Test Bank For Psychology and Work Today, 10th Edition

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Instructor’s Manual and Test BankforSchultz and SchultzPsychology and Work TodayTenth Editionprepared byBrian J. O’LearyThe University of Tennessee at Chattanooga

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TABLE OF CONTENTSContentsiiiPrefaceivPART ONE.THE PRACTICE OF INDUSTRIAL-ORGANIZATIONALPSYCHOLOGYChapter 1.Principles, Practices, and Problems1Chapter 2.Techniques, Tools, and Tactics18PART TWO.THE DEVELOPMENT OF HUMAN RESOURCESChapter 3.Employee Selection Principles and Techniques41Chapter 4.Psychological Testing73Chapter 5.Performance Appraisal99Chapter 6.Training and Development127PART THREE.ORGANIZATIONAL PSYCHOLOGYChapter 7.Leadership150Chapter 8.Motivation, Job Satisfaction, and Job Involvement178Chapter 9.The Organization of the Organization208PART FOUR.CHARACTERISTICS OF THE WORKPLACEChapter 10.Working Conditions233Chapter 11.Safety, Violence, and Health in the Workplace258Chapter 12.Stress in the Workplace286PART FIVE.ENGINEERING PSYCHOLOGYChapter 13.Engineering Psychology313PART SIX.CONSUMER PSYCHOLOGYChapter 14.Consumer Psychology338

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PREFACEI am delighted to present the Instructor’s Manual to accompany the tenth edition ofPsychology and Work Today, byDuane Schultz and Sydney Ellen Schultz. My goal for this edition was to build on the excellent efforts of those whoprepared its previous incarnations and reflect the many changes made to the current edition of the text. To this end, Ihave updated the learning objectives, definitions of key terms, answers to the review questions at the end of eachchapter, the practical exercises, and test questions (true-false, short answer, and multiple choice).In addition, I have added aLecture Outlinesection which provides the contents of the accompanying PowerPointslides for each chapter in Word format to enhance ease of use and reference. I also included aWebsitesection thatprovides a list of relevant websites for each chapter. Finally, I worked on formatting to improve the overallreadability of the manual.For any additional accompanying support materials, including PowerPoint slides, please contact your Prentice Hallrepresentative for instructor support, or go www.pearsonhighered.com.Best regards,Brian J. O’Leary, PhDAssociate Professor of Industrial Organizational PsychologyDepartment of PsychologyThe University of Tennessee at Chattanooga615 McCallie Avenue, #2803Chattanooga, TN 37403boleary@utc.edu

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Schultz & Schultz 10e1Chapter 1CHAPTER 1Principles, Practices, and ProblemsLEARNING OBJECTIVESAfter reading and studying Chapter 1, students should be able to:•Describe Industrial-Organizational (I-O) psychology, what I-O psychologists do, and where they work.•Outline the scope and history of I-O psychology.•Understand how I-O psychologists conduct research.•Identify the major areas of I-O psychology.•Explain the contemporary challenges facing I-O psychologists.•Know what they can do with an I-O major.•Describe the problems faced by I-O psychologists.LECTURE OUTLINEWhy Do We Work?Is it just about the money?What else is there?Personal satisfaction, fulfillment, and pride of accomplishmentEmotional security, self-esteem, and contentmentIdentity and status, friendships and belongingWhat is I-O Psychology?Def. - The application of the methods, facts, and principles of psychology to people at work.It is a SCIENCEDeals with observable behaviorBehaviors reflect underlying psychological processesEmpiricalin its approach to researchObjectivein its methods and resultsTopics of Interest for I-O PsychologistsHuman Resources DevelopmentSelectionTestingPerformance appraisalTraining & DevelopmentOrganizational PsychologyLeadershipMotivation, satisfaction, InvolvementOrganization

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Schultz & Schultz 10e2Chapter 1Workplace CharacteristicsWorking conditionsSafety, violence & healthStressEngineering PsychologyConsumer PsychologyResearch Methods used by I-O PsychologistsObserve the behavior of employees on the job under well-controlled and systematic conditionsRecord behavioral responsesVary the conditions and measure resulting changesLook, listen, measure, and record according to scientific methodThe Pioneers of I/OWalter Dill Scott (1869-1955)First to apply psychology to advertising, employee selection, & managementWrote Theory and Practice of Advertising (1903)Formed first consulting company in Industrial Psychology (1919)Hugo Munsterberg (1863-1916)The Psychology of Industrial Efficiency (1913)Goal of improving worker efficiencyUsed tests to measure skills and match workers to jobsConducted research in the workplaceWrongfully accused of being a German spy in WWIPsychological Testing in WWIWWI marked the emergence of I-O psychology as an important disciplineTestingArmy AlphaFor recruits who could read & writeArmy BetaFor recruits who couldn’t read or speak EnglishPersonal Data SheetTo detect neurotic tendenciesOfficer & pilot selection tests

