Chapter 13: I-O Psychology

work-family balance

occurs when people juggle the demands of work life with the demands of family life

Theory X

assumes workers are inherently lazy and unproductive; managers must have control and use punishments

Theory Y

assumes workers are people who seek to work hard and productively; managers and workers can find creative solutions to problems; workers do not need to be controlled and punished

human factors psychology

branch of psych that studies how workers interact with the tools of work and how to design those tools to optimize workers' productivity, safety, and health

organizational psychology

branch of psychology that studies the interactions between people working in organizations and the effects of those interactions on productivity

transformational leadership style

characteristic of leaders who are charismatic role models, inspirational, intellectually stimulating, and individually considerate and who seek to change the organization

transactional leadership style

characteristic of leaders who focus on supervision and organizational goals achieved through a system of rewards and punishments; maintenance of the organizational status quo

Americans with Disabilities Act

employers cannot discriminate against any individual based on a disability

performance appraisal

evaluation of an employee's success or lack of success at performing the duties of the job

procedural justice

fairness by which means are used to achieve results in an organization

I-O psychology

field in psychology that applies scientific principles to the study of work and the workplace

work team

group of people within an organization or company given a specific task to achieve together

Hawthorne Effect

increase in performance of individuals who are noticed, watched, and paid attention to

checklist

method used to reduce workplace accidents

industrial psychology

studies job characteristics, applicant characteristics, how to match them; also studies employee training and performance appraisal

scientific management

theory of management that analyzed and synthesized workflows with the main objective of improving economic efficiency, especially labor productivity

diversity training

training employees about cultural differences with the goal of improving teamwork

immutable characteristic

traits employees cannot use to discriminate in hiring, benefits, promotions, or termination; these traits are fundamental to one's personal identity (e.g., skin color, hair texture, etc.)

workplace violence

violence or the threat of violence against workers; can occur inside or outside the workplace

downsizing

process in which an organization tries to achieve greater overall efficiency by reducing number of employees

Bona Fide Occupational Qualification (BFOQ)

requirement of certain occupations for which denying an individual employment would otherwise violate the law, such as requirements concerning religion or sex

U.S. Equal Employment Opportunity Commission (EEOC)

responsible for reinforcing federal laws that make it illegal to discriminate against a job applicant or employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40+), disability, or genetic information

sexual harassment

sexually-based behavior that is knowingly unwanted and has an adverse effect on a person's employment status, interferes with a person's job performance, or creates a hostile or intimidating work environment

job satisfaction

degree of pleasure that employees derive from their job

job analysis

determining and listing tasks associated with a particular job

telecommuting

employee's ability to set their own hours allowing them to work from home at different parts of the day