Industrial Psychology 2023-2024 PDF

INDUSTRIAL PSYCHOLOGY SECOND SEMESTER, 2023-2024 RE-CAP INTRODUCTION AND BACKGROUND INTRODUCTION HISTORY AREAS OF SPECIALIZATION RESEARCH AREAS OF SPECIALIZATION INDUSTRIAL APPROACH The “I” in I/O Psychology ◼ determining the competencies needed to perform a job ◼ staffing the organizatio...

INDUSTRIAL PSYCHOLOGY SECOND SEMESTER, 2023-2024 RE-CAP INTRODUCTION AND BACKGROUND INTRODUCTION HISTORY AREAS OF SPECIALIZATION RESEARCH AREAS OF SPECIALIZATION INDUSTRIAL APPROACH The “I” in I/O Psychology ◼ determining the competencies needed to perform a job ◼ staffing the organization with employees who have those competencies ◼ increasing those competencies through training ORGANIZATIONAL APPROACH The “O” in I/O Psychology ◼ create organizational structure and culture - motivate employees ◼ necessary information of jobs ◼ safe, enjoyable and satisfying work environment  I/O PSYCHOLOGY PERSONNEL ORGANIZATIONAL ENGINEERING PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY PERSONNEL PSYCHOLOGY ◼ HUMAN RESOURCES MANAGEMENT (HRM) - personnel concerns ◼ HUMAN RESOURCES DEVELOPMENT (HRD) - people development PERSONNEL PSYCHOLOGY ◼ VOCATIONAL & CAREER COUNSELING – problems at work ◼ INDUSTRIAL RELATIONS – problems between employer & employees PERSONNEL PSYCHOLOGY Analyzing Jobs Evaluating Job Recruiting Performance Applicants PERSONNEL PSYCHOLOGY Training Selecting Employees Employees Determining Salary Levels ORGANIZATIONAL PSYCHOLOGY ◼ ORGANIZATIONAL BEHAVIOR (OB) – attitudes & behavior of people within the organizational context ◼ ORGANIZATIONAL DEVELOPMENT (OD) – improving/changing organizations to make it more efficient ORGANIZATIONAL PSYCHOLOGY Leadership Job Group Satisfactio Processes n ORGANIZATI ONAL PSYCHOLOG Y Organizatio Employee nal Change Motivation Organizati Conflict onal Manageme Communic nt ation ENGINEERING PSYCHOLOGY ◼ Human Factors Engineering Psychology/ERGONOMICS – human performance in person-machine system ENGINEERING PSYCHOLOGY Workplace Design Physical Human-Mac ENGINEERING Fatigue and hine PSYCHOLOGY Stress Interaction Ergonomics  I/O PSYCHOLOGY PERSONNEL ORGANIZATIONAL ENGINEERING PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY Focus: Focus: Focus: Individual Group influence Human-machine on the individual interaction * Human Resource Management * Human Resource * Organizational * Ergonomics Development Behavior * Vocational & * Organizational Career Counselling Development * Industrial Relations RESEARCH RESEARCH ◼ Goal/Purpose: ◼ document best practices (appreciative inquiry) ◼ finding solutions to organizational problems (decision-making) SCIENTIFIC METHOD ◼ Scientific method: steps scientists take to gather and verify information, answer questions, explain relationships, and communicate this information to others ◼ State the problem ◼ Formulate hypothesis ◼ Gather data ◼ Analyze/Interpret data ◼ Make conclusions RESEARCH DESIGNS QUANTI QUALI MIXED Experimental Narratives Sequential designs Phenomenology Concurrent Non-experime Ethnographies ntal designs, Grounded theory such as Case studies surveys RESEARCH DESIGNS: QUANTITATIVE o Experiments. True experiments, quasi-experiments, correlational studies, structural equation models. o Surveys. Use of questionnaires or structured interviews for data collection, with the intent of generalizing from a sample to a population. RESEARCH DESIGNS: QUALITATIVE o Case studies. In-depth exploration of an event, activity, process, or one or more individuals. o Phenomenological research. Understanding “lived experiences” or the “essence” of a phenomenon. o Narrative research. Re-telling of individuals life stories. RESEARCH DESIGNS: MIXED o Sequential procedures. QUALI (to explore) then QUANTI (with large sample); QUANTI (to test theory) then QUALI (to explore a few cases in detail). o Concurrent procedures. Collect both QUALI and QUANTI data at the same time and integrate information in the interpretation of the results. RESEARCH Most common research design used in IO 1. Experimentation 2. Observation naturalistic observation survey methods questionnaire or interview RESEARCH Data Analysis ◼ Statistics – a tool used to interpret and infer from the data gathered ◼ Descriptive Statistics ◼ Inferential Statistics ACTION RESEARCH ◼ An inquiry process that integrates applied behavioral sciences and existing organizational knowledge to solve real organizational problems ◼ Concerned with ◼ bringing about change in organizations ◼ developing competencies in employees ◼ adding to scientific knowledge  Context and purpose DIAGNOSI NG EVALUATI PLANNING NG ACTION ACTION TAKING ACTION The action research cycle QUANTITATIVE STUDIES ◼ “Work attitudes of Professionals in Family and NonFamily Businesses – Is there a difference?” Pangan, Hechanova, Franco, Mercado, & Lopez (2012) ◼ “It’s not about IQ: Emotional Intelligence and Job Performance in the Hospitality Industry” Pineda & Gueco (2012) CASE STUDY ◼ “Building Organizational Culture: The UNILAB Experience” Presbitero (2008) ◼ “Organizational Transformation: The Manila Water Way” Teng-Calleja & Reyes (2008) ◼ “Where Patients are Partners: The Journey of The Medical City” Menguito & Gueco (2012) Topics that received increasing attention in I/O research, theory, and practice ◼ Work stress ◼ Work-life Balance and Work-life Integration ◼ Culture ◼ Change management EXERCISE: HOW DO YOU STUDY THESE? 1. Factors that influence an employee’s decision to quit an organization 2. Documenting experiences of Philippine organizations in their organizational transformation efforts 3. Comparing work attitudes of professionals in family- and non-family-run businesses 4. Exploring drivers, barriers, strategies, and perceived outcomes of computerization NEXT MEETING ◼ Organizational Theories ◼ Organizational Structures