IO_Psych

Industrial-Organizational Psychology

What is I/O Psychology?

• A branch of psychology focusing on how human behavior and psychology affect work.

• Also studies how work environments shape human behavior.

• I/O psychologists work in diverse fields:

  • Academia

  • Government

  • Consulting firms

  • Business

Areas of Industrial-Organizational Psychology

Industrial Psychology

• Studies job and applicant characteristics to find the best matches.

• Focuses on:

  • Hiring processes

  • Employee training

  • Performance appraisal

• Considers legality regarding discrimination in hiring.

Organizational Psychology

• Examines interactions among people in organizations and impacts on productivity.

• Interests include:

  • Worker satisfaction

  • Motivation and commitment

  • Leadership and management styles

  • Social norms and role expectations

  • Harassment and workplace violence

Human Factors Psychology

• Investigates worker interaction with tools to enhance productivity, safety, and health.

• Known as Ergonomics in Europe.

• Tools of work include:

  • Machines

  • Workstations

  • Information displays

  • Working environment (e.g., lighting)

Historical Development of I/O Psychology

Early 20th Century

• Key Figures:

  • James Cattell, Hugo Munsterberg, Walter Dill Scott (students of Wilhelm Wundt)

    • Conducted pioneering research in industrial psychology.

  • Cattell: Founded Psychological Corporation; focused on psychological consulting.

  • Munsterberg: Authored "Psychology and Industrial Efficiency" (1913) about employee selection and training.

  • Scott: First to apply psychology to advertising and personnel selection; published significant works in business psychology.

WWI Contributions

• Robert Yerkes developed the Army Alpha test to assess mental abilities.

• Scott and Walter Bingham led initiatives to create officer selection methods.

Selecting Employees

Job Advertising

• Job analysis should accurately describe the job's task and requirements:

  • Task-oriented analysis: Detailed list of tasks.

  • Worker-oriented analysis: Describes required characteristics (knowledge, skills, abilities).

• O*Net: Database of job analyses for reference.

Candidate Analysis and Testing

• Involves various methods:

  • Interviews

  • Work samples/exercises

• Personality tests assess traits that predict job performance.

• Additional tests may include IQ, integrity, and physical assessments (e.g., drug tests).

Interviews

• Influenced by social dynamics and non-verbal cues.

• Types of interviews:

  • Unstructured: Variable questions; not standardized.

  • Structured: Same questions for all candidates; preparation in advance and standardized rating.

• Structured interviews are more predictive of job performance.

Training Programs

Orientation

• Involves familiarizing new employees with company policies and culture.

Mentoring

• Guidance from experienced employees;

• Formal or informal relationships.

• Benefits include increased compensation and promotion rates for mentees vs. non-mentees.

Evaluating Employees

Performance Appraisal Systems

• Design intended to be fair and minimize subjectivity.

• Evaluations assess employees’ job performance and potential.

• 360-degree Feedback Appraisal: Gathers views from multiple sources (supervisors, peers, self).

Bias and Protection in Hiring

• Discrimination occurs when selecting candidates based on group membership unrelated to job performance.

• Legal protections exist related to:

  • Pregnancy

  • Religion

  • Age

U.S. Equal Employment Opportunity (EEOC)

• Enforces laws against job applicant/employment discrimination based on:

  • Race

  • Color

  • Religion

  • Sex (including pregnancy)

  • National origin

  • Age (40+)

  • Disability

  • Genetic information

Legal Framework in Employment

• Equal Pay Act ensures pay equality for men and women in similar roles.

• Title VII of the Civil Rights Act prohibits race/skin color discrimination.

• Pregnancy Discrimination Act (1978): Protects pregnant women from discrimination.

• Americans with Disabilities Act bans discrimination due to disability.

• Bona Fide Occupational Qualification (BFOQ) allows specific job qualifications relating to religion, sex, etc.

Organizational Psychology's Evolution

• Historical focus largely on Industrial Psychology.

• Studies interaction aspects between workers and organizational productivity.

The Hawthorne Effect

• Elton Mayo's research at Western Electric (1929-1932): Effect of lighting on productivity.

• Findings suggested that productivity rises when workers are observed, known as the Hawthorne Effect.

Job Satisfaction Factors

• Critical Aspects Influencing Satisfaction:

  • Autonomy

  • Work Content

  • Communication

  • Financial rewards

  • Growth and development

  • Promotion potential

  • Relationships with coworkers and supervision

  • Workload and job demands

Job Stress

• Results from occupational stressors affecting health/performance.

• Common stressors:

  • Role overload

  • Job security issues

  • Discrimination/harassment

  • Work-life balance challenges.

Work-Family Balance

• Concept referring to the interplay between work and family responsibilities.

• Sources of conflict:

  • Time commitments

  • Strain from work affecting family roles

  • Specific work behaviors hindering family responsibilities.

• Strategies to reduce conflict:

  • Home support

  • Flexible work arrangements (e.g., telecommuting).

Organizational Culture

• Definition: Encompasses values, visions, and norms among employees.

• Components:

  • Observable artifacts (language and rituals)

  • Espoused values (management-endorsed beliefs)

  • Basic assumptions (unobservable foundational ideas).

• Importance of diversity training in fostering teamwork.

Sexual Harassment

• Policies developed by organizations to address sexual harassment.

• Types include:

  • Quid pro quo: Seeking sexual favors in exchange for rewards.

  • Hostile environment: Workplace conditions creating intimidation.

Workplace Violence

• Definition: Threats or acts of violence against workers.

• Includes a range of behaviors from bullying to physical assaults.

• Warning signs include intimidation and abrupt behavioral changes in coworkers.

Human Factors Psychology

• Focuses on human-machine interactions in workplaces.

• Areas of study include:

  • Attention mechanisms

  • Cognitive engineering and task analysis.

Workplace Safety

• Checklists utilized to minimize accidents.

• Regulations like time limits for equipment use to maintain safety standards.

Conclusions

• I/O Psychology covers extensive topics in the industrial and organizational realms.

• Emphasizes on enhancing both industrial efficiency and worker satisfaction.

• A rich field with diverse career paths.