Introduction to

Industrial-Organizational (I-O)

Psychology

Why Study I-O Psychology?

Work

Large chunk of the day

Largest period of adult life

Often governs

where we live

how we live

people we associate with

The world of work and work behavior

What is I-O Psychology?

Psychology

study of behavior and mental processes

(studi tentang proses mental dan tingkah laku)

Industrial-Organizational Psychology

study of behavior in work settings and the application of

psychological principles to change work behavior

(studi ttg. perilaku dlm seting dunia kerja, serta aplikasi prinsip2

psikologi utk merubah perilaku kerja)

one of many specialty areas of psychology

(salah satu dari cabang/area spesialisasi psikologi)

Specialization within I-O

Psychology

Industrial selection

training

performance measurement

Organizational development

motivation

job satisfaction and stress

more ...

Scientist/Practitioner Model

Scientific Objective study and understanding of all aspects of behavior at work

conduct research

publish results

Applied Objective application of psychological principles and the knowledge

gleaned from research

deal with specific problems/issues

History - Industrial Psychology

Wilhelm Wundt 1st Psychology Laboratory (1879)

Early 1900’s

Walter Dill Scott

W.L. Bryan

Industrial Psychology

Frederick Taylor

Scientific Management

Frank & Lillian Gilbreth

Efficiency Experts

Scientific Management

Use of scientific principles to improve

efficiency and productivity of jobs

Principle objective

to maximize the prosperity of the employer and

each employee

Fundamental assumption

interests of employees and employers are not

antagonistic

Time-and-Motion Studies

Procedures in which work tasks are broken

down into simple component movements and

the movements timed to develop a more

efficient method for performing the tasks

often doubled, tripled or even quadrupled labor

output

revolutionized physical labor jobs in terms of

efficiency and productivity

History (continued)

Hugo Munsterberg

1st book on psychology and industrial

efficiency 1913

1st work simulation, Pittsburgh trolley drivers

Max Weber

classic book on bureaucracy

World War I

First wide spread use of testing in selection

World War I - testing

Army Alpha

intelligence test for selection and placement of

military personnel (recruits)

found over 1/4 of recruits were illiterate

Army Beta

non-verbal intelligence test for non-reading

recruits

First efforts at mass testing; lead the way for future testing efforts

1924 Hawthorne Works of

Western Electric

A positive change in behavior occurs at

the onset of an intervention followed by

gradual decline.

Revealed the existence of informal

employee work groups and their influence

on production

Identified the importance of employee

attitudes and the value of an

understanding supervisor

The Hawthorne Effect

Changes in behavior occur as a function of

one’s knowledge that they are being

observed and their expectations concerning

their role as a research participant

Human Relations Movement(Organizational Psychology)

Based on the Hawthorne studies (by Elton

Mayo) that emphasizes the importance of

social factors (informal processes) in

influencing work performance.

Worker morale

Co-worker relations

Social sources of motivation, especially in

repetitive low level work

World War II(continued work begun in WW I)

Army General Classification Test (AGCT)

classified 12million soldiers

based on ability to learn

selection for officer training

Pilot selection and training

OSS (precursor to CIA)

select spies based on situational tests

intelligence, adaptability and creative thinking

Post World War II

Specialty areas of I-O became more pronounced

testing

selection

evaluation

Defense industry growth spurred development

engineering psychology

human factors psychology

ergonomics

50’s Ohio State Leadership

Studies(Landmark in I-O)

Structure

task oriented leadership

Consideration

people oriented leadership

Human Relations Movement (expanded)

quality of work life

job satisfaction

1960’s through early 1990’s

Research and practice of I-O flourished

motivation

goal setting

job attitudes

organizational stress

group processes

organizational power and politics

organizational development

1960’s Civil Rights and

Women’s Movements

Legal changes - 1964 Civil Rights Act

Emphasized fairness in employment

decisions - Title VII

Protects:

race (ethnicity)

color

national origin (country)

sex

religion

1960’s and 1970’s Civil Rights

and Women’s Movements

Prohibits:

Discrimination in employment (hiring, firing,

training…)

Segregation

Retaliation for filing Claims

Administered by E.E.O.C.

1978 Uniform Guidelines developed

Cross Cultural I/O Psychology Diversity of Workforce

Increasing diversity

Women

Ethnic minorities

Opportunity for

different viewpoints and perspectives

organizational creativity and innovation

understanding and reaching new markets

By 2010 white males will count for less than 40% of the workforce

Cross Cultural I/O Psychology

Scope of the Work Environment

Globalization of business

100,000+ U.S. company do business overseas

Jobs increasing in complexity

Increased responsiveness to needs of

workers

Cross Cultural I/O Psychology Other issues

Mergers, acquisitions, and joint ventures

International business environment

“cultural shock”

outsourcing

High technology and telecommunication

systems

Internet influences

Changing Labor Market

Tighter market for skilled workers

recruitment (attract)

selection

retention

retraining

Growing numbers of low-skilled service jobs

how can this work be made more meaningful?

Organizational Downsizing

Strategy of reducing an organization’s workforce to

improve organizational efficiency, productivity and/or

competitiveness

technological advances

robotics

computer-assisted manufacturing

reduction in mid-level management

flatter organizations

teams

Current Hot Topics

Mergers, Acquisitions and Joint Ventures

Influences of Technology Explosion

Cultural Diversity

Change Management

Work and Family Balance

Competency Modeling

Teams

Industrial-Organizational (I-O)

Psychology

Today

One of the fastest growing areas of psychology

I-O Psychologists

Versatile behavioral scientists dealing with

human behavior in the workplace

Scientists who derive principles of individual,

group and organizational behavior through

research

Consultants and staff psychologists who

develop scientific knowledge and apply it in

solving problems at work

Teachers who train in both research and

application of I-O Psychology

Four Main Work Areas of

I-O Psychologists

Academia 37%

Consulting 38%

Government 7%

Industry 18%

Six Fields (specialization

areas)

Selection and Placement

Performance Appraisal

Training and Development

Organizational Development

Occupational Health

Quality of work life

Human Factors Psychology

Ergonomics

Society for Industrial and Organizational

Psychology (SIOP)

Division 14 of the American Psychological Association (one

of 53)

www.siop.org

The professional organization for I-O Info.

Graduate programs

Jobs

Conferences

Networking

Publications

American Psychological Association (APA)

largest professional organization for

psychologists

www.apa.org

American Psychological Society (APS)

alternative professional organization stressing

a scientific focus

www.psychologicalscience.org

Licensing in I-O Psychology

Issues

protection of public

exclusivity of practice

SIOP’s current position

not supporting licensing in I-O

continual review of policy

Some Journals Publishing I-O Research

Journal of Applied Psychology

Personnel Psychology

Academy of Management Journal

Academy of management Review

Journal of Applied Social Psychology

Journal of Management

Journal of Occupational Behavior

Leadership Quarterly

Organizational Behavior and Human Decision Processes

Training and Development Journal