Industrial Organizational Psychology

INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY

Overview

  • Industrial-Organizational (I-O) Psychology: The study of how human behavior and psychology affect work and how they are affected by work.
  • I-O psychologists apply psychological principles to the workplace to improve employee performance and enhance organizational effectiveness.

Importance of Work

  • We spend about one-third of our lives working.
  • Average time spent per week:
    • Sleeping: 43-62 hours
    • Working: 42-54 hours
    • Other activities: 52-83 hours
  • Typical working age range is from 16 to 70 years, corresponding to a lifespan of approximately 77-81 years.
  • The relevance of work in living: Is work crucial to life satisfaction and identity?

HISTORICAL LANDMARKS

Early Developments in I-O Psychology

  • Early I-O psychologists were influenced by Wilhelm Wundt's work.
  • 1903: Walter Dill Scott publishes works on Psychology and Advertising, integrating psychological principles into marketing.
  • 1911: Frederick Taylor develops Theories of Scientific Management emphasizing skills over “rule of thumb” approaches.
    • Specialization is essential to maximize output.
  • 1913: Hugo Munsterberg publishes the first textbook on I-O Psychology, formalizing its academic presence.
  • 1914: Lillian Gilbreth performs time and motion studies and introduces concepts of management styles; also known for the book "Cheaper by the Dozen."

World Wars and I-O Psychology

  • World War I: Assessed soldiers' mental abilities using standardized tests.
    • Developed tests:
    • Army Alpha: A written test.
    • Army Beta: An image-based test for illiterate recruits.
  • 1930s: Hawthorne Studies explore how changes in working conditions affect worker productivity, leading to the concept of the Hawthorne Effect.
  • World War II: I-O psychologists were instrumental in selecting, training, and placing military personnel.
    • Tools developed: Armed Forces Qualification Test (AFQT) and tests for OS (Office of Strategic Services) agents and fighter pilots.

Legislation Impacting I-O Psychology

  • 1964: The Civil Rights Act prohibits unlawful discrimination in employment.
    • Title VII: Specifically addresses discrimination based on race, color, sex, religion, or national origin.
  • 1990: The Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities, which includes all physical and mental impairments as defined by law (with definitions evolving over time).

AREAS OF I-O PSYCHOLOGY

Key Domains

  1. Industrial Psychology: Focus on selecting and evaluating employees.
    • Key activities:
      • Selection
      • Placement
      • Training
      • Performance evaluation
  2. Organizational Psychology: Examines the relationship between employees and organizations.
    • Focus areas:
      • Employee satisfaction
      • Organizational commitment
      • Justice and Well-being
  3. Human Factors: Studies the interaction between humans and their work environments.
    • Concentrates on topics such as:
      • Worker productivity
      • Workplace safety
      • Overall health

Industrial Psychology Details

  • Job Analysis: The systematic process of describing job roles, tasks, and responsibilities, often utilizing the O*Net database.
    • Key components:
    • KSAOs:
      • Knowledge: Information required to perform tasks.
      • Skills: Abilities to execute tasks competently.
      • Abilities: Innate capacities to learn and apply skills.
      • Other characteristics: Other personal attributes important for job performance.
  • Methods to evaluate applicants include:
    • Interviews
    • Intelligence (IQ) tests
    • Personality assessments
    • Integrity tests
  • Employee training can involve various methods:
    • Orientation programs
    • Mentorship
    • Formal classes
  • Employee evaluation typically occurs through performance appraisals and evaluations.

Organizational Psychology Details

  • Focus on social interactions within organizations, affecting:
    • Employee attitudes
    • Job satisfaction levels
    • Work-life balance
  • Explore management and organizational structures, including:
    • Theory X (authoritarian) vs. Theory Y (participative) management styles.
    • Leadership styles: Transactional vs. Transformational leadership.
  • Emphasizes teamwork and collaboration: The principle that "two heads are better than one."
  • Organizational Culture: Refers to values and norms that characterize an organization, impacting behavior and effectiveness.

Human Factors and Ergonomics

  • Examines the human-machine interface to improve workplace design.
  • Design considerations include:
    • Utility: The practical usefulness of tools and equipment.
    • Functionality: How well tools and workspace perform their intended tasks.
    • Safety: Minimizing hazards in the workplace.
    • Health: Promoting well-being through ergonomic design.

NEXT TOPIC

Upcoming Chapter 14

  • Topic to be covered: Psychological Disorders.