psych 205 psychology of work

What is I/O Psychology?

A branch of psychology that applies the principles of psychology to the workplace (Aamodt, 2010)

Industrial-organizational psychologists are able to apply psychological theories to explain and enhance the effectiveness of human behavior in the workplace (Canadian Psychological Association)

I/O psychologists “enhance the dignity and performance of human beings, and the organizations they work in, by advancing the science and knowledge of human behavior” (Rucci, 2008)

Fields of I/O Psychology

• Personnel Psychology

• Organizational Psychology

• Human Factors/Ergonomics

• Occupational Health and Safety

Psychology and Work

• Applied area of psychology

• Pyschology understood as discipline

• Educational, Personnel, workplace, real life scenarios

When did psychology start?

• during world war 1

Psychology of work can be understood as?

who fits what role?

4 applicable areas of psychology of work

Human resources, Organization, Human factors / ergonomics, occupational health and safety

Human resources

- How is the job is advertised?
- How is the hiring process?
- selective methods
- performance evaluations

- why is xyz paid more

Organization

• of area (how is the area organized?)

• How is work organized?

• How is the organization efficient/effective

• Who does this person report to?

Human factors / ergonomics

• How do we do that?

• affects motivation / productivity

Occupational health and safety

• excludes finances

Occupational health and safety

• excludes finance

Importance of research in workplace

• They help with decision making

Research methods

• surveys

• interviews

• observation

• quantitative

• qualitative (when cannot quantify)

• no research method is perfect

Experiment method

• control extraneous variables to see results

• ex. placebo

• measuring reaction time

• manipulation of independent variables

Quasi experiment

• attendance poor when color bright vs. high when color dull

• multiple explanations for results

Survey

Unrtrue resultsd, unserious participants

is consistent

causation vs. correlation
not real life

Natural Observation

• not reflective of true behavior

• ex. under-cover boss

• participant observation

• one-way mirror observation

Archival method

• looking at previous records / data (secondary data)

• ex. employee records, payroll, sales, etc.

case study

• look at their history / trajectory and how it relates to others

correlation

• a relationship (can be weak/strong)

• numerical values

• does it correlate with a student having a good gpa?

Meta Analysis

• how many studies found xyz true/false

Job analysis

• what do they do?

• How they do it?

• When do they do it?

• With what they do it?

Job description

• How to compensate individual

• If they do xyz, they need degree/experiences

• If a secretary is supposed to help, they need compensation

Job titles must be…

• legally compliant

• Organizational analysis

• Classify job

Knowledge

Abiliity

Something that is Born with

• being gifted with height

Skill

As in using ability.

• ex. using said height

Intangibles

“What gives you advantage over other applicants?”

• “I have my driver’s license.”

• others may not have it.

How do you compensate?

• seniority

• performance evaluation

• responsibility

• complexity / difficulty

• skill

• education

• physical demands

• work environment

Compensable factors

Internal pay equity

-fairness inside an organization

External Pay equity

• fairness outside organization

BFOQ

Bonafide Occupational Qualification “this this practice legal?”

Quid pro quo

• A favor or advantage expected in return

• You don’t give second chances to quid pro quo because people know what they’re doing because of sexual harassment.

Hostile environment

A work environment that is hostile or unsafe
- A hostile work environment you can give a second chance to because of benefit of doubt, honest mistake, etc.

Is this quid pro quo?

A boss sleeps with employee or else no promotion

Is this quid pro quo?

An employee compliments another employee is not quid pro quo.

Is this a hostile work environment?

Girl repetitively asking coworker on date even after he says no is hostile work environment.

Is this hostile work environment?

male coworker calling female co worker honey is a hostile work environment

Is this invasion of privacy?

Store places camera in public places of store (except changing room) is not invasion of privacy.

Is this invasion of privacy?

Police department asking how many people they slept with in the past five years is invasion of privacy because it may not relate to the police’s job description.

Is this invasion of privacy?

Company searching employee lockers (with employees locks) in company policy is invasion of privacy.

Is this invasion of privacy?

Weekly drug testing policy where bosses observe participants TAKE the urine sample / peeing is invasion of privacy.

Disparate treatment

Intentional discrimination

Is a potential legal issue prominent?

• if there’s a pattern there’s is a potential legal issue

• Invasion of privacy is a potential legal issue in the workplace

• Disparate impact (adverse impact) does it cause them emotional distress.

Compliant process

1. Report discriminatory act to hr

2. there is an investigation

3. resolution (internal, could take following steps)

Resolution process

1. dictate decision

2. mediate solution

3. arbitration / mediation

Arbitration

• arbitration is like a private, mini trial where a neutral third party (an arbitrator, retired judge, or lawyer) hears arguments and evidence from two sides of a dispute and makes a final, legally binding decision, similar to a court ruling but usually faster, cheaper, and more private than going to court.

• binding or non-binding,

• non-binding allows person to pursue further legal action.

Equal employment opportunity commission

• Federal government body where you report

• States have their own laws that protect employees

Guidelines of eeoc

• statute of limitations (report within particular period of time or else you cant get action)

• report recieved, employer investigated

• investigation completeled within 120 days

Outcome of eeoc investigation

1. reasonable cause eeoc will try to find solution

   1. if reasonable cause, eeoc will try to find solution

   2. if not eeoc can file lawsuit

   3. letter issued aftewr report filed

   4. 180 days to file lawsuit if not found

2. no reasonable cause found

How do we know if discrimination has occurred?

• microaggressions

• if selection ratio is too high

If there was a search and seizure….

• was it reasonable?

• if not, does an exemption apply?

• If constitutional is there a remedy?

How does stereotypes affect discrimination in the work place?

• Preconcieved ideas about individuals based on gender, race, age, religion, or national origin can give unfair treatment to the individuals.

• Leads in biased decision-making, unequal opportunites, unfair treatment in hiring, promotions, and daily interactions.

How do organizations discriminate in their actions

• Overt discrimination

• subtle discrimination

• disparate treatment

• retaliation

What factors are responsible for a hostile work enviornment?

• unwelcome conduct based off of protected characteristics

• severe/perversive behavior

• leadership infraction

• stress/burnout

• toxic company culture

What are ways people can be discriminated?

Gender, Religion, age, sexual preference / sexuality, national origin, and disability are ways people can be discriminated.

Residency requirements

• requirement where you are supposed to live in a specific city/state for a job

• subtenfuse

What are ways people can be discriminated?

gender, religion, age, sexual preferences/sexuality, national origin, and disability are ways that people can be discriminated.

What are behaviors of discrimination?

Jokes , emails, behaviors that make others feel uncomfortable, etc.

Why do people discriminate?

Ignorance, they want power, putting other group down, hatreed, wanting to belong, etc.

• there are many ways to discriminate.

What problems does discrimination cause?

• emotional distress

• decreases productivity

• absenteeism

• leads to turnover

• causes physical distress

• leads to illness

• makes enviornment toxic

• increases legal liability of company

How do we disencourage workplace harassment?

• Dont laugh at offensive behaviors

• do not say it dosnt concern you

• let them know they are crossing the line and for them to not repeat it next time

• talk to vicitm

• tell hr