I-O Psychology focuses on understanding behavior in work and organizational settings.

The Hawthorne Studies focused on the impact of group dynamics on productivity.

Job analysis in I-O Psychology involves examining job tasks and requirements.

Personnel selection involves choosing employees based on qualifications and abilities.

Organizational culture refers to shared values, beliefs, and practices within an organization.

Organizational justice involves perceptions of fairness in various aspects, including salaries, benefits, and policies.

Performance appraisal involves evaluating the job performance of employees.

The "Big Five" personality traits are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.

Ergonomics in I-O Psychology focuses on the physical and psychological aspects of the work environment.

Counterproductive work behavior includes actions like theft, absenteeism, and sabotage.

Training needs analysis involves identifying areas where employees require additional training.

Training and development involve helping employees develop the skills needed for their current or future jobs.

Job satisfaction is associated with factors like salary, work environment, and job security.

The Expectancy Theory in I-O Psychology focuses on the relationship between employee motivation and performance.

Recruitment involves attracting a pool of qualified applicants for a job.

Emotional intelligence in the workplace refers to the ability to control emotions and understand others' emotions.

The Theory of Planned Behavior can be applied to understand intention and behavior in the workplace.

Self-efficacy in the workplace refers to belief in one's ability to perform specific tasks.

Job crafting involves modifying and redesigning one's own job for increased satisfaction.

Task performance refers to the execution of core job responsibilities in the workplace.

The Motivation-Hygiene Theory is associated with Frederick Herzberg.

Workplace diversity focuses on celebrating differences in race, gender, and other characteristics.

The zone of proximal development is associated with training and development.

Organizational citizenship behavior involves engaging in actions that go beyond formal job requirements.

The Glass Ceiling phenomenon refers to an invisible barrier limiting women's advancement in the workplace.

Person-organization fit refers to the compatibility between organizational culture and employee values.

Grit in the workplace relates to perseverance and passion for long-term goals.

Social loafing occurs when employees reduce effort in a group setting.

Task identity in job design refers to the extent to which a job requires completing a whole piece of work.

Telecommuting refers to working remotely using communication technology.

The Johari Window explores team dynamics and interpersonal relationships in the workplace.

Leader-member exchange (LMX) theory focuses on the quality of relationships between leaders and followers.

Burnout in the workplace refers to chronic workplace stress leading to emotional exhaustion.

Job crafting involves employees modifying their job tasks to enhance intrinsic motivation.

Locus of Control refers to the belief in the influence of external factors on one's life.

Work-life balance aims at balancing work demands with personal and family responsibilities.

Equity theory explores perceptions of job satisfaction and fairness in the workplace.

Organizational socialization involves training new employees to adapt to the organizational culture.

Succession planning involves identifying high-potential employees for future leadership positions.

Workplace incivility includes rude or disrespectful actions toward colleagues.

Job satisfaction surveys are tools used to assess employees' contentment with their jobs.

Job autonomy refers to the extent to which employees have control over their work.

Workplace bullying involves repeated mistreatment or abusive behavior in the workplace.

Role conflict occurs when employees experience conflicting demands from different roles.

The Psychological Contract refers to the unwritten expectations and obligations between employees and employers.

Self-determination theory in the workplace emphasizes the importance of intrinsic motivation and autonomy.

Turnover intention refers to the desire of employees to leave the organization.

Transactional leadership is characterized by contingent rewards and punishments.

Counterproductive work behavior includes actions like procrastination and absenteeism.

Workplace discrimination involves treating employees unfairly based on personal characteristics such as race or gender.

Job embeddedness refers to the extent to which employees feel connected to their jobs and communities.

Organizational commitment involves commitment to the organization and its goals.

Goal-setting theory suggests that specific and challenging goals lead to higher performance.

Job rotation involves regularly moving employees to different job roles.

Person-job fit refers to the compatibility between job demands and employee skills.

Transformational leadership is characterized by inspiring and motivating followers toward a shared vision.

Employee engagement is characterized by high levels of energy, enthusiasm, and commitment to work.

Feedback in the workplace is essential for improving performance and fostering employee development.

Job enlargement involves increasing the scope and variety of tasks within a job.

Psychological safety in the workplace refers to creating a risk-free environment for employees to express ideas and take risks.