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Schultz & Schultz 10e3Chapter 1The Hawthorne StudiesWestern Electric Co. Hawthorne WorksLong-term study begun in 1924Studied effects of work environment on employee efficiencyFindings:Social & psychological factors in the work environment had the potential to effect organizational outcomesas much or more than physical factorsOpened up new areas of researchLeadership, informal groups, attitudes, communications, motivation, satisfactionCriticized for lack of scientific rigorWWII and Engineering PsychologyMore than 2000 psychologists contributed to the war effortFocused on testing, classifying and training millions of recruitsComplex weapons sparked engineering psychologyHuman abilities and limitationsEquipment designWork-place designIncreased stature of I-O to Government and BusinessContemporary I/OConcern with organizational issuesHuman relationsLeadershipMotivationJob satisfactionOrganizational structure and climateDecision makingChallenges for I-O PsychologyVirtual workplace and virtual workersContingent or temporary workersWorker involvementTechnological advancesWorker literacyGlobalizationIncreasing demographic diversityGenerational differences in values

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Schultz & Schultz 10e4Chapter 1What Are Marketable Skills of I-O Psychologists?Psychological testing, and survey construction and validationHuman resources selection and placementPerformance appraisalFair employment practicesEmployee trainingWhat Can You Do With a Psychology Major?50% work for private corporationsMost are in managerial positionsThe rest work in sales, human resources, training, and other staff functions15% are employed by government agencies14% find jobs in education12% run their own businesses9% work for charitable organizations.Types of Jobs for I-O PsychologistsHuman Resources ConsultantMarket ResearchAssessment CentersManager of Psychological ServicesOrganizational Planning and DevelopmentTrainingAcademicsAnnual Income for I-O PsychologistsMasters DegreeMedian: $79,000All Psychologists Median: $74,000PhDMedian: $98,500All Psychologists Median: $55,000Problems Faced by I-O PsychologistsFraudulent practitionersCredentials and certificationCommunication with managementResistance to new ideasResearch versus application?KEY TERMS (p. 22)Industrial-Organizational (I-O) psychology– the application of the methods, facts, and principles of thescience of behavior and mental processes at work. (p. 7)

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Schultz & Schultz 10e5Chapter 1Hawthorne studies– a long-term research program at the Hawthorne, Illinois, Western Electric Company plant.It documented the influence of a variety of managerial and organizational factors on employee behavior. (p. 8)WEBSITES•The Society for Industrial Organizational Psychology - http://www.siop.org•The American Psychological Association - http://www.apa.org•The Industrial Psychologist - http://www.siop.org/tip/tip.htmREVIEW QUESTIONS (pp. 22-23)1.Describe some ways in which the kind of work you do affects your life off the job.This question provides students an opportunity to address concepts and themes that relate to the course content.2.How will the findings of I-O psychologists influence the way in which you perform your job? (pp. 5-6)•I-O influences performance through research on a variety of processes, including:•Recruitment•Selection•Training•Ergonomics and Safety•Job attitudes such as job satisfaction•Absenteeism, tardiness and turnover3.How does I-O psychology influence everyday life, even away from work? (p.3)•Enjoyment of a job can result in:•Personal satisfaction, fulfillment and pride of accomplishment•Emotional security, self-esteem and contentment•A sense of identity, status, friendships and positive social experiences•Single most reliable predictor of a long life is job satisfaction•Unhappiness with job can result in:•Tedium, monotony and physical hazards•Stress, anxiety and dissatisfaction which leads to long-term physical and emotional health issues•Work dissatisfaction can bring discontent home that is inflicted on family and friends4.Give examples of ways in which I-O psychology can save money for your employer. (p. 6)•Reduce absenteeism•Reduce turnover of personnel•Improve communication between management and workers•Enhance job satisfaction•Ensure the hiring of only the best qualified applicants for a job

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Schultz & Schultz 10e6Chapter 15.Explain how psychology as a science deals with aspects of behavior such as motivation, emotion, andintelligence, which cannot be objectively observed. (p. 7)•They observe the behavior of employees on the job under well-controlled and systematic conditions•They record behavioral responses such as the number of parts produced each hour on an assembly line•They vary the conditions under which a job is performed and measure any resulting differences inperformance.6.How did World War I influence the development of I-O psychology? (p. 8)•WWI marked the emergence of I-O psychology as an important discipline•Intelligence Testing•Army Alphafor recruits who could read and write•Army Betafor recruits who couldn’t read or speak English•Personal Data Sheet•A personality test designed to detect neurotic tendencies in officer and pilot candidates7.In what ways did the following individuals contribute to the development of I-O psychology? (pp. 7-10)•Walter Dill Scott•First to apply psychology to advertising, employee selection, and management•Wrote Theory and Practice of Advertising (1903)•Hugo Münsterberg•Wrote The Psychology of Industrial Efficiency (1913)•Goal of improving worker efficiency•Used tests to measure skills and match workers to jobs•Conducted research in the workplace•Elton Mayo•HeadofHarvard’s Department of Industrial Research•Conducted the Hawthorne studies at the Western Electric plant in Hawthorne, IL, which documentedthe influence of a variety of managerial and organizational factors on employee behavior8.Explain how the results of the Hawthorne studies opened new areas for I-O psychologists to explore. (p. 10)•Begun in 1924, the Hawthorne studies examined effects of work environment on employee efficiency•Found that social and psychological factors in the work environment were of potentially greater importancethan physical factors•Opened up new areas in leadership, the formation of informal groups among works, employee attitudes,and communication patterns•Also identified managerial and organizational variables influencing efficiency, motivation, and satisfaction

