Notes on Industrial-Organizational Psychology Basics

industrial-organizational psychology

how human behavior and psychology affect work and vice versa

four main contexts of IO psych

academia, government, consulting firms, and business

three broad areas of IO psych

industrial, organizational, and human factors

industrial psychology

the study of human behavior in the workplace, focusing on recruitment, selection, training, and performance evaluation. Also focuses on legality in hiring process, employee retention

organizational psychology

the study of how organizational structures, processes, and cultures affect employee behavior and performance. It involves understanding group dynamics, motivation, and leadership within a workplace. Focus on employee attitude, worker health and safety, motivation, and teamwork and leadership

human factors psychology

the study of how people interact with tools, equipment, and work environments to improve safety, performance, and user experience. It focuses on designing systems that fit human capabilities.

occupational health safety psych

the study of how psychological factors influence health and safety in the workplace, aiming to improve employee well-being and reduce accidents.

humanitarian work psych

helps marginalized members of society find work

James Cattell

contributions founded a consulting company that specialized in applying psychological principles to business and industry.

Walter Scott

an early pioneer in the field of industrial psychology, known for applying psychological principles to advertising and personnel selection. especially during WWII

Elton Mayo

an Australian psychologist known for his research on the Hawthorne Studies, which examined the effects of working conditions and social relations on employee productivity. marks origin of organizational psych

the Hawthorne effect

the phenomenon where individuals modify an aspect of their behavior in response to their awareness of being observed, affecting their productivity and performance.

frederick taylor

an American engineer and management consultant known as the father of scientific management, who introduced time-and-motion studies to improve workplace efficiency and productivity. o

principle goal of management

to maximize efficiency and productivity while ensuring employee satisfaction and organizational effectiveness.

Gilbreths

pioneers of time and motion study, known for their work on increasing efficiency and reducing fatigue in the workplace. focus on reducing number of motions to perform a task

Bingham

hired as chief psychologist for the war department and developed systems for selection and training of soldiers.

job analysis

indentifying and matching persons to a task within an organization

two components of job analysis

task-oriented side and worker-oriented side

task-oriented

focuses on the specific tasks and activities required for a job, including the duties and responsibilities involved.

worker-oriented

focuses on the characteristics and competencies of the individuals performing the job, including their skills, knowledge, and abilities.

KSAs

Knowledge, Skills, Abilities, and other attributes related to job performance.

candidate analysis and testing

the process of evaluating job candidates' qualifications, skills, and potential through various assessment methods to ensure the best fit for a position.

job training

the process of teaching employees the skills necessary to perform their job effectively, which may include onboarding, skill development, and ongoing education.

mentoring

a developmental relationship where a more experienced individual provides guidance, support, and advice to a less experienced person to enhance their personal and professional growth.

mentoring affects on mentor and protegee

Protegee - higher compensation, promotions, satisfaction

mentor - greater satisfaction, commitment, performance ratings, and salaries and promotion

personnel selection

the process of identifying and selecting the most suitable candidates for a job based on their qualifications, skills, and fit for the organizational culture.

predictors

selection instruments used by an organization to assess candidates' potential for job success.

best predictor for job success is..

often considered to be cognitive ability, as it correlates highly with job performance across various fields.

specific trait that is associated with high job success as a predictor…

conscientiousness

two type of interviews:

structured and unstructured interviews.

structured interviews

are standardized interview formats where questions are predetermined and asked in the same order for all candidates, allowing for easier comparison of responses.

unstructured interviews

Interviews that are more flexible in nature, allowing the interviewer to ask questions that arise during the conversation and to follow up on candidate responses rather than adhering to a fixed set of questions.

performance appraisals

are systematic evaluations of an employee's performance and productivity, often involving feedback and goal-setting.

360-degree feedback appraisal

is a comprehensive evaluation process that gathers performance feedback from multiple sources, including peers, subordinates, supervisors, and sometimes clients, providing a well-rounded perspective on an employee's capabilities and behavior.

job satisfaction

is the level of contentment an employee feels towards their job, influenced by various factors such as work environment, job responsibilities, and relationships with colleagues.

factors involved in job satisfaction

autonomy, work content, communication, financial rewards, growth and development, promotion, coworkers, supervision and feedback, workload, and work demands

strongest predictor for job satisfaction

work-content

job stress

related factors that negatively impact an employee's mental and emotional well-being, often arising from excessive workload, lack of control, or workplace conflict.

job insecurity

a psychological state stemming from the fear of losing one's job, which can lead to anxiety and stress.

three main sources of conflict for work-life balance

role conflict, time conflict, and strain conflict.

scientific management theory

A theory developed by Frederick Taylor that analyzes and synthesizes workflows to improve economic efficiency and labor productivity, often emphasizing task simplification and worker training.

theory X

assumes that employees are inherently lazy, requiring control and direction to perform effectively.

theory Y

assumes that employees are self-motivated and thrive on responsibility, viewing work as a source of satisfaction.

strengths-based management

An approach that focuses on identifying and leveraging the strengths of employees to enhance performance and job satisfaction, rather than concentrating on weaknesses or limitations.

transactional leadership

is a leadership style that focuses on the exchanges between leaders and followers, where rewards and punishments are used to manage team performance and ensure goals are met.

transformational leadership

is a leadership style that inspires and motivates followers to achieve their fullest potential and embrace change, fostering a culture of innovation and collaboration within the organization.

followship

the processes and behaviors of individuals who support and actively contribute to the goals and vision of a leader or organization.

work teams

groups of individuals who come together to achieve a common goal, often characterized by shared responsibilities and collaboration.

three basic types of teams

problem resolution team, creative team, tactical team

organizational culture

the shared values, beliefs, and practices that shape the behaviors and attitudes of individuals within an organization.

three layers of organizational culture

artifacts, espoused values, basic underlying assumptions

illegal topics to ask in an interview

Topics that violate employment laws, such as race, religion, age, gender, marital status, disability, or sexual orientation.

quid pro quo

a type of sexual harassment where employment decisions are based on an individual's submission to sexual advances.

sexual harassment

unwanted behavior of a sexual nature that creates a hostile work environment or involves coercion in exchange for job benefits.

hostile environment sexual harassment

a form of sexual harassment where unwelcome conduct of a sexual nature creates an intimidating, hostile, or abusive work environment.

workplace violence

any act of physical violence, threats, or intimidating behavior occurring in the workplace that can harm employees or disrupt operations.

Equal Employment Opportunity Commission

a U.S. government agency that enforces federal laws prohibiting employment discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.

Equal pay Act

a U.S. federal law enacted in 1963 aimed at abolishing wage disparity based on sex. It requires that men and women be given equal pay for equal work in the same establishment.

Title VII

of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, religion, sex, or national origin.

Pregnancy Discrimination Act

amends Title VII of the Civil Rights Act of 1964 to prohibit discrimination based on pregnancy, childbirth, or related medical conditions, ensuring that women affected by these conditions are treated the same as other employees.

bona fide occupational qualificaiton

a quality or attribute that is essential for performing a job and allows for certain employment discrimination for that job.

checklists

reduce accidents in work

areas of study in human factors psych

attention, cognitive engineering, task analysis, and cognitive task analysis