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CHAPTER 1 Introduction: Definitions and History Inst. Aslı Yalçın Çankaya University Psychology Department What is Industrial/ Organizational Psychology? Psychology is the study of behavior and mental processes. Industrial/organizational (I/O) psychology; the study of behavior in work settin...
CHAPTER 1 Introduction: Definitions and History Inst. Aslı Yalçın Çankaya University Psychology Department What is Industrial/ Organizational Psychology? Psychology is the study of behavior and mental processes. Industrial/organizational (I/O) psychology; the study of behavior in work settings. I/O psychologists; - basic personnel functions within organizations (recruitment & selection of employees, training & development, measuring job performance) / I PART Psychological processes underlying work beh. (motivation, job satisfaction, stress, commitment) / O PART The Science and Practice of Industrial/Organizational Psychology I/O psychology has two objectives: 1. 2. To conduct research in an effort to increase our knowledge and understanding of human work behavior. To apply that knowledge to improve work behavior, the work environment, and the psychological conditions of the worker. Scientist-practitioner model Publish-apply Best practices are strongly based in the science of I/O psychology The Science and Practice of Industrial/Organizational Psychology The study of work behavior Multidisciplinary Information Science Cognitive Science Management Sociology Political Science Economics Complex nature of work Keep minds open to developments in other fields Industrial/Organizational Psychologists AT THE PhD LEVEL... %40 %20 %20 %10 colleges and universities, in research or consulting firms, business and industries, federal, state, or local government. TITLES... Director of Human Resources. Personnel Research Psychologist. Vice President of Employee Development. Manager of Employee Relations. Senior Employment Specialist. Testing Specialist. Quality Performance Manager. Consultant. Staff Industrial Psychologist. IBM TOYOTA FORD UNITED AIRLINES XEROX P&G UNILEVER DISNEY PEPSI The Roots and Early History of Industrial/Organizational Psychology Around the turn of the 20th century; a few psychologists were interested in the study of work beh. Hugo Munsternberg Experimental psychologist Design of work & personnel selection(1913) (e.g., streetcar operators) (book: Psychology & Industrial Efficiency) Walter Dill Scott Experimental psychologist Salespersons and psychology of advertising First professor in the field & started a consulting company (1908) The Roots and Early History of Industrial/Organizational Psychology Frederick Taylor engineer, pioneered the development I/O psychology. Scientific principles can be applied to the study of work beh. to increase worker productivity & efficiency. «One best method for performing a particular job» Breaking the job scientifically into measurable component movements and recording the time needed to perform each of them. Develop the fastest, most efficient way of performing any task. The Roots and Early History of Industrial/Organizational Psychology Time-and-motion studies procedures in which work tasks are broken down into simple components & movements timed to develop a more efficient method for performing the tasks. ( often doubled, tripled & even quadrupled the laborer output !) Scientific management, a movement started by Taylor, a method of using scientific principles to improve the efficiency and productivity of jobs. (selection of workers based on abilities & the use of proper tools ) The Roots and Early History of Industrial/Organizational Psychology Taylor’s followers Frank & Lillian Gilberth Efficiency of jobs such as cabinetmaking, clerical filing, lumber sawing, making of reinforced concrete slabs (increased from 80 425 slabs per day) Flaws of Taylor’s perspective… Limited & narrow In those days many jobs involved manual labor Today most jobs require mental labor; complex, creativity Higher level jobs- are not very suitable for time-motion studies Industrial engineers IO Looks behind efficiency The Roots and Early History of Industrial/Organizational Psychology During World War I (1914-1918), Robert Yerkes (president of APA) worked with the U.S. Army to develop intelligence tests for army recruits. The Army Alpha and Beta tests the first mass testing efforts. Alpha Those who could read Beta Those who were nonliterate 1920s growth of industrialization in US & industrial psychology began to take hold 1921 First PhD degree was awarded & psychologists worked directly with industries as consultants and researchers. The Roots and Early History of Industrial/Organizational Psychology During World War I (1914-1918), Robert Yerkes (president of APA) worked with the U.S. Army to develop intelligence tests for army recruits. The Army Alpha and Beta tests the first mass testing efforts. Alpha Those who could read Beta Those who were nonliterate 1920s growth