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Schultz & Schultz 10e7Chapter 19.Describe the impact of World War II on the development of I-O psychology. (p. 10)•Brought more than 2000 psychologists directly into the war effort•Major contribution was the testing, classifying, and training of millions of military recruits•New skills were required to operate sophisticated aircraft, tanks, and ships, and military needed to identifycapable people•Success in these areas helped business recognize the value of I-O to the workplace10.What are some advantages and disadvantages of electronically connected virtual workplaces? (pp. 10-11)•Advantages•Work offsite and reduce costs of physical plant•Communication through a variety of media•Instant access to information wherever there is internet access•Disadvantages•Workers expected to work or be available well beyond regular work hours•Tethered to the office – 24/7 culture11.In what ways can the hiring of temporary workers affect a company’s full-time employees? (p. 11)•According to Davis-Blake, Broschak, and George (2003):•Use of contract workers resulted in a decrease in the full-time workers’ loyalty to the organization•Full-time workers also reported that their relations with management had deteriorated•Full-time workers expected to train temps and hold them accountable for tasks performed by temps,increasing both workload and responsibility for full-timers•Full-time employees believed they had more prestige and a more demanding workload than temps(DeCuyper & DeWitte, 2006)12.How have the trends toward virtual employees, virtual workplaces, and globalization changed the ways inwhich jobs are performed? (pp. 10-13)•The virtual workplace is one where employees operate remotely from each other and from managers;employees often work off-site; telecommuting is frequent; workers need to be skilled in informationtechnology and information management; workers are often expected to work or be available beyond thenormal working hours; 37 percent of I-O psychologists point to the impact of technology and Internet-related developments as the most important future trend in the field.•Workers expect more involvement and participation; managers no longer can rule by command; now theyfunction more as guides and leaders.•There is a radical change in the application of technology to enhance productivity.•Many corporations are outsourcing jobs overseas, leaving workers unemployed at home. Workers will needto continually upgrade skills.

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Schultz & Schultz 10e8Chapter 113.What challenges does the changing ethnic composition of the U.S. workforce offer for I-O psychologists?(pp. 14-15)•Changes in selecting and training workers•Redesigning jobs and equipment•Refining management practices•Raising morale•Dealing with health and safety issues14.Distinguish between the four generations in today’s workforce. (pp. 14-15)•Silent Generation (1922-1945)•Nearing end of working careers or retired, but retain positions of power•Tend to be hardworking, respectful of authority, and loyal to their employer and expect loyalty inreturn in terms of retirement benefits•Typically worked for only one or two employers•Baby Boomers (1946-1964)•Largest generation•Had to become extremely competitive to find jobs and promotions•Workaholics who sacrificed family for pay and promotions•Generation X (1965-1979)•Products of Boomer parents•Deliberately avoiding path of parents•More open to non-traditional work•Sophisticated users of computer technology•Likely to question authority and value autonomy and independence in work and private lives•Generation Y (1980-?)•Will constitute almost half of workforce by 2012•The “most praised” generation•Self-centered and require constant adulation, feedback and recognition from bosses (Zaslow, 2007)•Entrepreneurial and want meaningful work right away•Would rather have free time than money•Feel little loyalty and switch jobs frequently•Want work and co-workers to be fun15.Describe some of the characteristics of your generation. Do you think this is a fair description of yourself?This question will elicit a variety of perspectives, particularly if members of multiple generational groups arerepresented in your class

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Schultz & Schultz 10e9Chapter 116.What kinds of jobs could you obtain with a bachelor’s degree in psychology? Suppose you earned a PhD in I-Opsychology; for what kinds of jobs would you be qualified? (pp. 15-16)•Bachelor’s degree – find professional jobs in their specialty areas at competitive salaries in industry,government, consulting firms, and research organizations.•Higher positions in businesses and universities typically require a PhD•Median Salaries (2007)•Master’sdegree – $79,000 (vs. $55,00 for all Psychology Masters)•Doctoraldegree – $98,500 (vs. $74,000 for ally Psychology PhDs)17.What unique problems do I-O psychologists face in today’s workplace? Which of these problems do you thinkis the most serious? (pp. 17-19)•Fraudulent practitioners•Need for credentials and certification•Communication with management (getting management to understand and listen)•Worker resistance to new ideas18.Describe the controversy between research and application. (pp. 19-20)•Research is often seen as too technical and difficult to apply•Researchers seen as interested in theory and methods, not practical application•Research is often not oriented toward real-world problems•Psychologists who work for organizations know that research and application are interdependent•Organizations are often looking for a quick fix; research “takes too long”PRACTICAL EXERCISES1.Have students go online with the American Psychological Association (www.apa.org) and the Society forIndustrial and Organizational Psychology (www.siop.org) to find and report information relating to:•Student membership•Society for Industrial-Organizational Psychology•Division of Military Psychology•Division of Applied Experimental and Engineering Psychologists•Society for Consumer Psychology•Job market for I-O psychologists (find three jobs each that would be of interest)

