| industrial-organizational (I-O) psychology | The application of psychological principles, theory, and research to the work setting.
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| Society for Industrial and Organizational Psychology (SIOP) | An association to which many I/O psychologists, both practitioners and researchers, belong. Designated as Division 14 of the American Psychological Association (APA).
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| personnel psychology | Field of psychology that addresses issues such as recruitment, selection, training, performance appraisal, promotion, transfer, and termination.
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| human resources management (HRM) | Practices such as recruiting, selection, retention, training and development of people (human resources) in order to achieve individual and organizational goals.
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| organizational psychology | Field of psychology that combines research from social psychology and organizational behavior and addresses the emotional and motivational side of work.
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| human engineering or human factors psychology | The study of the capacities and limitations of humans with respect to a particular environment.
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| American Psychological Association (APA) | The major professional organization for psychologists of all kinds in the United States.
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| TIP (The Industrial-Organizational Psychologist) | Quarterly newsletter published by the Society for Industrial and Organizational Psychology; provides I-O psychologists and those interested in I-O psychology with the latest relevant information about the field.
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| Stanford-Binet test | A well-known intelligence test designed for testing one individual at a time. Originally developed by Alfred Binet and Theodore Simon in 1905, the Binet-Simon test was updated starting in 1916 by Lewis Terman and colleagues at Stanford University, which led to the test's current name.
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| Scientific Management | A movement based on principles developed by Frederick W. Taylor who suggested that there was one best and most efficient way to perform various jobs.
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| time and motion studies | Studies that broke every action down into its constituent parts, timed those movements with a stopwatch, and developed new and more efficient movements that would reduce fatigue and increase productivity.
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| revery obsession | Australian psychologist Elton Mayo proposed that this mental state resulted from the mind-numbing, repetitive and difficult work that characterized U.S. factories in the early 20th century, causing factory workers to be unhappy, prone to resist management attempts to increase productivity, and sympathetic to labor unions.
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| Hawthorne studies | Research done at the Hawthorne, Illinois, plant of the Western Electric Company that began as attempts to increase productivity by manipulating lighting, rest breaks, and work hours. This research showed the important role that workers' attitudes played in productivity.
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| Human Relations Movement | The results of the Hawthorne studies ushered in this movement, which focused on work attitudes and the newly discovered emotional world of the worker.
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| Title VII of Civil Rights Act of 1964 | Federal legislation that prohibits employment discrimination on the basis of race, color, religion, sex, or national origin, which define what are known as protected groups. Prohibits not only intentional discrimination, but also practices that have the unintentional effect of discriminating against individuals because of their race, color, national origin, religion, or sex.
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| welfare-to-work program | Program that requires individuals to work in return for government subsidies.
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| telecommuting | Accomplishing work tasks from a distant location using electronic communication media.
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| virtual team | Team that has widely dispersed members working together toward a common goal and linked through computers and other technology.
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| culture | A system in which individuals share meanings and common ways of viewing events and objects. In organizations it refers to the shared beliefs and values among employees that are created and communicated by the managers and leaders of the organization.
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| expatriate | Manager or professional assigned to work in a location outside of his or her home country.
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| "West versus the Rest" mentality | Tendency for researchers to develop theories that are relevant to U.S. situations with less concern about their applicability in other countries.
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| collectivist culture | A culture that values the group more than the individual.
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| individualist culture | A culture that values the individual more than the group.
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| individualism/collectivism | The degree to which individuals are expected to look after themselves compared to remaining integrated into groups.
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| power distance | The degree to which less powerful members of an organization accept and expect an unequal distribution of power.
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| uncertainty avoidance | The extent to which members of a culture feel comfortable in unpredictable situations.
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| masculinity/femininity | The distribution of emotional roles between the genders with the masculine role perceived as "tough" and the feminine role as "tender."
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| long-term versus short-term orientation | The extent to which members of a culture expect immediate rather than delayed gratification of their material, social, and emotional needs.
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| horizontal culture | A culture that minimizes distances between individuals.
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| vertical culture | A culture that accepts and depends upon distances between individuals.
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