}080623477	06/05/2001	11:40:06 PST	10	10	50	484						personnel psychology.	personnel psychology.					Personnel psychology															job analysis.					Because of false positive responses, it is possible that the test results may indicate dishonesty when the applicant is actually honest.	work samples and situational exercises.	work sample test.								the social influence hypothesis				situational factors hypothesis			dispositional factors hypothesis.	dispositional factors hypothesis.						situational (or contingency) theories.						high; high				a leaderless group discussion.		windowless wall					True	True			False			True	True	
Ì540902303	06/08/2001	16:40:36 PST	4	4	20	187				industrial/organizational psychologist.				personnel psychology.				Organizational development					organizational behavior.				discrepancy training, transcendental meditation, and mandatory participation in employee group activities after work	She can easily find a position as an industrial/organizational specialist in an academic setting but will have difficulty finding work with private organizations.			Ergonomics							Because of legal restrictions on the use of polygraph tests in the workplace, honesty tests have become more widely used in recent years.			honesty test.								dispositional factors hypothesis.	People differ in how they evaluate their experiences at work.			job dissatisfaction is totally independent of overall life satisfaction and levels of contentment.									behavioral theories.			contingency awareness	be tall, physically attractive, dominant, flexible, and intelligent.					'ergonomic'					no differences; virtually no differences	The trend toward a more global economy will require research into cultural diversity and training programs for managers and their families to help them function effectively in various cultures.		True			True						
P080623477	06/11/2001	13:38:23 PST	12	12	60	477										ergonomics.		Human factors	vocation and career counseling.									She may find a career as a management analyst and consultant.		Charlene, who majored in humanities					Selection device validity	cognitive ability tests			work samples and situational exercises.			Unstructured interviews typically have low validity in the sense that such assessments are not strongly related to subsequent job performance.					discrepancy hypothesis.														there is little connection between personal traits and leader effectiveness.				consideration		high; high							glass ceiling	the glass ceiling.		Increased diversity in the work force will result in a greater demand for research on the ways in which heterogeneous groups communicate, interact, and make decisions.	False		False				True			False	
`080623477	06/11/2001	13:47:07 PST	15	15	75	353									human factors	ergonomics.							organizational development.	personnel psychology.		using support groups to help people of different cultural backgrounds blend easily into the dominant culture of the organization.			Most I/O psychologists work in the field of health services.			training employees for their jobs, evaluating their performance, and selecting the best applicants for jobs					psychological tests	The Committee on Psychological Tests and Assessments of the American Psychological Association has wholeheartedly endorsed the use of honesty tests in personnel selection.							a large percentage of American workers are satisfied with their jobs.	Lucio is similar to about 40 percent of American workers and Jaime is similar to about 20 percent of American workers.		the contingency-trait hypothesis	discrepancy hypothesis.	People have a genetically based disposition toward a positive or negative outlook on life and work.							achievement motivation.								initiating structure		high; low	high; high					introversion		the glass ceiling.													
d449552672	06/12/2001	12:34:23 PST	14	14	70	682							ergonomics.	personnel psychology.									organizational development.							Charlene, who majored in humanities	Job analysis			selection device validity.				The Committee on Psychological Tests and Assessments of the American Psychological Association has wholeheartedly endorsed the use of honesty tests in personnel selection.		work sample test.	mechanical aptitude test.												discrepancy between desires and experiences, social influences, and inherited dispositions have each been successful in explaining some of the differences in job satisfaction among people.		dispositional factors hypothesis.		leadership.				there is little connection between personal traits and leader effectiveness.								trait		'charismatic'		aggressiveness			vast differences; virtually no differences		True			True					True		
µ000308558	06/12/2001	13:14:24 PST	17	17	85	711											ergonomics.	Human factors			vocational and career counseling.							It will be difficult for her to find employment directly in the field of industrial/organizational psychology.			Job analysis	training employees for their jobs, evaluating their performance, and selecting the best applicants for jobs		selection device validity.			psychological tests			work sample test.	situational exercise.						discrepancy hypothesis.				it is possible that Armando may become somewhat dissatisfied with his job.		discrepancy between desires and experiences, social influences, and inherited dispositions have each been successful in explaining some of the differences in job satisfaction among people.	dispositional factors hypothesis.								behavioral theories.				spend time building trust, respect, and warmth between himself and his employees.	high; high							glass ceiling				True								False		