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2.To generate discussion relating to I-O psychology (and the organization of the text), ask students to rate theirinterest in the following topics. Scores can be posted on the black/white board, medians then can be plotted, andindividual differences in interests noted and discussed. This is a good way to introduce and preview the course(and find out about student interest and motivation).(1)VeryDisinterested(2)SomewhatDisinterested(3)Neutral(4)SomewhatInterested(5)VeryInterestedResearch methods - Ch. 2Employee selection principles &techniques - Ch. 3Psychological testing - Ch. 4Performance appraisal - Ch. 5Training & development - Ch. 6Leadership - Ch. 7Motivation, job satisfaction, & jobinvolvement - Ch. 8The organization of theorganization - Ch. 9Working conditions - Ch. 10Safety, violence, & health in theworkplace - Ch. 11Stress in the workplace - Ch. 12Engineering psychology - Ch. 13Consumer psychology - Ch. 14

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Schultz & Schultz 10e10Chapter 1CHAPTER 1 TEST ITEMSTRUE-FALSE1.Work contributes to an employee’s self-esteem and emotional security. (T, p. 3)2.If the methods and findings of I-O psychology are used improperly by management or are misunderstood byemployees, they can do more harm than good. (T. p. 5)3.I-O psychology began in the early 19thcentury. (F, p. 10)4.Hugo Münsterberg is the author ofThe Psychology of Industrial Efficiency(1913). (T, p. 8)5.The Army Alpha was designed to detect neurotic tendencies in WWI recruits. (F, p. 8)6.The Army Beta was designed for WWI recruits who could not read English. (T, p. 8)7.WWI marked the emergence of I-O psychology as an important discipline. (T, p. 8)8.The Hawthorne Studies found that physical factors were more important than social factors in contributing towork performance. (F, p. 9)9.The complex weapons used in WWII sparked the development of engineering psychology. (T, p. 10)10.The use of temporary workers can have negative effects on the organization’s full-time employees. (T, p. 11)11.The concept of globalization results in shifting jobs to places with lower labor costs. (T, p. 13)

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Schultz & Schultz 10e11Chapter 112.Most I-O masters degree graduates find professional jobs in their specialty areas at competitive salaries.(T, p. 15)13.The median income for I-O psychologists with a master’s degree is lower than the median for all psychologistswith a similar degree. (F, p. 16)14.More than half of doctoral candidates receiving a PhD in I-O psychology today are women. (T, p. 16)15.The number of women receiving degrees in I-O psychology has decreased over the last decade. (F, p. 16)16.SIOP takes the position that I-O psychologists should be licensed. (F, p. 19)17.Employees always welcome the changes that are developed and implemented by I-O psychologists. (F, p. 19)18.The fundamental issue confronting I-O psychologists working in the private sector is that research andapplication are not compatible (F, p. 20)LISTING/SHORT ANSWER1.Why is a job more than a paycheck? (p. 4)•Personal satisfaction, fulfillment, and pride of accomplishment•Emotional security, self-esteem, and contentment•Identity and status, friendships and belonging2.What is I-O psychology? (p. 7)The application of the methods, facts, and principles of psychology to people at work3.How do I-O psychologists conduct research? (p. 7)•Observe the behavior of employees on the job under well-controlled and systematic conditions•Record behavioral responses•Vary the conditions and measure resulting changes•They look, listen, measure, and record objectively and precisely, adhering to the principles of the scientificmethod.4.Explain the contribution of Walter Dill Scott to I-O psychology. (p. 8)•The first to apply psychology to advertising, employee selection, and management.•Wrote The Theory and Practice of Advertising (1903).•Formed first consulting company in Industrial Psychology (1919)5.Explain the contribution of Hugo Münsterberg to I-O psychology. (p. 8)•Wrote The Psychology of Industrial Efficiency (1913)•Conducted workplace research with the goal of improving worker efficiency•Used tests to measure skills and match workers to jobs•Wrongly accused of being a German spy during WWI6.Identify: Army Alpha, Army Beta, and Personal Data Sheet. (p. 8)•Army Alpha - For recruits who could read and write•Army Beta - For recruits who could not read or speak English•Personal Data Sheet - To detect neurotic tendencies7.What was the most significant finding of the Hawthorne Studies? (p. 9)Social and psychological factors in the work environment were of potentially greater importance than physicalfactors.

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Schultz & Schultz 10e12Chapter 18.Specify some of the major Organizational issues (theOside of I-O) addressed by I-O psychology since WWII.(p. 9)•Human relations•Leadership•Motivation•Job satisfaction•Organizational structure and climate•Decision making9.List the contemporary challenges for I-O psychology. (pp. 10-15)•Rapidly changing nature of work•Virtual workplace and workers•Worker involvement•Technological advances requiring new skills combined with widespread illiteracy•Increasing ethnic diversity in the work population•The globalization of the workplace•Generational differences in values10.What are the most marketable skills of I-O psychologists? (p. 15)•Psychological test and survey construction and validation•Human resources selection and placement•Performance appraisal•Fair employment practices•Employee training11.Specify the problems faced by I-O psychologists. (p. 17-19)•Fraudulent practitioners and quackery•Requirements for credentials, licensing, and certification•Clearly communicating ideas and recommendations to management•Worker resistance to new ideas•Balance between theoretical versus applied researchMULTIPLE CHOICE1.According to the Schultz and Schultz text, work ______________________.a.provides a sense of personal identityb.defines your social statusc.contributes to your self-esteemd.satisfies your needs to belong to a groupe.all of the aboveANS: e (p. 3)2.I-O psychology is best defined as __________________.a.the scientific study of human behavior and mental processesb.the application of principles of psychology to enhance business managementc.the application of the methods, facts, and principles of psychology to people at workd.none of the aboveANS: c (p. 7)

