17.7 APPENDIX REVIEW
Industrial/Organizational Psychology

KEY POINTS

What Is Industrial/Organizational Psychology?

History of I/O Psychology

Industrial (Personnel) Psychology

Organizational Behavior

Workplace Trends and Issues

Employment Settings, Type of Training, Earnings, and Employment Outlook

KEY TERMS

Match each of the terms on the left with its definition on the right. Click on the term first and then click on the matching definition. As you match them correctly they will move to the bottom of the activity.

Question

behavioral theories of leader effectiveness
discrepancy hypothesis
industrial/organizational (I/O) psychology
job analysis
leader-member exchange model
organizational behavior
personnel psychology
selection device validity
situational (contingency) theories of leadership
trait approach to leader effectiveness
A technique that identifies the major responsibilities of a job, along with the human characteristics needed to fill it.
The branch of psychology that focuses on the study of human behavior in the workplace.
An approach to determining what makes an effective leader that focuses on the personal characteristics displayed by successful leaders.
A subarea of I/O psychology that focuses on the workplace culture and its influence on employee behavior.
A subarea of I/O psychology that focuses on matching people's characteristics to job requirements, accurately measuring job performance, and assessing employee training needs.
An approach to explaining job satisfaction that focuses on the discrepancy, if any, between what a person wants from a job and how that person evaluates what is actually experienced at work.
A model of leadership emphasizing that the quality of the interactions between supervisors and subordinates varies depending on the unique characteristics of both.
Leadership theories claiming that various situational factors influence a leader's effectiveness.
Theories of leader effectiveness that focus on differences in the behaviors of effective and ineffective leaders.
The extent to which a personnel selection device is successful in distinguishing between those who will become high performers at a certain job and those who will not.