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INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY
INTRODUCTION TO THE WORLD OF WORK
www.humanikaconsulting.com
OVERVIEW: INDUSTRIAL/ ORGANIZATIONAL (I/O)
PSYCHOLOGY
What is I/O Psychology?
I/O Psychology as a Career
History of I/O Psychology
INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY
I/O psychology examines how individual behavior affects, and is affected by, the physical environment and the organizational structure of the workplace
Human factors psychology: how to improve machine design and function
Personnel psychology: worker recruitment, testing, and training
Organizational psychology: managerial style
The application of psychological principles to the workplace (anywhere people work)
Help people do their jobs
help employers treat employees fairly
help make jobs more interesting and satisfying
help workers be more productive
What is I/O psychology?
TREAT EMPLOYEES FAIRLY
Treat people from diverse backgrounds fairly
select people for jobs
provide training
reward promotions/raises
address harassment
What is I/O psychology?
MAKE JOBS MORE INTERESTING/SATISFYING
Design jobs people will find satisfying
rewarding work
safe, efficient work areas (Human Factors)
Motivate employees to perform
Create teams that work well together
combine diverse talents and perspectives
What is I/O psychology?
HELP WORKERS BE MORE PRODUCTIVE
Design work patterns that enhance efficiency
Provide skills training and development
Help to meet the challenges of competition
Move past downsizing
What is I/O psychology?
I/O PSYCHOLOGY: SCIENCE AND PRACTICE
As a SCIENCE, I/O psychology uses scientific methodology to research and advance knowledge about people at work
And as a PRACTICE, I/O psychology is a profession concerned with the application of psychological knowledge to solve real-life problems in the world of work
Science and Practice Scientist-Practitioner Model: Interaction of scientific knowledge and application
Practitioner:
Create Plan
Problem
Science:
Turnover Theories
Past Empirical Studies
A call center has a three week training program for new
employees. The average employee quits after three months.
THE MOST POPULAR I/O RESEARCH TOPICS IN EIGHT COUNTRIES
Country
Topics
Canada
Career development, Employee selection,
job stress, leadership
England
Employee selection, gender, job stress,
leadership, turnover
Germany
Job Stress, motivation, training, work
environment
India
Job satisfaction, job stress, motivation,
organizational level
Israel
Career development, job satisfaction,
motivation, performance appraisal, values
Japan
Career development, job stress, leadership,
motivation
Scandinavia
Gender, job stress, shift work,
unemployment
United
States
Career development, employee selection,
leadership, performance appraisal
Note: From Erez, M. (1994). Tow
MAIN JOURNAL FOR I/O PSYCHOLOGY
I/O main journal: Journal of Applied Psychology
Other top journals (NFE)
Personnel Journal
Academy of Management Journal
Academy of Management Review
Organizational Behavior and Human Decision Processes
Administrative Science Quarterly
Journal of Management
Journal of Organizational Behavior
Organizational Research Methods
Journal of Vocational Behavior (very little cross-fertilization OBM/IO, JOBM
missing from top ten journals - recognized;
rankings in IO)
Industrial/Organizational Psychology
Industrial
Recruitment
Selection
Classification
Compensation
Performance Appraisal
Training
Organizational
Socialization
Motivation
Occupational Stress
Leadership
Group Performance
Organizational Development 12
Organizational Psychology is part of a broader field of Industrial/Organizational Psychology.
I/O Psychology
ENGINEERING PSYCHOLOGY/HUMAN FACTORS
Person-machine systems
Working conditions
Equipment, tool, and machine design and function in recognition of operator limitations in strength, perception, reaction-time, etc.
I/O Psychology
INDUSTRIAL RELATIONS
Labor-union relations
Employee/employer relations
Cooperation & conflict resolution
Arbitration, negotiation & bargaining
I/O Psychology
VOCATIONAL & CAREER COUNSELING
Career choice, change, and retirement
CONSUMER PSYCHOLOGY
Consumer choice and preference for products
Purchasing behavior & decision making
I/O Psychology
Activities and work settings of I/O psychologists
Employment in I/O psychology (salary surveys)
Training for I/O psychology
Professional involvement of I/O psychologists
Licensure
16
Overview: Professional Life of the I/O Psychologist
I/O PSYCHOLOGY AROUND THE WORLD
At one time I/O was almost entirely American
I/O interest has exploded over the past 10-15 years and accelerating
American consulting firms have become international, reflected in names DDI--Developmental Decisions Inc. to International
PDI--Personnel Decisions Inc. to International
Number of graduate programs increasing rapidly around the world
WHERE DO I/O PSYCHOLOGISTS WORK?
Dual orientation (science & practice) reflected in principal work settings of I/O psychologists
Universities
(37%)
Consulting firms
(38%)
Industry (18%)
Gov't (7%)
MEAN SALARIES OF I/O PSYCHOLOGISTS IN THE US IN 2000
M.A.
$67,000
Ph.D.
$90,000
Top 10%
$200,000 or more
Professors
$73,000
Companies
$100,000
New Ph.D.
$60,000
Men
$93,000
Women
$77,000
Note: Gender difference mostly accounted for by women being more likely to be M.A.
level and being younger. Source: Katkowski, D. A., & Medsker, G. J. (2001).
