Related Research Articles
Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
A cognitive bias is a systematic pattern of deviation from norm or rationality in judgment. Individuals create their own "subjective reality" from their perception of the input. An individual's construction of reality, not the objective input, may dictate their behavior in the world. Thus, cognitive biases may sometimes lead to perceptual distortion, inaccurate judgment, illogical interpretation, and irrationality.
Cognitive restructuring (CR) is a psychotherapeutic process of learning to identify and dispute irrational or maladaptive thoughts known as cognitive distortions, such as all-or-nothing thinking (splitting), magical thinking, overgeneralization, magnification, and emotional reasoning, which are commonly associated with many mental health disorders. CR employs many strategies, such as Socratic questioning, thought recording, and guided imagery, and is used in many types of therapies, including cognitive behavioral therapy (CBT) and rational emotive behaviour therapy (REBT). A number of studies demonstrate considerable efficacy in using CR-based therapies.
Intermittent explosive disorder is a behavioral disorder characterized by explosive outbursts of anger and/or violence, often to the point of rage, that are disproportionate to the situation at hand. Impulsive aggression is not premeditated, and is defined by a disproportionate reaction to any provocation, real or perceived. Some individuals have reported affective changes prior to an outburst, such as tension, mood changes, energy changes, etc.
Situational awareness or situation awareness (SA) is the understanding of an environment, its elements, and how it changes with respect to time or other factors. Situational awareness is important for effective decision making in many environments. It is formally defined as:
“the perception of the elements in the environment within a volume of time and space, the comprehension of their meaning, and the projection of their status in the near future”.
The overconfidence effect is a well-established bias in which a person's subjective confidence in their judgments is reliably greater than the objective accuracy of those judgments, especially when confidence is relatively high. Overconfidence is one example of a miscalibration of subjective probabilities. Throughout the research literature, overconfidence has been defined in three distinct ways: (1) overestimation of one's actual performance; (2) overplacement of one's performance relative to others; and (3) overprecision in expressing unwarranted certainty in the accuracy of one's beliefs.
Transfer of training is applying knowledge and skills acquired during training to a targeted job or role. This is a term commonly used within industrial and organizational psychology.
Media multitasking is the concurrent use of multiple digital media streams. Media multitasking has been associated with depressive symptoms and social anxiety by a study involving 318 participants. A 2018 review found that while the literature is sparse and inconclusive, people who do a heavy amount of media multitasking have worse performance in several cognitive domains. One of the authors commented that while the data does not "unambiguously show that media multitasking causes a change in attention and memory," media multitasking is an inefficient practice that requires "task switching" costs including "limitations in auditory and visual processing".
Gary Klein is a research psychologist famous for pioneering in the field of naturalistic decision making. By studying experts such as firefighters in their natural environment, he discovered that laboratory models of decision making could not describe it under uncertainty. His recognition-primed decision (RPD) model has influenced changes in the ways the Marines and Army train their officers to make decisions.
Wayne D. Gray is a professor of cognitive science and director of the cognitive science doctoral program at Rensselaer Polytechnic Institute.
Frank Ritter is a professor in the College of Information Sciences and Technology, professor in the Department of Psychology, and professor in the Department of Computer Science and Engineering at Penn State University. Before coming to Penn State, he was a lecturer in the Department of Psychology at the University of Nottingham, and a visiting distinguished professor in the Psychology Department at Chemnitz University of Technology (Germany).
E-learning theory describes the cognitive science principles of effective multimedia learning using electronic educational technology.
Dr. Riley W. Gardner was an American psychologist who published works on individual differences and cognition.
Dynamic decision-making (DDM) is interdependent decision-making that takes place in an environment that changes over time either due to the previous actions of the decision maker or due to events that are outside of the control of the decision maker. In this sense, dynamic decisions, unlike simple and conventional one-time decisions, are typically more complex and occur in real-time and involve observing the extent to which people are able to use their experience to control a particular complex system, including the types of experience that lead to better decisions over time.
In the study of learning and memory, varied practice refers to the use of a training schedule that includes frequent changes of task so that the performer is constantly confronting novel instantiations of the to-be-learned information.
Mark A. Gluck is a professor of neuroscience at Rutgers–Newark in New Jersey, and director of the Rutgers Memory Disorders Project. His research focuses on the neural bases of learning and memory. He has authored Learning and Memory: From Brain to Behavior ., and co-authored Gateway to Memory: An Introduction to Neural Network Models of the Hippocampus.
The Planning, Attention-Arousal, Simultaneous and Successive (P.A.S.S.) theory of intelligence, first proposed in 1975 by Das, Kirby and Jarman (1975), and later elaborated by Das, Naglieri & Kirby (1994) and Das, Kar & Parrilla (1996), challenges g-theory, on the grounds that the brain is made up of interdependent but separate functional systems. Neuroimaging studies and clinical studies of individuals with brain lesions make it clear that the brain is modularized; for example, damage to a particular area of the left temporal lobe will impair spoken and written language's production. Damage to an adjacent area will have the opposite impact, preserving the individual's ability to produce but not understand speech and text.
Cognitive bias mitigation is the prevention and reduction of the negative effects of cognitive biases – unconscious, automatic influences on human judgment and decision making that reliably produce reasoning errors.
Adaptive performance in the work environment refers to adjusting to and understanding change in the workplace. An employee who is versatile is valued and important in the success of an organization. Employers seek employees with high adaptability, due to the positive outcomes that follow, such as excellent work performance, work attitude, and ability to handle stress. Employees, who display high adaptive performance in an organization, tend to have more advantages in career opportunities unlike employees who are not adaptable to change. In previous literature, Pulakos and colleagues established eight dimensions of adaptive performance.
Jeffrey Sherman is a Social Psychologist and Professor of Psychology at the University of California, Davis. He is known for his research on social cognition, stereotyping, and implicit bias.
References
- ↑ Cognitive Performance Group of Florida www.cognitiveperformancegroup.com