Untitled Quiz

History of I/O Psychology

• 1879: Wilhelm Wundt establishes the first psychology laboratory in Leipzig, Germany - the birth of modern psychology
• 1890: James McKeen Cattell introduces the concept of "mental tests" and explores individual differences in human abilities, creating the basis for psychological assessment within the workplace
• 1911: Frederick Winslow Taylor publishes "The Principles of Scientific Management" which emphasizes efficiency and productivity in the workplace, highlighting the importance of studying work processes and human behavior
• 1913: Hugo Münsterberg publishes "Psychology and Industrial Efficiency," the first book to utilize psychological principles in industrial settings - applying them to topics like employee selection and work conditions
• 1917: The U.S. military utilizes the Army Alpha and Beta tests in World War I, which marks the first ever large-scale psychological testing on soldiers and significantly advances I/O psychology.
• 1924-1932: The Hawthorne Studies, conducted at the Western Electric Hawthorne Works in Chicago, emphasize the importance of social factors and employee attitudes on productivity, contributing to the Human Relations Movement in I/O Psychology
• 1933: Elton Mayo, central to the Hawthorne Studies, publishes "The Human Problems of an Industrial Civilization," which places emphasis on the role of human emotions and social dynamics in the workplace
• 1945: The Division of Industrial-Organizational Psychology (now known as the Society for Industrial and Organizational Psychology, or SIOP) is established within the American Psychological Association (APA) formally recognizing I-O psychology as a distinct field.
• 1950s: I-O psychology expands beyond selection and efficiency, shifting focus toward organizational behavior, leadership, motivation, and job satisfaction.
• 1960: Douglas McGregor publishes "The Human Side of Enterprise," introduces the concepts of Theory X and Theory Y which describe different management styles and their impact on employee motivation and performance.
  • Theory X Managers: Believe employees lack creativity and only work for a paycheck
  • Theory Y Managers: Believe that employees want to work and make decisions with less supervision and enjoy their work and want to see the organization succeed.
• 1968: Frederick Herzberg develops the Two-Factor Theory (Motivation-Hygiene Theory), which distinguishes between factors causing job satisfaction and those preventing dissatisfaction.
• 1980s: I-O psychology expands to address topics like work-life balance, stress management, and diversity in the workplace. Statistical methods and computer technology become more prevalent in I-O research.
• 1990s: The field sees a growing interest in global and cross-cultural issues as businesses become more international. Organizational culture becomes a major focus in the field.
• 2000s: Advancements in technology lead to the study of virtual teams, telecommuting, and the impact of technology on workplace behavior. I-O psychologists focus on issues like employee well-being, engagement, and ethical leadership.
• 2010s-Present: The field continues to evolve with focus on talent management, employee engagement, and the application of big data and artificial intelligence in the workplace. Diversity, equity, and inclusion are central topics in I-O psychology.

Course Description

• This course concentrates on employee selection and development.
• By the end of the course, students should be able to conduct assessment of competencies, identify development needs and approaches to training and development of employees.
• Students will be oriented to and practice skills in recruiting, targeted interviewing, and profiling of applicants

Activity: "Job Fair Interview Simulation"

• This activity helps graduating students prepare for job interviews they might encounter at a job fair.
• The objective of this activity is to help students:
  • Practice their interviewing skills
  • Learn how to present themselves effectively
  • Receive feedback to improve their performance.

Human Factors/Ergonomics

• This branch of I/O psychology researches workplace design, human-machine interaction, ergonomics, and physical fatigue and stress.