Overview of Industrial-Organizational Psychology

Industrial-Organizational Psychology

Applies psychology principles to workplace settings.

Purpose of I/O Psychology

Enhance dignity and performance in organizations.

Unstructured Interviews

I/O Psychologists consider them less valuable than structured alternatives.

Psychological Tests

Used to assess employee capabilities and fit.

Learning Principles

These principles are used to develop training programs and incentive plans.

Social Psychology

This is used to form work groups and address employee conflict.

Motivation and Emotion

These principles are used to create strategies to motivate and satisfy employees.

Industrial Approach

Focuses on job competencies and employee capabilities.

Organizational Approach

Focuses on structure, motivation, and work environment.

Personnel Psychology

Organizational Psychology

Human Factors/Ergonomics

Subfields in I/O Psychology

Personnel Psychology

Analyzes jobs and manages recruitment and selection.

Performance Appraisal Instruments

Tools to evaluate employee performance objectively.

Organizational Psychology

Addresses leadership, motivation, communication issues, and overall group processes within an organization.

Human Factors Psychology

Focuses on workplace design, human-machine interaction, and ergonomics.

Optimal Work Schedules

Timetables that enhance productivity and well-being.

Ph.D. Graduates of I/O Psychology

Typically work in academia or advanced research.

Master's Graduates of I/O Psychology

Common roles include HR generalist, data analyst, trainer, and compensation analyst.

The Charlatan

Communication

Reluctance to try something new

Research vs. Application

Problems in I/O Psychology

The Charlatan

Unqualified individuals practicing industrial psychology.

Communication

Translating technical jargon for business understanding.

Reluctance to try something new

Resistance to change on the part of the executives and workers often faced by Industrial psychologists.

Research versus Application

Balancing knowledge acquisition with practical implementation.

William James and John Dewey (Late 19th Century)

They emphasized the importance of human behavior, cognition, and the environment in influencing outcomes, which would later influence the field's development.

Hugo Munsterberg

He wrote Psychology and Industrial Efficiency

workers whose personalities and abilities fit the job

Munsterberg proposed hiring _____ as the best way to increase motivation, performance, and retention?

Walter Dill Scott

Contributed to I/O psychology with The Theory of Advertising

Frederick W. Taylor

Published The Principles of Scientific Management which introduced efficiency through task standardization.

work processes and worker capabilities

Taylor emphasized systematically studying what to maximize efficiency?

Army Alpha and Beta tests

During World War I, IO psychology gained visibility due to the development of?

Army Alpha Test

Intelligence test for literate military recruits.

Army Beta Test

Intelligence test for illiterate military recruits.

Harold D. Lasswell

Studied group dynamics and leadership in organizations.

Frank Gilbreth and Lillian Moller Gilbreth

Improved productivity and reduced fatigue by analyzing worker motions.

bricklaying that reduced the number of motions needed to lay a brick from 18 to 4 ½.

Frank began his career as a contractor and became famous for developing improvements in?

Elton Mayo and Fritz Roethlisberger

Conducted the Hawthorne Studies

Hawthorne Studies

Investigated workplace factors affecting employee performance.

Division of Industrial and Organizational Psychology evolved, and is now referred to as Industrial-Organizational Psychology

What occurred in 1970?

Remote Work

Working outside traditional offices via the internet.

Gig Economy

Job market of short-term or freelance job opportunities instead of full-time positions.

Global Workforce

Workers from different countries connected through international businesses and remote jobs.

Diversity and Inclusion

Efforts to promote social justice in workplaces.

Artificial Intelligence (AI) and Automation

Technology influencing job design, performance evaluation, and decision-making.

Job Description

Summary outlining job responsibilities and requirements.

2 to 5 pages

A job description should be about how many pages in length?

Job Analysis

Process of defining job roles and responsibilities.

The job description is the written result of this.

1: Duties can always be added to a job description, which can, and should, be updated on a regular basis.

2: The phrase "and performs other job-related duties as assigned" should be included in the job description

The concern is that an employee, referring to the job description as support, might respond, "It's not my job" can be countered with what two arguments?

Job Title

Brief summary

Work activities

Tools and equipment used

Work context

Performance standards

Compensation information

Personal requirements.

The sections within a job description

Job Title

Name reflecting the nature of the job.

Brief Summary

Concise overview of job purpose and nature.

a single paragraph

The brief summary need to only be what in length?

Work Activities

Organized tasks performed in a job role.

Tools and Equipment

Resources used to perform job activities.

Job Context

Environment details affecting job performance.

Stress level

Work schedule

Physical demands

Level of responsibility

Temperature

Number of coworkers

Degree of danger

and any other relevant information.

The job context should mention what?

Work Performance

This section contains a relatively brief description of how an employee's performance is evaluated and what work standards are expected of the employee.

Compensation Information

Details on salary grade, benefits, and compensation factors.

Job Competencies

This section contains the knowledge, skills, abilities, and other traits that are necessary to be successful on the job.