Chapter 1: Introduction To Industrial/Organizational Psychology PDF

CHAPTER I: I NDUSTR IA L / ORG A NIZ ATIO NAL PSYCH OLO GY INTRODUCTION TO INDUSTRIAL/ ORGANIZATIONAL...

CHAPTER I: I NDUSTR IA L / ORG A NIZ ATIO NAL PSYCH OLO GY INTRODUCTION TO INDUSTRIAL/ ORGANIZATIONAL PSYCHOLOGY Prof. Robin M. Pineda, MAPsy, RPm, RPsy, CSSWB Program Head, Department of Psychology College of General Education and Liberal Arts Arellano University - Andres Bonifacio Campus TOPICS: The Field of I/O Psychology Major Fields of I/O Psychology Brief History of I/O Psychology Educational Requirements and Types of Programs Ethics in I/O Psychology  Industrial/Organizational Psychology – branch of psychology that applies the principles of psychology to the workplace I/O Psychology examines factors that affect the people in an organization as opposed to the broader aspects of running an organization. THE FIELD OF INDUSTRIAL/ ORGANIZATIONAL PSYCHOLOGY THE FIELD OF INDUSTRIAL/ ORGANIZATIONAL PSYCHOLOGY Focuses almost exclusively on issues involving the people in the organization. Relies extensively on research, quantitative methods, and testing techniques. Use empirical data and statistics rather than intuition to make decisions. Science-Practitioner Model – I/O professionals acts as scientist when they conduct research and as practitioners when they work with actual organizations; applies research findings so that the work they perform with the organizations will be of high quality and enhance an organization’s effectiveness.  Q:1 Which of the following statements is NOT a good practice in human resource management? As a Psychometrician, you have the As a Psychometrician, you are A C power to terminate the employee in the encouraged to be a good mental health organization that you work with. advocate in your workplace. As a Psychometrician, one of your main As a Psychometrician, you are B D tasks is to conduct programs and knowledgeable in organizing end-to-end services in pacifying your employee’s process of the whole employee current issues and concern in the application. workplace. TWO APPROACHES IN THE MAJOR FIELDS IN I/O PSYCHOLOGY Industrial Approach: focuses on determining the competencies needed to perform a job, staffing the 01 organization with employees who have those competencies, and increasing those competencies through trainings. Organizational Approach: creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information about 02 their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment. MAJOR FIELDS IN I/O PSYCHOLOGY PERSONNEL PSYCHOLOGY 01 Study and practice in such areas as analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance. Choose existing tests or create new ones Analyzes jobs to obtain a complete picture of what each employee does Construct performance appraisal instruments Examine various methods MAJOR FIELDS IN I/O PSYCHOLOGY ORGANIZATIONAL PSYCHOLOGY 02 Concerned with the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within an organization. Conduct surveys of employee attitudes Serving the role of consultant Implement organization-wide programs MAJOR FIELDS IN I/O PSYCHOLOGY HUMAN FACTORS/ ERGONOMICS 03 Concentrate on workplace design, human-machine interaction, ergonomics, and physical fatigue and stress Frequently works with engineers and other technical professionals to make the workplace safer and more efficient  BRIEF HISTORY OF I/O PSYCHOLOGY WALTER DILL HUGO WORLD WAR I SCOTT MUNSTERBERG the I/O Theory of Psychology and Psychologists advertising; Industrial Efficiency employed Army psychology was first Alpha (for literate) applied to business and Army Beta (for illiterate) BRIEF HISTORY OF I/O PSYCHOLOGY THOMAS ALBA FRANK AND HAWTHORNE EDISON LILLIAN MOLLER STUDIES created a 163-item GILBRETH interpersonal interactions knowledge test that improved the between managers and he administered productivity and employees played a over 900 applicants reduce fatigue by tremendous role in studying motions employee behavior used by workers  BRIEF HISTORY OF I/O PSYCHOLOGY 1960's and 1980's and 2000's 1970's 1990's Civil rights legislation, Increased usage of fairly diversified sensitivity trainings, and t- sophisticated statistical demographics; global groups for managers techniques and methods of economy affects the analysis; application of cognitive role of I/O Psychology psychology; increased interest in Increased use of behavior- the effects of work on family life modification techniques in and leisure activities. organization  Q:2 The following is TRUE regarding structure job interview EXCEPT … Structure interview can add predictive Structured interviews are perceived to A C power to cognitive tests. be easier than other types. Structured interviews are more valid and All statement are FALSE since structured B D legally defensible. interviews can be used solely for research purposes. EDUCATIONAL REQUIREMENTS AND TYPES OF PROGRAMS Master’s Program (M.A) Doctoral Programs (Ph.D) ETHICS IN I/O PSYCHOLOGY Ethical Dilemmas: ambiguous situations that require a personal judgment of what is right or wrong because there is no rules, policies, or laws guiding such decisions. THANK YOU R M P, M A , R P M , R P s y , C S S W B