I/O Psychology an der Leuphana Universität

Karteikarten und Zusammenfassungen für I/O Psychology an der Leuphana Universität

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Lerne jetzt mit Karteikarten und Zusammenfassungen für den Kurs I/O Psychology an der Leuphana Universität.

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

According to self-determination theory, what is the relevance of intrinsic motivation and (external) incentives?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

According to reinforcement theory  (Behaviourism) (Skinner), behaviour is a function of...?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

Shortly describe the warehouse experiment by Lufthans (1981). What were the results?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

What kinds of goals should we set to increase motivation and achieve higher performance?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

What are the mediating effects of specific & difficult goals leading to higher performance?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

What is the definition of self-efficacy? What does it influence?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

How big is the effect of self-efficacy on performance?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

What are the four sources of self-efficacy according to Gist & Mitchell, 1992?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

What are the measurable outcomes (dependant variables) of motivation? 


Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

What is "Evidence-based management"? What is the Scientist-Practioner model?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

1) How many days a week should employees telecommute? 

What are positive and negative implications of telecommuting?

Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

Give empirical evidence (statistics) that work is important for humans

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Beispielhafte Karteikarten für I/O Psychology an der Leuphana Universität auf StudySmarter:

I/O Psychology

According to self-determination theory, what is the relevance of intrinsic motivation and (external) incentives?

  1. intrinsic and extrinsic motivation both play a role, intrinsic more for quality of the behaviour 
  2. with respect to performance, external incentives and intrinsic motivation are not necessarily antagonist. They are best considered simultaneously. Intrinsic motivation is not necessarily the holy grail.
  3. Intrinsic motivation is less important to performance when incentives were directly tied to performance and is more important when incentives are indirectly tied to performance.

I/O Psychology

According to reinforcement theory  (Behaviourism) (Skinner), behaviour is a function of...?

behaviour is a function of stimulus, response, reward


I/O Psychology

Shortly describe the warehouse experiment by Lufthans (1981). What were the results?

Experiment group were told desired behaviour (assisting, filling shelves, presence at work station) and were rewarded by time off or equivalent pay


Results

  • the retailing behaviour went up
  • the absence or idle time (unproduktive Zeit) went down

(compared to the control group that wasn't rewarded)

I/O Psychology

What kinds of goals should we set to increase motivation and achieve higher performance?

specific and challenging goals

I/O Psychology

What are the mediating effects of specific & difficult goals leading to higher performance?

mediating mechanism: specific and challenging goals lead to 

  • higher effort

  • persistence

--> lead to higher performance








I/O Psychology

What is the definition of self-efficacy? What does it influence?

o   People’s beliefs about their capabilities to perform a task or achieve a goal (“I’m confident that I can […]”)

o   Influences the choices people make, their aspirations, how much effort they mobilize, and how long they persevere

o   Self-efficacy is domain-specific (e.g., high self-efficacy in football but low in basketball)

I/O Psychology

How big is the effect of self-efficacy on performance?

r = .38 according to Stajkovic & Luthans, JAP, 1998

I/O Psychology

What are the four sources of self-efficacy according to Gist & Mitchell, 1992?

  1. Enactive Mastery --> most important one, when you experience you can master a task you engage in, experiencing small wins / stepwise improvement 
  2. Vicarious experience --> observing s.o. else (who you can relate to) performing the behaviour à your confidence increases
  3. verbal persuasion --> someone encourages you, that you can do it
  4. physiological arousal --> sleepy, negative mood: lower self-efficacy; high arousal à “I can do everything” 

I/O Psychology

What are the measurable outcomes (dependant variables) of motivation? 



  1. direction of behavior (what a person does)
  2. intensity of action (cognitive effort and/or physical force of action) (how hard a person works)
  3. persistence of direction- specific behavior over time (how long a person works on their goals)



I/O Psychology

What is "Evidence-based management"? What is the Scientist-Practioner model?

  • translating principles derived from research into organizational practices = EBM
  • through EBM, managers become experts who make organizational decisions informed by social science and organizational research
  • Scientist-practitioner model:
    • using scientific tools and research in the practice of organizational psychology (Landy & Conte 2013)
      → close connection research and application

I/O Psychology

1) How many days a week should employees telecommute? 

What are positive and negative implications of telecommuting?

1)

  • peek at 2 days per week (Golden, 2006)
  • after 2.5 days home office, telecommuting harmed relationship with co-workers (Gajendran & Harrison, 2007)

2) 

  • upsides of telecommuting: effects on perceived autonomy, work-family conflict, job satisfaction, performance, turnover intent, stress
  • downsides (when higher intensity of telecommuting): quality of relationship with co- workers declines (but not with supervisor)

I/O Psychology

Give empirical evidence (statistics) that work is important for humans

  • the minority of people across several countries would stop working (MOW study 1987).
  •  only 6% Germans would stop working if monetary rational for working disappeared (Kuchinke et al, 2009)
  • strong effects of job loss/ unemployment on wellbeing(negative effect, d = -0.38)
    • scope depends on age, dependence on money etc. → boundary conditions
  • improvement after reemployment (d = 0.89)
  • in general, work is very important for humans

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