Introduction to Industrial and Organizational Psychology PDF

INTRODUCTION TO INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY | Learning At the end of this lesson the students should: Objectives: be able to describe what is industrial/organizational psychology and what I/O psychologists...

INTRODUCTION TO INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY | Learning At the end of this lesson the students should: Objectives: be able to describe what is industrial/organizational psychology and what I/O psychologists do learn about the history of I/O know the admission requirements for graduate programs of IO psychology I/O Psychology It is a branch of psychology that applies the principles of psychology in the workforce I/O psychology is the science of human behavior at work I/O Psychology The purpose of I/O Psychology is to “to enhance the dignity and performance of human beings, and the organizations they work in, by advancing the science and knowledge of human behavior” I/O Psychology The goal of I/O Psychology is to “increase productivity and well-being of employees”  I/O Psychology It relies Examine extensively I/O It relies on a factors in research, psychologists scientist affecting quantitative are not practitioner people in the methods and clinical model organization testing psychologists techniques I/O Psychology: Science and Practice As a SCIENCE, I/O psychology uses scientific methodology to research and advance knowledge about people at work And as a PRACTICE, I/O psychology is a profession concerned with the application of psychological knowledge to solve real-life problems in the world of work  Science and Practice Scientist-Practitioner Model: Interaction of scientific knowledge and application A call center has a three week training program Problem for new employees. The average employee quits after three months. Science: Turnover Theories Past Empirical Studies Practitioner: Create Plan  I/O Psychology Organizational Psychology is part of a broader field of Industrial/Organizational Psychology. Industrial/Organizational Psychology Industrial Organizational Recruitment Socialization Selection Motivation Classification Occupational Stress Compensation Leadership Performance Appraisal Group Performance Training Organizational Development  Industrial Organizational determines competencies creates organizational Two Approaches in I/O needed to perform a job structure and culture staffing the organization motivating employees to Psychology increasing competencies do their job through trainings orients/give necessary information on how to do the job provides safe working conditions  Human Major fields of I/O Personnel Psychology Organizational Psychology Factors/Ergonomi cs Psychology  Personnel Psychology  It is the field of study that concentrates on the selection and evaluation of employees  Personnel Psychology  It focus on analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance  Personnel Psychology Questions to be answered by IO psychologists and HRM Practioners:  What are the various functions of this personnel?  What are the tasks to be completed by him/her holding this specific position?  How much salary equates his/her tasks/position?  In which area he/she shall be evaluated? How he/she is going to be evaluated?  How can his/her competencies be further developed?  Organizational Psychology It is concerned with the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within an organization.  Organizational  Psychology Organizational psychogists acts like consultants wherein survey is often conducted to address issues within the organization.  Human Factors/Ergonomics It concentrates on workplace design, human machine interaction, ergonomics, and physical fatigue and stress. Brief History of I/O Psychology World War I, World War II, the Hawthorne studies, civil rights legislation, new technology, and changing demographics have had important impacts on I/O psychology. Army Alpha An intelligence test developed during Worl War I and used by the army for soldiers who can read Army Beta World War I An intelligence testThe use ofduring developed Army Alpha Worl and War I and Army Beta for large- used by the army forsoldiers who cannot read scale testing  Hawthorne Studies A series of studies, conducted at the Western Electric plant in Hawthorne, Illinois, that have come to represent any change in behavior when people react to a change in the environment.  Hawthorne Studies The study demonstrated that employee behavior was complex and that the interpersonal interactions between managers and employees played a tremendous role in employee behavior.  Hawthorne Effect When employees change their behavior due solely to the fact that they are receiving attention or are being observed. 1960’s - passage of several major pieces of civil rights legislation focusing on the attention of HR professionals towards fair selection techniques 1960’s - passage of several major pieces of civil rights legislation focusing on the attention of HR professionals towards fair selection techniques -new technology -changing demographics in the workplace Employment of I/O Psychologists Education (Colleges and Universities) Private and Public Sector Consulting firms  Schools offering Industrial and Organizational Psychology (Post graduate) and other related programs  De La Salle University (Dasmarinas) - Master of Arts in Industrial and Organizational Psychology  Ateneo de Manila University - Master of Arts in Pstchology with concentration to Industrial and Organizational Psychology  University of Sto. Tomas - Master of Arts Major in Industrial Psychology  Silliman University - Master of Arts in Psychology major in Industrial/Organizational Psychology Where do I/O Psychologists Work? Dual orientation (science & practice) reflected in principal work settings of I/O psychologists Universities (37%) Consulting firms (38%) Industry (18%) Gov't (7%)  Common Job Titles for I/O Psychologists Professor of... Psychology, Management, Organizational Behavior, Industrial Relations Staff member, Manager, Dir, VP of... Personnel, HR, Organizational Planning, Personnel Development, OD, Management Development, Personnel Research, Employee Relations, Training, Affirmative Action Management Consultant Why research is essential in I/O Psychology?  Answering questions and making decisions  Research and everyday life  Common is sense is often wrong  Considerations in  Ideas  Conducting Research Hypothesis  theories