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Schultz & Schultz 10e13Chapter 13.The Hawthorne Studies ___________________.a.increased the effectiveness of complex weapons during WWIIb.were conducted during the 20s and 30sc.were a catalyst for the start of consumer psychologyd.were conducted at the Hawthorne Plant of General MotorsANS: b (p. 8-10)4.The Hawthorne Studies ____________________.a.studied the effects of the physical work environment on worker efficiencyb.led to initiatives in the testing of recruits during WWIc.found that the work environment was more important than social factors in worker performanced.none of the aboveANS: a (p. 9)5.I-O psychologists conduct research ______________.a.primarily in laboratoriesb.by observing the behavior of employees on the jobc.using lab ratsd.primarily in librariesANS: b (p. 7)6.I-O psychologists study our behavior on the job by _______________________.a.observing and drawing inferences from overt behaviorb.speculating about our past experiencesc.using physiological recording devicesd.recording their emotional reactions to what we doANS: a (p. 7)7.The man who is credited with sparking the initial development of I-O psychology is _______________.a.William Hawthorneb.Walter Dill Scottc.Hugo Münsterbergd.John B. WatsonANS: b (p. 7)8.Hugo Münsterberg ____________________.a.promoted the use of psychological tests to select employeesb.is considered to be the father of I-O psychologyc.was the first to apply psychology to advertisingd.designed the Personal Data Sheet during WWIANS: a (p. 8)9.Place the following in the correct sequence to best describe the process by which I-O psychologists do theirwork.a.listen-measure-look-recordb.record-measure-look-listenc.measure-record-listen-lookd.look-listen-measure-recordANS: d (p. 7)

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Schultz & Schultz 10e14Chapter 110.In the Hawthorne Studies, after researchers eliminated previously added benefits such as improved lighting andrest periods, worker production ______.a.stayed the sameb.decreasedc.increasedd.increased only for menANS: c (p. 9)11.The major contribution by I-O psychologists during WWII was in the area of _______________.a.leadershipb.motivationc.satisfactiond.engineering psychologyANS: d (p. 10)12.The “organizational” side of I-O psychology includes ________________.a.leadershipb.employee testingc.advertisingd.equipment designANS: a (p. 10)13.To function efficiently and productively, virtual workplaces require which of the following?a.material that can be downloadedb.databases that can be accessed remotelyc.means of tracking employees and their work assignmentsd.all the aboveANS: d (p. 11)14.Which of the following are negative effects of using temporary workers?a.Relations between full-time workers and management deteriorate.b.Loyalty of full-time workers toward the organization tends to decrease.c.Management often holds full-time workers accountable for the work of temporary workers.d.All the above.ANS: d (p. 11)15.As many as ________ million Americans over the age of 17 are functionally illiterate.a.12b.17c.25d.34ANS: c (p. 13)16.When presented with the task of computing change due from a two-item restaurant bill, no more than____________ of people in their 20’s could do so correctly.a.one-fifthb.one-thirdc.one-halfd.two-thirdsANS: b (p. 13)

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Schultz & Schultz 10e15Chapter 117.In this early period of the 21stcentury, at least _________ of all new workers are persons of African, Asian, andHispanic heritage and ______ of all new employees are women.a.one-third; one-thirdb.one-half; one-thirdc.one-half; one-halfd.one-third; one-halfANS: d (p. 13)18.In the early years of the 21stcentury, what proportion of all new employees are women?a.about a thirdb.less than halfc.about halfd.more than halfANS: c (p. 13)19.“Baby Boomers,” the largest of recent generations, were born between the years:a.1922-1945b.1946-1964c.1965-1979d.1980-2000ANS: b (p. 14)20.A study by Coy (2004) at Harvard University and MIT found that the jobs most likely to be exported were__________________.a.technological jobsb.jobs that could be “routinized”c.costly jobsd.unionized jobsANS: b (p. 14 Newsbreak)21.According to Zaslow (2007), members of __________________ are more self-centered and require moreconstant adulation, feedback, and recognition from their bosses.a.the Silent Generationb.Baby Boomersc.Gen Xd.Gen YANS: d (p. 15)22.The minimum degree requirement for an I-O psychologist is _____________.a.an associate’s degreeb.a bachelor’s degreec.a master’s degreed.a Ph.D.ANS: c (p. 15)23.Most psychology majors with 4-year degrees find employment in _____________.a.private corporationsb.government agenciesc.educationd.run their own businessesANS: a (p. 16)

