unit 4 - Organization-industrial psychology and healthy working environments

What are the three main focus areas of Organizational-Industrial (O-I) psychologists?

• Helping employers treat employees fairly

• Creating policies for workplace harassment

• Designing equitable training, ensuring unbiased hiring, and developing performance appraisal systems

How do O-I psychologists enhance job satisfaction and productivity?

• Make jobs more interesting

• Create effective teams

• Provide diverse tasks and decision-making input

• Connect employee work to company mission

• Apply psychological theories to increase motivation and productivity

What workplace design factors do O-I psychologists consider?

• Ergonomics: research optimal workspace setups to prevent pain/injury

• Work patterns: design efficient workflows (e.g., assembly lines)

How do O-I psychologists help organizations adapt to change?

• Support through downsizing

• Identify employee concerns about redundancy

• Provide upskilling and professional development34

How do O-I psychologists address global and competitive challenges?

• Develop training to improve adaptability

• Foster professional growth and resilience310

What skills do O-I psychologists use?

• Research design and interpretation

• Employee coaching

• Performance evaluation

• Consumer and market analysis

What is the main goal of the Hock E. Tan Institute on Employment and Disability?

• Advance inclusive education and employment for people with disabilities through research, training, and policy improvement

What skills do students develop through rock-climbing activities?

• Overcoming challenges

• Building confidence

• Teamwork and communication

• Preparing for job interviews

How does the rock-climbing activity relate to I-O psychology?

• Demonstrates skill development, team dynamics, and self-efficacy-key principles in workplace readiness

What is George Kelly’s personal construct theory?

• People act like scientists, using their experiences to predict and control events, forming unique theories about human personality

What are the five major approaches to personality?

Approach	Key Focus
Psychodynamic	Unconscious motives, childhood
Humanistic	Self, personal growth, awareness
Cognitive	Mental processes, interpretation
Trait	Enduring characteristics, abilities
Learning	Rewards, environment, behavior

What is the lexical hypothesis in personality psychology?

• Important personality traits are reflected in language; led to the Big Five factor structure

What are the Big Five personality traits and their markers?

Trait	Positive Markers	Negative Markers
Agreeableness	Cooperative, kind	Cold, harsh
Conscientiousness	Efficient, organized	Careless, disorganized
Emotional Stability	Relaxed, unenvious	Moody, temperamental
Extraversion	Bold, talkative	Shy, withdrawn
Openness	Creative, imaginative	Uncreative, unintellectual

What are key facts about personality testing in employment?

• Personality testing is a multi-billion dollar industry

• Many tests (including fakes) are widely used

• Personality and behavioral evaluations are increasingly common in job applications

• Concerns exist about bias and exclusion due to automated assessments

What are the main areas of I-O psychology practice?

• Recruitment, selection, and placement

• Training and development

• Performance measurement

• Motivation and rewards

• Work structure and human factors

• Organizational development and consumer behavior

What populations do I-O psychologists serve?

• Employees and applicants in business, industry, public, nonprofit, academic, community, and health organizations69

In what settings do I-O psychologists work?

• Academia, government, consulting, business, healthcare, manufacturing, unions, nonprofits, research

What makes a good I-O psychologist?

• Strong communication and research skills

• Ability to understand and address employee needs

• Skill in implementing organizational change

What are the two main sides of I-O psychology?

Side	Focus
Industrial	Job matching, selection, training, appraisal
Organizational	Worker satisfaction, motivation, team dynamics

What is the overall goal of I-O psychology?

• Apply psychological science to improve workplace productivity, satisfaction, health, and organizational success

What is emotional contagion?

Emotional contagion is the unconscious process where people “catch” or mimic the emotions and expressions of those around them, influencing group dynamics and workplace atmosphere

How does emotional contagion affect teams?

• Negative emotions can spread quickly, lowering morale, trust, productivity, and collaboration, and even increasing absenteeism and turnover4569.

• Positive emotions can foster creativity, motivation, and a productive, harmonious work environment6.

