Industrial Psychology PDF - 2024-2025

19/01/2025 INDUSTRIAL PSYCHOLOGY SECOND SEMESTER, 2024-2025 RE-CAP  Context of organizations (definition of organization, characteristics)  Organizational Model  What are the challenges/changes that you see in Philippine organizations and Filipino workers? (P.E.S.T.E.L – POLITICAL,ECONOMIC...

19/01/2025 INDUSTRIAL PSYCHOLOGY SECOND SEMESTER, 2024-2025 RE-CAP  Context of organizations (definition of organization, characteristics)  Organizational Model  What are the challenges/changes that you see in Philippine organizations and Filipino workers? (P.E.S.T.E.L – POLITICAL,ECONOMIC,SOCIAL/CULTURAL,TECHNOLOGICAL,ENVIRON MENTAL,LEGAL) 1  19/01/2025 TRENDS AFFECTING WORKERS AND ORGANIZATIONS Political Economic (Globalization)  Transfer of information, products and services  Leadership style: more  Competition, outsourcing, retrenchment directive/autocratic  Stricter quality standards  Change in government leaders: cronyism  Decline in BPOs, hospitality, manufacturing, agriculture  Changes in minimum wage, monthly wages, exchange rates,  International policies: shift in foreign GDP – inflation Impending Global Recession trade/investment   Poverty remains high – migration continues to separate families  War/Conflict in Ukraine and other areas:  Aging population in other countries will increase brain drain affects migrant work TRENDS AFFECTING WORKERS AND ORGANIZATIONS Socio-Cultural Technology  Diversity/Inclusion  Automation shifts nature of jobs  International workforce – cultural diversity  Technology shapes recruitment, learning, communication, productivity – need for technological competencies  Increasing women in the workforce – glass ceiling  LGBT – gender discrimination  Increased alienation of unskilled workers – requires retooling training  PWDs – changing policies, facilities  Fast work pace and 24/7 accessibility – job stress/work life  Generations in the workplace – change in policies, styles balance  Changing religious patterns – multi-faith practices  Changing work arrangement (work from home) and work structures (virtual structures)  Multigenerational Workforce  Social media – policies, productivity, security of information  Diminished loyalty/Turnover – engagement/retention programs  Increasing use of AI in businesses  Changing family structures – policies/benefits of employees  Lifestyles/values shape market of products  K-12/Free College Education–greater gap between private vs. public schools 2  19/01/2025 TRENDS AFFECTING WORKERS AND ORGANIZATIONS Environmental Legal  Climate change affects business and organizations  Decline in unionism (waste management, mining industries, agriculture)  Anti-discrimination Law; SOGIE  Disaster risk and response management needed to be embedded  Clamp down on contractualization (endo) –  Environment consciousness – Green labor rights business/buildings  No smoking law  Traffic – productivity  Change law – maternity leave, anti-  Pollution – health discrimination  Health- COVID Pandemic, Substance Abuse (Addiction), and other health concerns  Mental Health Law DAVID HANNA’S ORGANIZATIONAL MODEL 3  19/01/2025 INTRODUCTION AND BACKGROUND INTRODUCTION HISTORY AREAS OF SPECIALIZATION RESEARCH QUICK SURVEY  How many hours in a day are spent by working adults on…?  Sleeping  Eating  Watching TV  Working  Commuting  With Family/Friends 4  19/01/2025 QUICK SURVEY  How many hours in a day are spent by working adults on…?  Sleeping 8 hrs  Eating 2 hrs  Watching TV 3 hrs  Working 8 hrs  Commuting 1 hr  With Family/Friends 2 hrs  If a person is unhappy at work for 8 hours a day, the residual effects of this unhappiness will affect the quality of that person’s family and leisure life as well. 5  19/01/2025 IMPORTANCE AND DANGERS OF WORK Importance of work Dangers of Work  Financial security  Physical hazards in the  Emotional security and happiness workplace  Sense of identity and Status  Source of anxiety and  Sense of fulfilment and frustration accomplishment  Social rewards  Work related stress INDUSTRIAL - ORGANIZATIONAL PSYCHOLOGY  The specialty of industrial-organizational psychology (also called I/O psychology) is characterized by the scientific study of human behavior in organizations and the work place. The specialty focuses on deriving principles of individual, group and organizational behavior and applying this knowledge to the solution of problems at work. (APA.org)  Helping people and organizations  Helping employers treat employees fairly  Helping make jobs more interesting and satisfying  Helping workers be more productive 6  19/01/2025 INDUSTRIAL - ORGANIZATIONAL PSYCHOLOGY  Branch of