Summary: Inleiding In De Arbeids- En Organisatiepsychologie

Read the summary and the most important questions on Inleiding in de arbeids- en organisatiepsychologie

• 1 Werkplek

• 1.2 Tekstboek

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• What are the two equally important aspects of I/O psychologists?

  1. The scientific study of the human side of organizations (research)
  2. Involved in practice, either as consultants or as employees of organizations.

• What are the two major divisions?

  1. The industrial (personnal): tends to take a management perspective of organizational efficiency through the appropriate use of human resources or people. It is concerned with issues of efficient job design, employee selection, employee training and performance appraisal.
  
  2. Organizational: developed from the human relations movement in organizations. It is concerned with understanding behavior and ehancing well-being of employees in the workplace. Organizational topics include employee attitudes, employee behavior, job stress and supervisory practices.

• What is Job Analysis?

  A method for describing jobs and/or the human attributes necessary to perform them.

• What are the three elements that compromise a formal job analysis?

  
  1. The procedure must be systematic
  
  2. A job is broken into smaller units
  3. The analysis results in some written product

• What are the two kinds of job analysis and what is involved?

  
  1. Job-oriented job analysis: provides information about the nature of tasks done on the job. Some methods describe the tasks themselves, and other provide information about characteristics of tasks. Tasks can be devided into a hierarchy:
  - Position: collection of duties that can be performed by a single individual.
  -Duty: a major component of the job
  - Task: complete piece of work that accomplishes some particular objective
  - elements: very specific actions
  
  2. Person-oriented job analysis: provides a description of the characteristics or KSAOs (knowledge, skill, abillity and other characteristics) necessary for a person to successfully perform a particular job.

• What are the eleven uses of job analysis information?

  
  1. Career development
  2. Legal issues
  3. Performance appraisal
  
  4. Recruitment and selection of employees
  5. Training
  6. Setting salaries
  
  7. Efficiency/safety
  8. Job classification
  9. Job description
  10. Job design
  11. Planning

• What are the sources for information by job analysis?

  
  1. Job analysts
  2. Job incumbents (Subject matter experts (SME's): people with detailed knowledgeabout the content and requirements of their own jobs or the jobs they supervise)
  3. Supervisors (SME's)
  4. Trained observers

• How can people provide job analysis information?

  
  1. Perform the job
  2. Observe employees on the job
  3. Interview SME's
  4. Administer questionnaires to SME's

• What is Organizational Citizenship Behavior (OCB)?

  Behavior that goes beyond the core task requirements of the job and is typically beneficial to the organization.

• What two categories of OCB are there?

  1. Altruism is helping another employee or supervisor with a problem, even though it is not required. 
  2. Compliance is doing what needs to be done and following rules.