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Schultz & Schultz 10e16Chapter 124.In 2006, the median annual income for doctoral level I-O psychologists was ____________.a.$45,000b.$55,000c.$98,500d.$180,000ANS: c (p. 16)25.Psychology majors with 4-year degrees find employment in all sectors of the economy. Of those in thecorporate sector, most are in which sector?a.managerial positionsb.salesc.human resourcesd.trainingANS: a (p. 16 Newsbreak)26.Which of the following is not a difficulty faced by I-O psychology?a.fraudulent practitionersb.credentials and certificationc.communication with managementd.resistance to new idease.all are difficulties faced by I-O psychologyANS: e (pp. 17-19)27.Many human resource managers do not read the published literature in I-O psychology. Why?a.too technicalb.too difficult to understandc.impractical and irrelevantd.all of the aboveANS: d (p. 19)28.The conflict between research and application arises because __________________.a.organizations often need immediate answersb.production schedules cannot waitc.managers face time constraintsd.all of the aboveANS: d (pp. 19-20)29.The value of the applicability of results from a laboratory study conducted by I-O psychologists depends on_________________.a.the use of college students as subjectsb.the similarity between the situations in which they were obtained and the present situationc.the use of workers as subjectsd.the amount of control available to the psychologistANS: b (p. 20)30.Organizational psychology is concerned with which of the following?a.vocational trainingb.advertisingc.policy and structured.turnoverANS: c (p. 21)

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Schultz & Schultz 10e17Chapter 131.Engineering psychology tries to _________________.a.make machines more productiveb.make machine operation foolproofc.find the best fit between person and machined.select the best operatorsANS: c (p. 21)32.The majority of accidents in industry are caused by ___________________.a.faulty machineryb.human errorc.poor planningd.poor oversightANS: b (p. 21)33.Which area of I-O psychology is most concerned with defining the markets for consumer goods?a.personnel psychologyb.organizational psychologyc.consumer psychologyd.engineering psychologyANS: c (p. 21)

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Schultz & Schultz 10e18Chapter 2CHAPTER 2Techniques, Tools, and TacticsLEARNING OBJECTIVESAfter reading and studying Chapter 2, students should be able to:•Understand the requirements, limitations, and methods of psychological research.•Explain the experimental method, how to design an experiment, and how to select participants in research.•Explain the use of naturalistic observation, polls, and surveys to collect data.•Describe how to construct a representative sample.•Understand the basic concepts in descriptive statistics, inferential statistics, and meta-analysis.LECTURE OUTLINEWhy Study Research Methods?You will probably have to deal with the findings of I-O psychologistsTo use their advice you must understand how they studied the problems and arrived at their conclusionsThe goal of this chapter is to acquaint you with the requirements, limitations, and methods of the scientificapproachPsychological ResearchObjective observationBase conclusions on objective evidenceControlPossible influences on outcomes should be identified and measuredDuplication and verificationReplication of earlier studiesResearch LimitationsNot all behavior can be studiedObserving behavior can change itThe Hawthorne effectArtificial settingsCollege students as subjectsResearch MethodsExperimentsNaturalistic observationsPolls and surveysWeb-based research

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Schultz & Schultz 10e19Chapter 2The Experimental MethodThe scientific way to determine the effect or influence of a variable on the subjects performance or behaviorIndependent variableThe stimulus variable that is manipulated to determine its effect on the subjects behaviorDependent variableThe resulting behavior of the subjects, which depends on the manipulation of the independent variableDesigning an Experiment: Effects of Lighting on ProductivityIndependent variableLightingDependent variableProduction rateElement of controlExperimental group– exposed to the independent variableControl group– not exposed to the independent variable, but similar in every other waySelecting ParticipantsControl group and experimental group must be as similar as possibleRandom group designSubjects assigned at random to experimental and control groupsMatched group designSubjects in one group are matched with subjects in the other group on characteristics that could affect theirperformanceDesirable, but costly and time consumingEffect of Training on Turnover & ProductivitySubjects -208 employees in lingerie factoryDependent variables - Turnover and productivityIndependent variable - Level of trainingGroup 1: 1-day of training (control)Group 2: 2-days in training facilityGroup 3: 3-days in training facilityGroup 4: 3-days mixed training (facility & OJT)ResultsTurnover was lowest in Group 3, but so was productivityTurnover was almost as low in Group 4, and productivity was nearly as high as in the control group

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Schultz & Schultz 10e20Chapter 2Naturalistic ObservationObservation of behavior in natural setting without experimental manipulation of independent variableAvoids artificiality – observed behaviors are typical of what naturally happensHowever, without manipulations of IVs, it is difficult to conclude what brought about changeThe observation cannot be repeatedObserver effectsNaturalistic Observation of Store ClerksSubjects1,319 clerks in 576 convenience storesObservations were made on levels of courtesy, which were then related to salesFindingsthe higher the incidence of courteous behaviors, the lower the salesthe busier the store, the less time the clerk had to exhibit courteous behaviorsSurveys and Opinion PollsSurvey research method relies on interviews, behavioral observations, and questionnaires to sample whatpeople sayFocus is not on what people do, but what they say they doThe Problems with SurveysDifficult to measure precisely our personal opinions and attitudesSome people deliberately lieSocially or politically correct responseGive an opinion on the subject even if they don’t have onePeople more likely to be honest when in privateDifficult to find people to respondPhrasing of the question often influences the responseWays to Collect Survey DataPersonal interviewsPaper and Pencil QuestionnairesWeb-based surveysMost frequently used approach to employee pollingMore reliable than telephone surveysSubject to “ballot stuffing”Telephone surveysProblems arising from increased cell phone use