Psychology  Applied Social Psychology  Science of people at work  Studies factors that affect the people in an Organization SCOPE OF I/O PSYCHOLOGY  Individual Work Behaviors: underlying psychological processes that affect work behavior  Group/Team Processes: Relationships – boss and staff; intra/inter group dynamics  Human Resource Functions – recruitment and selection, training and development, performance management 7  19/01/2025 BRIEF OUTLINE OF HISTORY  Pre-Scientific  Early Years (Pre WW1) Early Beginnings to  World War I Scientific Management  Between the Wars (1919-1940)  World War II (1940-1945)  1950s-1960’s Human Relations Movement  1970’s To Organizations as Social  1980’s-1990’s Entities  Present PRE-SCIENTIFIC PSYCHOLOGY  ARISTOTLE – foundations for many modern management concepts  MACHIAVELLI (in The Prince, 1527) – practical advise for developing authoritarian structures within organizations 8  19/01/2025 PRE-SCIENTIFIC  THOMAS HOBBES (1651) – advocated strong centralized leadership  JOHN LOCKE (1690) – advocated participatory management; leadership is granted by the governed EARLY YEARS (PRE-WW1)  The first school of professional management was started at the University of Pennsylvania  FREDERICK W. TAYLOR developed the “scientific management philosophy”  The Principles of Scientific Management; two key principles:  scientifically design work methods for efficiency  select the best workers and train them in the best methods 9  19/01/2025 EARLY YEARS (PRE-WW1)  W.L.BRYAN – “real-life” applications of psychology the term “industrial psychology” first appeared in his 1904 APA presidential address  WALTER DILL SCOTT - application of psychology on advertising - instrumental in the application of personnel procedures within the army during WW1 EARLY YEARS (PRE-WW1)  Hugo Munsterberg, considered by many as "the father of industrial psychology", pioneered the application of psychological findings from laboratory experiments to practical matters 10  19/01/2025 WORLD WAR I  ROBERT YERKES proposed ways of screening recruits for mental deficiency & assigning recruits to army jobs  WALTER DILL SCOTT classified and placed enlistees, conducted performance evaluations of officers, and developed and prepared job duties and qualifications BETWEEN THE WARS (1919-1940)  JAMES CATTELL started the Psychological Corporation (1921)  HAWTHORNE STUDIES (1924) ELTON MAYO Hawthorne works of the Western Electric Company Hawthorne Effect 11  19/01/2025 BETWEEN THE WARS (1919-1940)  Major advances in measurement of attitudes during 1920’s & 1930’s LIKERT & THURSTONE among those particularly prominent  1939 –KURT LEWIN led the first publication of an empirical study of the effects of leadership styles WORLD WAR II (1941-1945)  Industrial psychologists were again sought after by the army to help in the selection and placement  Development of Army General Classification Test Test of performance under situational stress 12  19/01/2025 1950’S AND 1960’S  CARL ROGERS' and ABRAHAM MASLOW's theories of motivation supported the human relations movement  B.F. SKINNER: behaviorism's applications to organizational settings  1954 PETER F. DRUCKER outlined his Management by Objectives (MBO) approach 1950’S AND 1960’S  1954 JOHN C. FLANIGAN outlined his Critical Incidents Technique  1964 Civil Rights Act passed. Title VII, section 703a states: "it is unlawful to discriminate in any employment practice on the basis of race, color, religion, sex, or national origin" 13  19/01/2025 1950’S AND 1960’S  1966: Katz & Kahn theory and research of organizational behavior  Mid 1960's into early 1970's: advances in job analysis techniques RISE OF MOTIVATION THEORIES Douglas McGregor proposed his Theory X and Theory Y assumptions Contingency models of leadership work of Fred Fiedler Vroom’s VIE theory (valence, instrumentality, expectancy) of motivation 14  19/01/2025 RISE OF MOTIVATION THEORIES David McClelland proposed need for achievement theory Frederick Herzberg’s two-factor theory of motivation (satisfiers/motivators & hygiene factors) Edwin Locke’s goal setting approach to motivation 1970’S  1971: B.F. Skinner, in Beyond Freedom and Dignity, advocated behavior modification strategies to motivate people in organizations  Organizational behavior modification's successes increasingly demonstrated  Rise of cognitive approaches  Early 1970's: Porter & Lawler proposed revised expectancy model of motivation 15  19/01/2025 1980’S AND 1990’S  Mid 1980's: use of quality circles and other participatory management techniques  Late 1980's: renewed interest in organizational climate and groups 1980’S AND 1990’S  Late 