Scientist-Practitioner Model in I/O Psychology: What is a Scientist Practitioner?

Study Notes

Scientist-Practitioner Model

I/O psychologists rely on the scientist-practitioner model, acting as scientists when conducting research and as practitioners when working with organizations.
They apply research findings to enhance organizational effectiveness and improve the quality of life.

Major Fields of I/O Psychology

Industrial approach: focuses on determining job competencies, staffing, and training to increase employee effectiveness.
Organizational approach: creates an organizational structure and culture that motivates employees, provides necessary information, and ensures safe working conditions.

History of I/O Psychology

Lillian Gilbreth, a pioneer in I/O psychology, raised 12 children and continued her consulting work, inspiring the book and movie "Cheaper by the Dozen".
I/O psychology expanded its scope in the 1930s, involving psychologists in the quality of the work environment and employee attitudes.
The Hawthorne studies demonstrated the complexity of employee behavior and the significance of interpersonal interactions between managers and employees.

Research in I/O Psychology

Understanding research helps critically analyze studies and make informed decisions.
Common sense is often wrong, and research helps identify ineffective policies.
The first step in conducting research is deciding what to research, followed by forming a hypothesis based on a theory, previous research, or logic.

Conducting Research

Literature reviews: using journals, bridge publications, and other sources to gather unbiased and accurate information.
Ideas, hypotheses, and theories: deciding what to research, forming a hypothesis, and using theories to guide research.

Job Analysis

Job analysis: a systematic process to identify the tasks, duties, and responsibilities of a job.
Methods: threshold traits analysis (TTA), Fleishman Job Analysis Survey (FJAS), Job Adaptability Inventory (JAI), and Personality-Related Position Requirements Form (PPRF).

Job Evaluation

Determining a job's worth involves two stages: internal pay equity and external pay equity.
Internal pay equity: comparing jobs within an organization to ensure fair pay.
External pay equity: comparing jobs to external standards.

Job Description

A job description should describe a job in enough detail for selection, training, and other activities.
It should include a job title, summary, responsibilities, and other essential information.

Conducting a Job Analysis

Step 1: Identify tasks performed, major job dimensions, tools, and equipment used.
Gathering information: reviewing existing information, interviewing job incumbents, and observing performance.

Interviewing Subject-Matter Experts

Interviewing subject-matter experts (SMEs) is a common method of conducting a job analysis.
SMEs include job incumbents, supervisors, customers, and upper-level management.
The job analysis interview aims to obtain information about the job itself, not the person doing the job.

Description

Learn about the distinguishing factor of the scientist-practitioner model in Industrial-Organizational (I/O) psychology, where professionals engage in research while also working with organizations to enhance effectiveness. Explore how this approach benefits both the field and society.