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Schultz & Schultz 10e21Chapter 2Basic Types of Survey QuestionsOpen-endRespondents state their views in their own wordsFixed-alternativeRespondents must limit their answers to the choices presentedSimplifies the processMay not completely reflect respondents range of opinionIt’s a good idea to pretest the questions on a small sampleMethods for Constructing a Representative SampleProbability samplingEach person in the population has a known probability of being included in the sampleQuota samplingBecause the sample must reflect the proportions of the larger population, quotas are established forcategories such as age, gender, and ethnic originWeb-Based ResearchAdvantagesCan be conducted 24/7Faster, less costlyAvailability of larger, more diverse pool of participantsDirect data entry reduces codingDisadvantagesImpossible to assess honesty on demographicsRange restriction – more educated, affluent people have computer accessLower response and higher drop-out rateshttp://psych.hanover.edu/research/exponnet.htmlMethods of Data AnalysisDescriptive statisticsWays of describing research data in a concise, meaningful mannerInferential statisticsUsed to compare performance levels of the experimental group and the control groupMeta-analysisThe large scale reanalysis and averaging of the results of previous research studies

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Schultz & Schultz 10e22Chapter 2Presentation of Descriptive StatisticsGraphsMeasures of central tendencyMeanMedianModeMeasures of variabilityStandard deviationCorrelation coefficientMeasures of Central TendencyMeanArithmetic averageMedianThe score at the midpoint of a statistical distributionModeThe most frequently obtained score in the distribution of dataMeasures of VariabilityStandard Deviation (SD)It is a precise distance along the distribution’s baselineUsing the SD, we can determine the percentage of scores that fall above or below any particular raw scoreCorrelationThe relationship between two variablesstrength of relationshipdirection of relationshipSample DistributionsNormal DistributionBell-shaped with most scores falling toward the middle with few at high and low extremesMean, median and mode are equalSkewed DistributionAsymmetrical with more scores falling closer to high or low extremesMedian is most useful measure of central tendency because it is less affected by extreme scoresThe Normal Distribution of IQ

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Schultz & Schultz 10e23Chapter 2Inferential StatisticsMethods for analyzing data that express relationships (e.g., differences between groups) in terms ofprobabilitiesStatistical significanceThe level of confidence we have in the results of an experiment based on probability valuesProbabilityThe idea that a difference between the means of experimental and control groups could have occurred bychanceIfp=.01, a difference would occur by chance only 1 timeout of 100.Meta-AnalysisThe large scale reanalysis of the results of previous studiesThe average effect size of multiple studies weighted by sample sizeHelps to determine overall trendsUsed to reach more objective conclusions where a large body of research existsKEY TERMS (p. 47)Control group– in an experiment, this is the group of research participants that is not exposed to the independentvariable. (p. 28)Correlation– the relationship between two variables. The strength and direction of the relationship is expressedby the correlation coefficient. (p. 44)Dependent variable– in an experiment, this is the resulting behavior of the subjects, which depends on themanipulation of the independent variable. (p. 27)Descriptive statistics– ways of describing or representing research data in a concise, meaningful manner. (p. 40)Experimental group– in an experiment, this is the group of research participants that is exposed to theindependent variable. (p. 28)Experimental method– the scientific way to determine the effect or influence of a variable on the subjects’performance or behavior. (p. 27)Fixed-alternative questions– survey questions to which respondents limit their answers to the choices oralternatives presented. They are similar to multiple-choice questions on college exams. (p. 37)Frequency distribution– a graphic representation of raw data that shows the number of times each score occurs.(p. 40)Independent variable– in an experiment, this is the stimulus variable that is manipulated to determine its effecton the subjects’ behavior. (p. 27)Inferential statistics– methods for analyzing research data that express relationships in terms of probabilities.(p. 45)Matched group design– a method for ensuring similarity between experimental and control groups that matchessubjects in both groups on characteristics, such as age, job experience, and intelligence, that could affect thedependent variable. (p. 28)Mean– the arithmetic average; a way of describing the central tendency of a distribution of data. (p. 40)Median– the score at the midpoint of a statistical distribution; half the scores fall below the median, and halfabove. (p. 41)

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Schultz & Schultz 10e24Chapter 2Meta-analysis– the large scale reanalysis of the results of previous research studies. (p. 45)Mode– the most frequently obtained score in a distribution of data. (p. 42)Naturalistic observation– the scientific observation of behavior in its natural setting, without any experimentalmanipulation of the independent variable. (p. 30)Normal distribution– a bell-shaped distribution of data in which most scores fall near the center and few fall atthe extreme low and high ends. (p. 42)Open-end questions– survey questions to which respondents state their views in their own words. They aresimilar to essay questions on college exams. (p. 37)Probability– the idea that the differences between the means of experimental and control groups could haveoccurred by chance. (p. 45)Probability sampling– a method for constructing a representative sample of a population for surveys or polls.Each person in the population has a known probability or chance of being included in the sample. (p. 38)Quota sampling– a method for constructing a representative sample of a population for surveys or polls. Becausethe sample must reflect the proportions of the larger population, quotas are established for various categories such asage, gender, and ethnic origin. (p. 38)Random group design– A method for ensuring similarity between experimental and control groups that assignssubjects at random to each condition. (p. 28)Scientific method– A controlled, objective, and systematic approach to research. (p. 25)Skewed distribution– an asymmetrical distribution of data with most scores at either the high or the low end.(p. 42)Standard deviation– a measure of the variability of a distribution; the standard deviation is a precise distancealong the distribution’s baseline. (p. 43)Statistical significance– the level of confidence we can have in the results of an experiment. Significance isbased on the calculation of probability values. (p. 44)Survey research method– interviews, behavioral observations, and questionnaires designed to sample whatpeople say about their feelings or opinions, or how they say they will behave in a given situation. (p. 32)WEB SITES•Psychological Research on the Net from Hanover College – http://psych.hanover.edu/research/exponnet.html•Research Methods Division of the Academy of Management – http://division.aomonline.org/rm/joomla/REVIEW QUESTIONS (pp. 47-48)1.Of what value to you is a knowledge of psychological research methods as you begin your working career?(p. 25)There are a variety of answers to this question, many of which are outlined on page 25 of the text. The primaryidea is that, in the course of dealing with problems or making decisions, managers may interact with I-Opsychologists. Managers thus require a basic understanding of research methods to make appropriate use of theinformation presented to them by the I-O psychologist.2.Describe three basic requirements of psychological research. (pp. 25-26)•Objective observation•Control•Duplication and verification

