _______.

Which of the following research methods can determine a cause and effect relationship?

The variable that we expect to change as a result of our manipulation is called the:

Researchers at IBM think that employees who get to chose their own working hours will be more satisfied than those who do not. To test this idea, IBM employees at the Dallas facility are told that they can chose their own hours. Six months later, the satisfaction level of employees in the Dallas facility is compared to employees in the Knoxville facility. The employees in the Knoxville facility are considered the:

A teacher wants to see if there are any differences in the test scores of students who take her exam on the computer and those who take her exam the traditional paper and pencil way. Students with an odd digit at the end of their student ID number are required to take her midterm exam on the computer and those with an even digit are required to take a paper and pencil exam. Her study has a _____ sample with _____.

The gathering, analyzing, and structuring of information about a job’s components, characteristics, and requirements is a process called:

Job analysis can serve as a foundation for:

Promoting people until they reach their highest level of incompetence is called:

Which of the following is not true of job titles?

Which of the following sections in a job description can affect a person's perceptions of the status and worth of a job?

Determining the worth of a job defines:

_______ is the process of determining a job's worth.

If a practitioner gives a math test to a group of participants at two points in time, and finds that the high scorers on the first test are also the high scorers on the second test, the test has demonstrated:

Professor Jenn has created a new measure of intelligence. She administers the test to a number of participants. Two weeks later, she administers the same test to the same people. Professor Lang is examining:

The extent to which items on a test are interrelated and hang together is referred to as:

Split-half reliability, inter-item reliability, Cronbach's coefficient alpha, and the Kuder-Richardson 20 are all measures of:

Beatrice has created a test to measure high school students' math ability. However, she includes only questions on addition and subtraction, even though most high school students also know other procedures (such as division and multiplication). Because her test does not measure everything that should be considered as part of math ability in this group, her test has low:

Aneen wants to know which students will succeed in a gifted program, so she administers a test at the beginning of the year. At the end of the year, she finds that the test results correlate with those students' grades. The test has demonstrated:

Agatha has created a test of organization, and wants to know whether it relates to performance on the job. In this example, Agatha is MOST concerned with:

If a company hires someone without examining his references or background, and that person later commits a crime while working for the company, the company may be held accountable for;

The process of confirming the accuracy of information provided by an applicant is known as

If a previous employer fails to submit pertinent information to an entity that asks it, it may be guilty of

A performance appraisal method in which employees are ranked from best to worst.

A type of objective criterion for measuring job performance by comparing job behavior to a standard.

A rating error in which a rater constantly gives all employees the same score.

Regardless of their real levels of performance, they receive high ratings.

A rating error in which a rater constantly gives all employees the same score.

Regardless of their real levels of performance, they receive low scores.

A rating error in which a rater constantly gives all employees the same score.

Regardless of their real levels of performance, they receive low scores.

A type of rating error in which a rater constantly assigns a medium score to all employees, regardless of their actual performance levels.

This principle states that reinforcement is relative and that a supervisor can reinforce an employee with something that on the surface does not appear to be a reinforcer.

The extent to which people believe that they are responsible for and in control of their success or failure in life.

Employees who have high self-esteem, a high need for achievement, and intrinsic motivation and who are expected to perform well by others are more motivated than their counterparts with low self-esteem and low achievement need who are extrinsically motivated.

Goals are most effective if they are concrete and specific, are of not too high but reasonable difficulty, and are set with the input of the employee.

A measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way they feel about their jobs.

A measure of job satisfaction that yields scores on 20 dimensions.

Satisfied and committed employees are more likely to have better performance, have lower turnover, miss fewer days of work, be more motivated, engage in organizational citizenship behaviors, and be less likely to engage in counterproductive work behaviors

Absenteeism can be reduced using financial incentives and recognition programs.

What should be the first step employers should take to reduce turnover rates of employees?

Which of the following is not part of organizational communication?

Interpersonal communication can be improved with effective listening skills that has six different styles. Which of the following is not part of it?

Written communication can be improved by learning better writing skills and by writing organizational documents at a reading level that matches the reading level of most employees.