Professor of . . . Psychology, Management, Organizational Behavior, Industrial Relations
Staff member, Manager, Dir, VP of . . . Personnel, HR, Organizational Planning, Personnel Development, OD, Management Development, Personnel Research, Employee Relations, Training, Affirmative Action
Management Consultant
Common Job Titles for I/O Psychologists
I/O AS A PROFESSION Graduate degree necessary (MA or
Ph.D.)
Content of graduate training
Basic psychology
Research methods (heavy emphasis)
I/O content
Thesis, Dissertation
Qualifying exam
Internship, practica
Entry requirements very competitive
SIOP website for most US programs (www.siop.org)
Employment
Little or no unemployment
Academic and nonacademic market strong
Field expanding and becoming popular
PROFESSIONAL ASSOCIATIONS RELATED TO I/O PSYCHOLOGY
American Psychological Association (APA: www.apa.org)
Society for Industrial/Organizational Psychology (SIOP: www.siop.org)
Academy of Management (AoM: www. aom.pace.edu)
Society for Human Resource Management (SHRM: www.shrm.org)
American Society for Training and Development (ASTD: www.astd.org)
LICENSURE FOR I/O PSYCHOLOGISTS
Licensure requirements vary by state SIOP’s policy – recognize the
requirement and offer guidance SIOP’s Guidelines for the Education and
Training of I/O Psychologists Organizational requirements for
licensure
24
HISTORY OF I/O
Began early 1900s
World War I first mass testing
Between wars psychology helping business: I side
Hawthorne studies impact of social aspects: O side
World War II: Psychology and the war effort
Civil rights movement: Job relevance
Technological change
LEADING HISTORICAL FIGURES
Hugo Münsterberg: Psychology and Industrial Efficiency
Walter Dill Scott: The Theory of Advertising
Frederick Winslow Taylor: Scientific Management
Robert Yerkes: Army Alpha and Beta tests
Lillian Gilbreth: Time and motion; Human factors
Bruce V. Moore: First I/O PhD?
Roethlisberger & Dickson: Hawthorne Studies
HUGO MUNSTERBERG: “THE FATHER OF INDUSTRIAL PSYCHOLOGY”
Pioneered the application of psychological findings from laboratory experiments to practical matters
He was the first to encourage government funded research in the area of industrial psyc.
HAWTHORNE STUDIES
Early I/O psychologists studied worker productivity in the factory
What physical factors (e.g. lighting) govern worker productivity?
1924 study conducted at the Hawthorne factory of Western Electric failed to find that physical environment factors controlled productivity
Rather, any changes made increased productivity
Conclusion: Mere observation of a worker is sufficient to change their behavior (termed the Hawthorne effect)
HUMAN FACTORS PSYCHOLOGY
The focus of human factors psychology is to improve the design and function of machines and the work environment
Humans and machines form an interdependent system
Machine has displays and controls (displays allow for human perception, controls allow the human to control the machine)
Displays and controls can be fine-tuned to prevent accidents and improve performance
PERSONNEL PSYCHOLOGY
Finding the right person for the job:
Job analysis: What knowledge, skills, and abilities are required to do the job?
Candidate selection: Who best matches the job analysis?
Interview process
Job training: How is the person trained after hiring?
Orientation is designed to clue new hires into the new organization culture
WORKER EVALUATION
Performance evaluation is the formal procedure used to asses the multidimensional job performance of employees
Provides feedback on job performance
Can be used to identify training and development needs
Used to make decisions on promotions, transfers, and termination
ISSUES IN EVALUATION
Evaluations can be objective (units sold) or subjective
Often cannot identify objective criteria
Subjective evaluations suffer from rater bias
Halo effect is the tendency to rate a person as too high or too low based on one outstanding trait
Halo effect can be countered by having multiple persons contribute to the evaluation
The evaluation can be focused on rating behaviors rather than traits
MYTHS OF SEXUAL HARASSMENT
It’s a minor problem
Number of complaints are rising
It’s overreported
75% of harassment may be ignored
It’s an expression of sexual desire
Is actually an assertion of power
ORGANIZATIONAL PSYCHOLOGY
The focus of organizational psychology is how interpersonal relations in the work setting affect productivity
Managerial style makes a difference:
Theory X managers believe that employees are lazy, avoid being productive and have to be prodded to work
Use quotas and commissions to motivate workers
Theory Y managers believe that employees like work and can direct themselves
Do not use close supervision of employees
WORKER MOTIVATION
I/O psychology has sought answers for what motivates workers
Goal-setting theory argues that having specific and difficult goals will lead to higher performance
Equity theory suggests that workers compare their contributions and rewards to those of their fellow workers; if these are out of line, the worker adjusts output accordingly
Expectancy theory argues that worker motivation is related to expectancy of outcomes
JOB SATISFACTION
Job satisfaction leads to
Reduced resignations means lower costs to replace workers
Increased productivity means more output
Improved employee health is a benefit that accrues to the office and outside the office
Holland argues that job satisfaction is a match between the personality and their occupation
PROSPECTS FOR I/O FIELD
Rapidly growing
New areas/topics
Attracting more graduate students
More graduate programs
More psychologists in the world
Job market strong: Academic and applied
Area of psychology making an impact on the world Relevant to anyone who works
Interdisciplinary connections Business, engineering, health fields, other areas of psychology