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Industrial and Organizational Psychology (I/O Psychology)
Focuses on improving workplace dynamics, productivity, and employee well-being.
Industrial Psychology
Focuses on training, evaluating job requirements, and assessing employee abilities.
Organizational Psychology
Examines employee relationships, satisfaction, motivation, and commitment.
Human Factors Psychology
Studies worker interactions with tools, focusing on designing tools that optimize safety and productivity.
Job Analysis
Identifies job requirements and the most suitable candidates.
Task-Oriented Analysis
Describes tasks in terms of frequency, difficulty, and importance.
Worker-Oriented Analysis
Focuses on required knowledge, skills, and abilities.
Selection Process
Involves testing, interviews, and work samples to find the right candidate.
Unstructured Interview
Non-predetermined questions, allowing for flexibility.
Structured Interview
Standardized questions for consistent scoring across candidates.
Performance Appraisals
Assess employee performance against job requirements, identifying training needs.
360-Degree Feedback
Gathers performance evaluations from supervisors, peers, subordinates, and the employee themselves.
Job Satisfaction
Degree of enjoyment of one’s job.
Factors Affecting Job Satisfaction
Includes job variety, difficulty, and role clarity.
Job Insecurity
Caused by downsizing or redundancy from corporate mergers, leading to employee stress.
Work-Life Balance
Balancing work demands with home life.
Support Systems
Help at home and supportive supervisors to aid work-life balance.
Human Factors Psychology Goal
To design work environments that enhance employee productivity, health, and safety.
Workplace Safety
Safety protocols aimed at reducing injury and improving overall work conditions.
Factors for Workplace Safety
Attention, decision-making, and task analysis are all considered in safety protocols.
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