Notes on Industrial-Organizational Psychology Basics

Overview of Industrial-Organizational Psychology

• Industrial-Organizational (I-O) Psychology, also known as workforce psychology, studies how human behavior and psychology impact work, and vice versa.
• It operates in four primary contexts: academia, government, consulting firms, and business.
• I-O Psychology is classified into three main areas:
  • Industrial Psychology (Personnel Psychology):
  • Focuses on job requirements and assessing individuals' abilities to meet those needs.
  • Involves hiring processes, training, evaluations, and legal considerations regarding discrimination.
  • Organizational Psychology:
  • Studies the relationships among employees and their organizations.
  • Explores worker satisfaction, motivation, management, leadership, and workplace culture.
  • Addresses harassment and workplace violence.
  • Human Factors Psychology:
  • Examines how workers interact with tools and designs to promote productivity, safety, and health.
  • Covers ergonomic considerations and the design of interfaces and environments for optimal use.

Additional Areas in I-O Psychology

• Occupational Health Psychology (OHP):

  • Focuses on stress, diseases, and disorders resulting from workplace conditions.
  • Integrates knowledge from various fields including health, psychology, and organizational behavior.

• Humanitarian Work Psychology (HWP):

  • Aims to assist marginalized populations in finding work and gaining essential skills for employment.

Major Job Positions in I-O Psychology

1. Industrial Psychology:

   • Job analysis and employee evaluation (e.g., personnel analysts, instructional designers).

2. Organizational Psychology:

   • Studying employee relationships and motivations (e.g., HR research specialists, project consultants).

3. Human Factors and Engineering:

   • Improving technology usability for consumers (e.g., ergonomists, safety scientists).

4. Occupational Health Psychology:

   • Enhancing employee well-being (e.g., occupational therapists, consultants).

5. Humanitarian Work Psychology:

   • Focus on underserved populations (e.g., researchers, counselors).

Historical Development of I-O Psychology

• Key figures include James Cattell, Hugo Munsterberg, and Walter Dill Scott.

  • Cattell founded psychological consulting for employee selection and efficiency.
  • Munsterberg's book, "Psychology and Industrial Efficiency," covered employee selection and training strategies.
  • Scott applied psychological principles to advertising and military personnel selection during WWI.

• The Hawthorne Effect:

  • Discovered through studies at Western Electric's Hawthorne Works, it notes performance improves when individuals are aware they are being observed.

Job Analysis in Industrial Psychology

• Job analysis involves clearly describing job tasks and identifying the characteristics required from workers (KSAs).
  • Divided into:
  • Task-oriented: Lists specific tasks involved in the job.
  • Worker-oriented: Describes worker characteristics for job performance.

Candidate Analysis and Testing

• Assessment of candidates based on KSAs using tests, interviews, and practical exercises.
• Personality type assessments can correlate with job performance.

Training and Mentoring

• Job training is crucial, beginning with employee orientations and ongoing job-specific training.
• Mentoring:
  • Informal guidance from experienced employees to new workers.
  • Associated with enhanced job satisfaction, performance ratings, and career advancement.

Evaluating Employees

• Performance appraisal systems assess employee job satisfaction.
• Types of evaluations:
  • 360-degree feedback integrates ratings from multiple sources (supervisors, peers).

Leadership and Organizational Culture

• Focuses on social dynamics in workplaces, including micro and macro factors.
• Organizational culture comprises observable artifacts, espoused values, and underlying assumptions that dictate workplace dynamics.

Employee Attitudes and Job Satisfaction

• Job satisfaction reflects how much employees enjoy their work, influenced by cognitive and affective evaluations.
• Job stress arises when demands exceed an individual’s capacity to cope, impacting health and performance.
• Work-life balance stresses the importance of managing professional and personal commitments, particularly affecting women's health.

Management and Organizational Structure

• Scientific Management Theory aims to improve workflow and efficiency.
• Theory X: Assumes workers dislike work and need supervision.
• Theory Y: Believes workers are self-directed and enjoy responsibility in their jobs.

Leadership Styles

• Transactional Leadership focuses on routine operations through reward and punishment.
• Transformational Leadership leverages personal engagement and inspires innovation.
• Notable differences in leadership styles between genders exist, with women often displaying more transformational styles.

Team Dynamics and Organizational Culture

• Work teams are formed to enhance productivity through collaboration, with diversity positively impacting performance.
• Organizational culture impacts teamwork and employee engagement, necessitating training for cultural sensitivity.

Workplace Safety and Human Factors

• Human factors psychology focuses on compatibility between humans and work tools.
• Safety protocols are critical to prevent workplace injuries and accidents.

Discrimination and Employment Law

• Various laws prevent discrimination during hiring, promoting equitable practices.
• Sexual Harassment laws address both hostile environments and quid pro quo situations.
• Workplace violence is noted as a significant concern, with emotional well-being being a focal point.

Conclusion

• I-O Psychology is an expansive field addressing employee performance, organizational structures, and individuals' well-being within the context of work. Topics such as mental health, diversity, and organizational culture continue to evolve as societal work dynamics change.