Industrial/ Organizational Psychology

A. Differences Between I/O and Business Programs 1. Industrial/Organizational Psychology ➢ scientific study of human behavior in organizations and workplace ➢ applies psychological theories and principles to solve problems related to human behavior in the workplace. ➢ understanding & improving efficiency, satisfaction, & well-being of employees, while addressing organizational goals. ➢ topics: recruitment and selection to training, performance management, and organizational development 2. Typical I/O Psychology Course Work and Typical Business Program Course Work a. I/O Psychology Coursework ➢ Personnel Psychology, Organizational Behavior, Human Factors, Research Methods, and Psychometrics. ➢ application of psychological principles to workplace issues ➢ human element b. Business Program Coursework ➢ Marketing, Finance, Management, Accounting, and Economics ➢ operational and strategic aspects of running a business. B. Major Fields of I/O Psychology 1. Personnel Psychology ➢ concerned with employee recruitment, selection, training, performance appraisal, and other personnel functions. ➢ finding the best candidates for jobs ➢ developing fair and effective methods for evaluating performance ➢ creating training performance to enhance skills 2. Organizational Psychology ➢ examines how organizational structures, cultures, and processes influence employee behavior and well-being. ➢ improving organizational effectiveness and employee satisfaction ➢ addressing issues like leadership, motivation, job satisfaction, and work-life balance. 3. Human Factors/ Ergonomics ➢ study of how people interact with machines, tools, and their work environments. ➢ aims to design workplaces and tools that improve efficiency, safety, and comfort for employees. C. Brief History of I/O Psychology 1. Army Alpha and Army Beta - first large-scale applications of psychological testing to evaluate military recruits during World War 1 2. Frank and Lilian Gilbreth ➢ pioneers in study of time and motion; to increase efficiency in work processes. ➢ developed methods to reduce the number of motions involved in tasks, which improved productivity and reduced worker fatigue. 3. Hawthorne Studies ➢ series of experiments conducted at the Western Electric Hawthorne Works in 1920s and 1930s ➢ how different work conditions affected productivity Hawthorne Effect - employees' productivity increased when they felt observed and valued. D. Employment of I/O Psychologists 1. Abroad ➢ corporate organizations, government agencies, consulting firms, and academia. ➢ human resource management, organizational development, training and development, and research. 2. In the Philippines - I/O Psych is an emerging field with growing opportunities in corporate settings, particularly in human resources, training, and organizational development. E. Educational Requirements and Types of Programs 1. Educational Requirements (I/O Psychology) ➢ master's or doctoral degree in psychology, with a specialization in I/O Psychology. ➢ coursework includes statistics, research methods, and various applied psychology topics. 2. Types of Programs - vary from general psychology degrees with focus on I/O to specialized I/O Psychology programs. Research in I/O Psychology A. Why Conduct Research? 1. Answering Questions and Making Decisions ➢ helps answer critical questions about employee behavior, job performance, and organizational practices, leading to informed decision making. ➢ using research to determine the best selection methods for hiring new employees. 2. Research and Everyday Life ➢ improving interactions, productivity, and satisfaction in various settings. ➢ research findings on motivation can be used to enhance personal goal-setting strategies. 3. Common Sense is Often Wrong ➢ it challenges commonly held beliefs and assumptions that may not be accurate, providing evidence-based solutions. ➢ Ex: Contrary to belief that monetary incentives are always the best motivator, research shows that intrinsic motivation can be more effective in many cases. B. Considerations in Conducting Research 1. Ideas, Hypothesis, and Theories ➢ research begins with idea, leading to formulation of hypothesis - a testable prediction ➢ results of testing hypotheses contribute to development or refinement of theories. 2. Example of Hypothesis Generation/Prediction a. Idea (ex: remote work affects productivity) b. Form a hypothesis (remote work increases productivity due to fewer distractions) c. Design a study to test hypothesis. Ethics in Industrial/ Organizational Psychology A. Ethics - involves adhering to ethical principles and guidelines to ensure research and practice are conducted responsibly, respecting the rights and welfare of individuals. B. Key Ethical Principles 1. Informed Consent - participants must be fully informed about the nature of the study, potential risks, and their right to withdraw at any time. 2. Confidentiality - must ensure that participants' data is kept confidential and used only for the purposes for which it was collected. 3. Avoiding Harm - research and practices should not cause physical or psychological harm to participants or employees. 4. Professional Conduct - adhering to ethical standards in interactions with clients and participants, avoiding conflicts of interest, and maintaining professional competence.