Tiêu đề 01 IO Psy - Industrial and Organizational Psychology.pdf ✅

01 – Industrial and Organizational Psychology IOPSY | 2024 - 2025 | NOT FOR SALE OUTLINE 1. Industrial/Organizational Psychology a. Major Fields of I/O Psychology b. Historical Background c. Employment 2. Research in I/O Psychology a. Purpose of Research in I/O Psychology b. Common Research Methods 3. Ethics in I/O Psychology a. Ethical Dilemmas INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY MAJOR FIELDS OF I/O PSYCHOLOGY Industrial-Organizational Psychology ★ Industrial Approach – focuses on the job analysis, selection, and training aspect ★ Organizational Approach – focuses on the organizational structure, motivation, work environment/conditions, and culture aspect Industrial/Organizational Psychology – branch of psychology that applies the principles of psychology to the workplace ● Purpose is to enhance the dignity and performance of human beings and the organizations they work in by advancing the science and knowledge of human behavior ● Principles of learning are used in training programs and incentive plans ● Principles of Social Psychology are used to form work groups and understand employee conflict ● Principles of motivation and emotion are used to motivate and satisfy employees I/O PROGRAMS BUSINESS PROGRAMS - Application of psychological principles to execute the vision - Focus on how to make people productive - Rely on the scientist-practitioner model - General vision of the company - Focus on how to make the overall business productive - May not prioritize the people in the process Personnel Psychology – focuses on the selection and evaluation of employees ● Who to employ ● Involves job analysis, employee recruitment and selection, salary determination, training, performance evaluation ● Many work in training departments to identify needs, develop programs, and evaluate training success Organizational Psychology – investigates the behavior of employees within the context of an organization ● How people within the organization flow (hierarchies) ● Involves leadership, job satisfaction, motivation, communication, conflict management, organizational change, and group processes ● Mainly serve as consultants, recommending improvements for problem areas Human Factors – focuses on interaction between humans and machines ● Man and machine interactions ● Involves workplace design, human-machine interaction, ergonomics, physical fatigue, and stress ● Often collaborate with industrial engineers and technical professionals to enhance workplace safety and efficiency HISTORICAL BACKGROUND ● 1800s ○ Beginning of the Industrial Revolution ○ Use of steam engines to increase work production and efficiency ○ Emergence of factories resulted in mass hiring of factory workers ● 1903 ○ Theory of Advertising was written by Walter Dill Scott ○ Prompted the application of psychological principles to business ● 1910 ○ Psychology and Industrial Efficiency was written by Hugo Munsterberg ■ considered as father of I/O Psychology ○ First to highlight ways to make people efficient rather than just machines ○ 1913 – English translation ● 1911 ○ Increasing Human efficiency by Walter Dill Scott ● 1914-1918 (WWI) ○ Emergence of economic, business, and employment psychology ○ IO Psychologists were employed to screen military recruits through testing ■ Army Alpha (literate) ■ Army Beta (illiterate) ○ John B. Watson – administered a test to screen pilots 1 | @studywithky
○ Henry Gantt – administered motor tests to screen ship crews ○ Frank Gilbreth and Lillian Moller Gilbreth – first scientists to improve productivity and reduce fatigue by studying motions used by workers ■ Applied the findings to raising their 12 children ■ 1935 - Lillian became the first female professor of management and engineering at Purdue University ● 1920 ○ Thomas Edison – administered 163-item knowledge test to 900 applicants (only 5% passed) ○ Considered as the first competency test ● 1930s ○ I/O Psychology focused on personnel issues (selection and placement ○ Hawthorne Studies – demonstrated that employee behavior is complex and that interpersonal interactions between managers and employees played a vital role in employee behavior/productivity ■ Hawthorne Effect: change of behavior due to awareness that they’re being observed ○ Issues regarding employee performance – effects of lighting levels, work schedules, wages, temperature, rest breaks ■ Wage: not fixed, output based ■ Salary: fixed, above wage, given regularly ● 1960s ○ passage of several civil rights legislations ○ increase of need for i/o psych ○ use of sensitivity training and T-Groups for managers ● 1970s ○ Brought great strides in understanding of org psych issues that involved employee satisfaction and motivation ○ Decade of development of many theories about employee behavior in organizations ● 1980-1990 ○ Increase use of sophisticated statistical techs and methods of analysis ○ Application of cognitive psychology to industry ● 1998 ○ Increased interest in effects of work on family life and leisure activities ○ Renewed interest in developing methods to select employees ● 2000s ○ Rapid advances in technology ○ Changing demographic make-up of the workforce (ex. Women in admin, millennials, gen zs in workforce) ● 2010s ○ Global economy: online sellers, part-time/gig workers, delivery riders ○ Flexible work schedules ○ Family-friendly work policies ○ Accommodation of employees with childcare and elder care resp ○ Flatter org structures with fewer management levels ○ Shift from Urban to suburban locs ○ Increasing cost of health care benefits ○ Potential change in retirement age for social security EMPLOYMENT IN IO PSYCHOLOGY IO Psychologists – scientist-practitioners who have expertise in psychological principles and apply them to human and organizational problems ● Rely heavily on research, quantitative methods, and testing techniques ● They are trained to use empirical data and statistics to make decisions ● IO Psychologists ≠ Clinical Psychologists ● In Universities: work as researchers ● In Consulting Firms: clients are companies ● In Private/Public Sectors: employed in a company ○ Internship: student works for an organization for experience ○ Practicum: paid/unpaid labor that provide students with practical work experience RESEARCH IN I/O PSYCHOLOGY PURPOSE OF RESEARCH ★ Common sense is not so common and is often wrong Research – core of IO psychology ● Main goal is to minimize unnecessary costs for the organization and save as much money ● Monetary savings can results from factors such as increased employee satisfaction, increased productivity, and fewer accidents RESEARCH METHODS Experiments Considered as the most powerful method because it can determine cause-and-effect relationships Allows the manipulation of one or more independent variables Participants are randomly assigned to experimental and control conditions Quasi-Experiments Method in which the experimenter 2 | @studywithky