1980’s: rise of participatory management techniques known by such terms as: Total Quality Management (TQM), Continuous Quality Improvement (CQI), and Continuous Process Improvement (CPI)  1990's: rise of meta-analysis as statistical technique 16  19/01/2025 BRIEF OUTLINE OF HISTORY  Pre-Scientific  Early Years (Pre WW1)  World War I  Between the Wars (1919-1940)  World War II (1940-1945)  1950s-1960’s  1970’s  1980’s-1990’s  Present PRESENT TIMES  Percentage of I/O Psychologists Who Work in Various Settings in 1960 and 2001 Setting 2001 1960 Note: Trend away from private companies in Consulting firms 32% 28% favor of consulting firms and academia. Government 7% 11% Private companies 15% 35% Universities 38% 26% Other 8% 17  19/01/2025 PRESENT TIMES  Mean Salaries of I/O Psychologists in the US in 2000 M.A. $67,000 Note: Gender difference mostly Ph.D. $90,000 accounted for by Top 10% $200,000 or more women being more likely to be M.A. Professors $73,000 level and being younger. Source: Companies $100,000 Katkowski, D. A., & New Ph.D. $60,000 Medsker, G. J. (2001). Men $93,000 Women $77,000 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 Incorporated to Developmental Decisions International  PDI--Personnel Decisions Incorporated to Personnel Decisions International  Number of graduate programs increasing rapidly around the world 18  19/01/2025 COUNTRIES WITH THE MOST I/O GRADUATE PROGRAMS Country No. of programs Country No. of programs U.S. 124 France 4 Germany 11 New Zealand 4 Australia 7 Spain 4 Canada 7 Turkey 4 England 7 Korea 3 Belgium 5 Nigeria 3 China 5 Puerto Rico 3 Netherlands 5 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 19  19/01/2025 I/O IN THE PHILIPPINES BEGINNINGS OF IO IN THE PHILIPPINES  1955: Mariano Obias graduated PhD in Comparative and Physiological Psychology (Stanford); became the head of Personnel Department at Caltex Philippines  As an academic field  1960’s: Fr. Jaime Bulatao, S.J. introduced the science of group process in AdMU. 20  19/01/2025 BEGINNINGS OF IO IN THE PHILIPPINES  1970’s: Fr. Eugene Moran, SJ established the Philippine Institute of Applied Behavioral Science  a pioneer group in adult education methodologies and introduced alternative modes of intervention (e.g. training and SLE’s)  1974: Creation of Ateneo Human Resources Center (later renamed to Ateneo Center for Organizational Research and Development) BEGINNINGS OF IO IN THE PHILIPPINES  1962: PAP was founded; 1988: creation of first standing committee in IO psychology under PAP; 1998: creation of the first formal division in IO, headed by Dr. Carmela Ortigas 21  19/01/2025 BEGINNINGS OF IO IN THE PHILIPPINES  1966: “The Personality of the Esteemed Filipino Employee” MA thesis written by Aurora Yambot, first documented IO psychology research BEGINNINGS OF IO IN THE PHILIPPINES  1980’s: some notable researches,  “Explaining and predicting Filipino industrial workers’ performance and satisfaction: The socio-psychological perspective (Dr. Lenora V. de Jesus);  “The Urban Filipino Worker in an Industrializing Society” (Dr. Amyrillis Torres’, 1988) 22  19/01/2025 THE MANDATE OF I/0 PSYCHOLOGY  Increase the fit between the workforce and the workplace in the time of rapid change  Workforce trends  Industry trends  Balancing work and family FOUR MAIN WORK AREAS FOR I/O PSYCHOLOGISTS  Academe  Consulting Firms  Business  Government 23  19/01/2025 AREAS OF WORK  Selection and Placement  Training and Development  Performance Appraisal  Organizational Development  Quality of Worklife  Ergonomics LICENSING AND CERTIFICATION  Licensing law (title and practice)  Certification Law  Requirements  Controversy surrounding licensing for I/O psychologists 24  19/01/2025 LICENSURE OF THE PSYCHOLOGY PROFESSION  Psychology Act of 2009 (RA10029)  Psychometrician  Personality Psychology  Industrial Psychology  Abnormal Psychology  Psychological Assessment TOPICS COVERED IN I/O SUBJECT AREA Topics Percentage A. Organizational theory 20% B. Organizational Structures and Systems 20% C. Human Resource Development and Human Resource Management 25% D. Team Dynamics 15% E. Organizational change and development 20% 25  19/01/2025 THE MANDATE OF I/0 PSYCHOLOGY  Increase the fit between the workforce and the workplace in the time of rapid change  Workforce trends  Industry trends  Balancing work and family RECITATION PAPER #1  Do an internet search on the current trends in Industrial/Organizational Psychology. (Cite your source/s) How do you think these trends will shape the future of research and practice in I/O Psychology? NEXT TOPICS (WEDNESDAY)  Organizational Theories  Organizational Structures 26