RF

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.