of industrialization in US & industrial psychology began to take hold 1921 First PhD degree was awarded & psychologists worked directly with industries as consultants and researchers. The Roots and Early History of Industrial/Organizational Psychology During World War I (1914-1918), Robert Yerkes (president of APA) worked with the U.S. Army to develop intelligence tests for army recruits. The Army Alpha and Beta tests the first mass testing efforts. Alpha Those who could read Beta Those who were nonliterate 1920s growth of industrialization in US & industrial psychology began to take hold 1921 First PhD degree was awarded & psychologists worked directly with industries as consultants and researchers. The Great Depression Years and World War II During the 1930s; an important development A group of Harvard psychologists (Elton Mayo et. All) at the Western Electric Company in Hawthorne, Illinois. The effects of the physical environment on worker productivity. In one particular study, they examined the effect of lighting on worker productivity. (optimal level for workers) Results of the study found that productivity increased regardless of level of lighting. The Great Depression Years and World War II The Hawthorne effect changes in behavior occurring as a function of participants’ knowledge that they are being observed and their expectations concerning their role as research participants. o Workers affected not by the changes in physical environment but by the simple fact that they knew they were beıng observed. The human relations movement emphasizes the importance of social factors in influencing work performance. “Worker morale” Harmonious work environment and good relations performance esp.lly if the job itself is boring. The Great Depression Years and World War II World War II contributed greatly to the growth of I/O psychology. Complexity of machinery lead to a need for human factors psychologists for training soldiers to operate the equipment Improvement of selection procedures & placement of soldiers The Army General Classification Test. Group-administered pencil-paper test Categories based on abilities to learn military duties and resp.s US Office of Strategic Services – The forerunner of CIA. Candidates for dangerous positions Situational tests to be performed under near impossible conditions Post War Years and the Modern Era After WW II I/O psychology began to blossom and specialty areas began to emerge Testing, selection, evaluation- publication of the new journal Personnel Psychology 1948 1950s/1960s Defense Industry Engineering Psychology (Human Factor Psychology or Ergonomics) Design control systems both sensible and easy 1960s early 1990s Many of the topics currently associated with I&O Psychology Motivation and goal-setting, job attitudes, organizational stress, group processes, power and politics, organizational development. Post War Years and the Modern Era Civil Rights Legislation (1964,Title IV) Discrimination in employment practices for underrepresented groups. Org.s A closer look at the ways of selection. Particular attention given to fairness of Employment selection tests and personnel decisions ( e.g. promotions, compensation, firings) Subsequent civil rights legislation- Ethnic, sex, age discrimination Age Discrimination Act, 1967 and 1978 Americans with Disabilities Act, 1990 I/O psychologists played an important role to Industrial/Organizational Psychology Today and in the Future The mission of I/O Psychology (SIOP): To enhance HUMAN WELL-BEING AND PERFORMANCE in organizational and work settings by promoting the science, practice, and teaching of I-O psychology. Three Trends First trend: The changing nature of work flatter organizations, work teams, telecommunication, networking redesign of jobs Organizational downsizing refers to the strategy of reducing an organization’s workforce to improve organizational efficiency and/or competitiveness. Reduction of middle-level managers and workers. 11. 9. 2001 (Terrorist Hijacking) Commercial Airlines. Industrial/Organizational Psychology Today and in the Future Second trend: Expanding focus on human resources Competition for highly-skilled workers Benefit programs to attract best workers (familyfriendly policies) Aging workforce and fewer young people Greater focus on personnel issues, recruiting, screening, & testing potential workers, employee training, development & compensation programs…. Seeing worker as a “whole person” rather than a working being Stress and adaptation to change, emotions in workplace, W-F-C Industrial/Organizational Psychology Today and in the Future Third trend: Increasing diversity in the workforce Workforce is becoming more diverse Women make up two thirds of all entering workers in the labor market. Ethnic minority group members make up one third of all entering workers. Workers are becoming internationally mobile Shift toward a more global economy Organizations & managers should be able to manage the challenges that diversity brings.
