Industrial-Organizational Psychology (Psychology)

Recall cards on industrial and organizational (I-O) psychology: how work affects human behavior and how human behavior affects work. The three subfields (industrial, organizational, and human factors psychology) and the field's history: Munsterberg, Cattell's Psychological Corporation, the Army Alpha and Beta tests, the Hawthorne studies and the Hawthorne effect, Lewin's group dynamics, Taylor's scientific management, and Lillian Gilbreth. Industrial psychology: job analysis (task-oriented versus worker-oriented), KSAs, O*NET, structured versus unstructured interviews, training and mentoring, 360-degree feedback, and the employment law that governs selection (the EEOC, Title VII, the Equal Pay Act, the ADA, Griggs v. Duke Power Co., and bona fide occupational qualifications). Organizational psychology: job satisfaction, organizational citizenship behaviors, Theory X and Theory Y, transactional versus transformational leadership, organizational culture, virtual teams, strengths-based management, sexual harassment, and workplace violence. Human factors psychology (ergonomics): designing the human-machine interface for productivity, safety, and health, and checklists that reduce human error.