Example: Tony Schwartz’s team and emotional contagion

• A new executive’s negativity spread through the team, creating tension and anxiety, even though the company was performing well. The team’s mood did not reflect actual success, showing how emotional contagion can distort perceptions and harm culture.

How do workplace environments differ in emotional contagion?

• Schwartz compared the DMV (negative, draining energy) to an Apple Store (positive, vibrant), illustrating how workplace mood is instantly felt and shapes experiences.

What actions can counter negative emotional contagion?

• Address issues early and set clear expectations.

• Foster open communication and psychological safety.

• Encourage positive interactions and emotional intelligence.

• Leaders should model enthusiasm, resilience, and empathy

What are the risks of unchecked negative emotional contagion?

• Erodes trust, stifles collaboration, increases conflict, and can lead to toxic work environments and higher staff turnover59.

How prevalent is workplace burnout?

• Over 40% of full-time desk workers report burnout, with higher rates among women and workers under 30.

Why are young workers and women at higher risk of burnout?

• Young workers face job instability, economic uncertainty, and lack of control.

• Women face gender inequities, more unpaid labor, and greater challenges in childcare and job recovery.

What are the consequences of burnout and negative emotions at work?

• Lower productivity, higher absenteeism, disengagement, and mental health issues.

How does job design impact attitudes and emotions? (Herbert Slater’s case)

• Repetitive, monotonous jobs with little autonomy or meaning can cause frustration, alienation, and poor mental health, highlighting the importance of job satisfaction and motivation in O-I psychology.

What is the Job Characteristics Model?

• A theory stating that variety, autonomy, and meaningfulness are crucial for motivation and satisfaction in the workplace.

How can organizations harness positive emotional contagion?

Encourage positive behaviors, celebrate achievements, and support team building to create a thriving workplace

What does Edwin mean by “the over-specialized use of the individual”?

• Reducing workers to narrow, repetitive roles that use only a small part of their abilities, limiting creativity, initiative, and problem-solving.

How does Edwin compare modern work to the model of 60–70 years ago?

• In the past, workers had broader, more holistic roles, handling a variety of tasks and seeing projects through from start to finish, which fostered ownership, engagement, and pride.

What is missing from today’s workplace, according to Edwin?

• The integration of mind and spirit: work should be mentally stimulating and emotionally fulfilling, allowing creativity, problem-solving, and pride in craftsmanship.

What does Edwin want to bring back to the workplace?

• Meaningful contribution, creativity, and pride-work that engages both intellect and emotion, not just mechanical repetition.

What are Edwin’s two visions for the industrial future?

• A mechanistic, dehumanized future: people as interchangeable parts, doing repetitive, stifling tasks.

• A human-centered future: individuals encouraged to think, create, and take initiative, with work as an extension of their intelligence and individuality.

How does the trend of over-specialization relate to historical work changes?

Technological change and automation have led to more fragmented, specialized, and sometimes lower-skill jobs, especially for less-educated workers, reducing opportunities for fulfilling, skilled work

What is the role of I-O psychologists in addressing workplace issues like high turnover?

• Apply psychological principles and research to diagnose and solve organizational problems.

What is the step-by-step approach I-O psychologists use to address workplace issues?

1. Conduct a Needs Assessment:

   • Identify root causes via interviews, surveys, and exit interviews.

2. Analyze Job Design and Role Clarity:

   • Assess if roles are clear, realistic, and fulfilling; examine autonomy and alignment with goals.

3. Evaluate Organizational Culture and Leadership:

   • Review leadership style, support, recognition, and team dynamics.

4. Assess Person-Job and Person-Organization Fit:

   • Use personality and values assessments to ensure good fit.

5. Examine Compensation, Benefits, and Work-Life Balance:

   • Compare pay and benefits, review workloads and flexibility.

6. Develop and Recommend Interventions:

   • Suggest onboarding, mentoring, job redesign, leadership development, and wellness programs.

7. Monitor and Evaluate Progress:

   • Set measurable goals, follow up with assessments, and adjust as needed.

What is the overall aim of these interventions?

• To create workplaces where employees are engaged, fulfilled, and able to use a wide range of their abilities-moving toward Edwin’s human-centered vision.