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Schultz & Schultz 10e25Chapter 23.What is the Hawthorne Effect and how can it limit the results of psychological research? (p. 26)Hawthorne Effect“Sometimes employee behavior changes just because something new has been introduced into theworkplace. This phenomenon was first observed during the Hawthorne experiments and has come to becalled the Hawthorne effect. Recall from chapter 1 that one of the Hawthorne studies involved increasingthe level of lighting in a work area. Production rose with each increase in illumination and then remainedhigh even when the lighting level was reduced. It didn’t seem to matter whether the light was brighter ordimmer. It was the change— something new happening in the workplace—that affected workerproductivity” (p. 26).Limitations“The psychologist conducting research must determine whether the differences observed in the behavior ofthe subjects result from the actual working conditions under study or if they arise from the novelty of thechange itself, independent of working conditions” (p. 26).4.Distinguish between dependent and independent variables, and between random group design and matchedgroup design. (pp. 27-29)•Dependent and independent variables (p. 27)•Independent variable:the stimulus variable that is manipulated to determine its effect on the subject’sbehavior•Dependentvariable: the resulting behavior of the subjects, which depends on the manipulation of theindependent variable•Random group and matched group design (pp. 28-29)•Random group design: subjects assigned at random to experimental and control groups•Matched group design: subjects in one group are matched with subjects in the other group oncharacteristics that could affect their performance•desirable•costly and time consuming5.In what ways do experimental groups differ from control groups? What is the purpose of having a control groupin an experiment? (p. 28)•Experimental groups and control groups•Experimental group: exposed to the independent variable•Control group: not exposed to the independent variable, but similar in every other way•The use control group allows the researcher to infer that any significant differences seen in theexperimental group at the conclusion of the experiment are the result of changes in the independentvariable.6.How would you design an experiment to determine why experienced computer operators who had worked forthe company five years suddenly begin making data-entry mistakes when their department was moved to a newworkplace? (another example on pp. 28-29)Example: Designing an Experiment regarding location and mistakes•Independent variable•Location•Dependent variable•Mistakes•Element of control•Experimental group•Exposed to the independent variable (new location)•Control group•Not exposed to the independent variable (i.e., remain in old location), but similar in every otherway

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Schultz & Schultz 10e26Chapter 27.Describe advantages and limitations of the naturalistic observation method. (pp. 30-31)Naturalistic observation – the scientific observation of behavior in its natural setting without any experimentalmanipulation of the independent variable•Advantages•Behaviors being observed are typical of what occurs daily•Findings can be more readily generalized and applied•Limitations•Without control of the independent variable, it’s difficult to conclude with assurance what caused anychanges•Observation cannot be repeated8.What are some of the uses of surveys and public opinion polls? Discuss some of the problems that can limittheir usefulness. (pp. 32-33)•Uses•Ascertain what factors contribute to job satisfaction and morale•Gather information on work-related issues•Assess reactions to changes in the workplace•Allow for employee participation in policy making•Uncover consumer preferences•Assess voter reaction to candidates and issues•Problems with surveys•Difficult to measure precisely our personal opinions and attitudes•Some people deliberately lie•Socially or politically correct response•It’s difficult to find people to respond•Phrasing of the question often influences the response9.Describe four methods used to collect survey data. (pp. 33-37)•Personal interviews•higher response rates than other methods; interviewers can clarify questions; some people areuncomfortable with personal interviews, and not all people are equally accessible•Questionnaires•Most frequently used - and abused - method•Paper or computer-assisted•Web-based•there are age and cultural differences in preference•often employees are questioned too frequently•there is concern over “ballot stuffing”•Telephone surveys•Telephone response rates have plummeted over the last decade10.If your job was to conduct a market survey of BMW car owners to find out what changes they wanted to see innew models, what survey research method would you use? Why?Use a combination of means to collect data: focus groups to personal interviews of current owners; emailsurveys; telephonic; and web-based collection. Each method has its own strengths and blind spots. Offeringincentives will increase the useful response rate. Focus groups allow for more in-depth and follow-up onquestions. Random selection of customers is a must. Control for differences in type of car and geographiclocation.

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