i567155505	06/12/2001	13:50:53 PST	10	10	50	910		focuses on the study of human behavior at work.				organizational development.									vocational and career counseling.			personnel psychology.		changing the cultural beliefs and attitudes of an organization so that its members better appreciate differences among human beings.		It will be difficult for her to find employment directly in the field of industrial/organizational psychology.		Charlene, who majored in humanities	Job analysis		selection assessment.			motor and sensory ability tests				work sample test.		Unstructured interviews have higher validity than properly constructed structured interviews.							dispositional factors hypothesis.	People have a genetically based disposition toward a positive or negative outlook on life and work.			discrepancy between desires and experiences, social influences, and inherited dispositions have each been successful in explaining some of the differences in job satisfaction among people.			situational factors hypothesis.	achievement motivation.					situational (or contingency) theories.																							False	True		
=543514422	06/12/2001	16:23:44 PST	11	11	55	1041	industrial/organizational psychology.				Personnel		organizational behavior.	organizational behavior.								ergonomics.			foreign language training	imposing collectivistic values about community and group responsibility on companies with strong individualistic cultures.		She can easily find a position as an industrial/organizational specialist in an academic setting but will have difficulty finding work with private organizations.		Charlene, who majored in humanities					Selection device reliability				work samples and situational exercises.								dispositional factors hypothesis.			People have a genetically based disposition toward a positive or negative outlook on life and work.			job dissatisfaction is totally independent of overall life satisfaction and levels of contentment.							social influence theory of leader effectiveness.		situational (or contingency) theories.				spend time building trust, respect, and warmth between himself and his employees.										vast differences; vast differences					True	True						
M527799754	06/12/2001	16:39:57 PST	13	13	65	669								organizational behavior.				Personnel psychology			vocational and career counseling.		personnel psychology.										selection assessment.						work samples and situational exercises.	work sample test.	mechanical aptitude test.	Unstructured interviews typically have low validity in the sense that such assessments are not strongly related to subsequent job performance.	general unstructured interviews	Structured interviews should be based on how the selection committee subjectively feels about the personality characteristics and attractiveness of the candidate.			discrepancy hypothesis.			People differ in how they evaluate their experiences at work.	it is possible that Armando may become somewhat dissatisfied with his job.					contingency-trait hypothesis.									initiating structure				situational or contingency							vast differences; vast differences	Because of the increased diversity of the work force, technological advances, and a global economy, I/O psychology will become less important over the next ten years.			True								
<	06/12/2001	18:59:51 PST	11	11	55	506							personnel psychology.			ergonomics.		Human factors				ergonomics.			foreign language training			She may find a career as a management analyst and consultant.							Selection device validity				work exercises and situational sampling.						very few American workers are satisfied with their jobs.	Lucio is similar to about 20 percent of American workers and Jaime is similar to about 40 percent of American workers.	discrepancy hypothesis.			People have a genetically based disposition toward a positive or negative outlook on life and work.	it is possible that Armando may become somewhat dissatisfied with his job.					contingency-trait hypothesis.										spend time building trust, respect, and warmth between himself and his employees.												True	True				True	True		False		
v544023240	06/12/2001	19:15:22 PST	14	14	70	526							organizational behavior.				ergonomics.	Human factors			vocational and career counseling.																				cognitive ability test.	Unstructured interviews are rarely used today because of the issue of false positive responses.						the dispositional factors hypothesis		People have a genetically based disposition toward a positive or negative outlook on life and work.			discrepancy between desires and experiences, social influences, and inherited dispositions have each been successful in explaining some of the differences in job satisfaction among people.	dispositional factors hypothesis.					trait approach to leader effectiveness		the trait approach has more support than any other theory.	behavioral theories.		Consideration	initiating structure							a situational exercise.	dominance	glass ceiling										True		True		
–541233283	11/19/2001	17:01:11 PST	6	6	30	56												Organizational development						organizational development.	awareness and skills training programs									dispositional factors reliability.		motor and sensory ability tests				honesty test.						Jaime is more typical of American workers than Lucio.	dispositional factors hypothesis.		dispositional factors hypothesis.	People differ in how they evaluate their experiences at work.		discrepancy hypothesis			dispositional factors hypothesis.									Consideration								the jigsaw group technique.		contingency block	ergonomic factors.	no differences; vast differences		True		True							True	10.41.128.44