Lesson 1: Introduction to Industrial/Organizational Psychology PDF

INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY  INTRODUCTION TO INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY Lecturer: ARTH G. MANGCOY  OVERVIEW oDifferences Between I/O and Business Programs oMajor Fields of I/O Psychology oBrief History of I/O Psychology oEmployment of I/O Psychologists oEdu...

INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY  INTRODUCTION TO INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY Lecturer: ARTH G. MANGCOY  OVERVIEW oDifferences Between I/O and Business Programs oMajor Fields of I/O Psychology oBrief History of I/O Psychology oEmployment of I/O Psychologists oEducational Requirements and Types of Programs  OVERVIEW o Research in I/O Psychology o Why Conduct Research? o Considerations in Conducting Research  SESSION GOALS AND OBJECTIVES At the end of this session, you should be able to: ❑Be able to describe I/O psychology and what I/O psychologists do ❑Learn about the history of I/O psychology ❑Know the admissions requirements for graduate programs in I/O psychology  SESSION GOALS AND OBJECTIVES At the end of this session, you should be able to: ❑Understand the importance of conducting research ❑Understand how to conduct research ❑ Be able to differentiate the various research methods Topic One THE FIELD OF I/O PSYCHOLOGY  “I” versus “O” Industrial psychology Organizational focuses on the psychology measurement of job requirements and individuals’ knowledge, is more theoretical and skills, abilities, and considers psychological performance so as to processes such as match individuals with motivation and work suitable jobs. attitudes. Introduction to Industrial/ Organizational Psychology Introduction to Industrial/ Organizational Psychology Introduction to Industrial/ Organizational Psychology Industrial/Organizational Psychology- a branch of psychology that applies principles of psychology in a workplace. Introduction to Industrial/ Organizational Psychology Industrial/Organizational Competencies (needed to perform Culture/Structure the job) Introduction to Industrial/ Organizational Psychology I/O Psychologist Other Business Programs Application of principles of Factors running the psychology organization (e.g accounting, Factors affecting people in transportation channels, and the organization etc.) Introduction to Industrial/ Organizational Psychology  MAJOR FIELDS OF INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY Personnel Psychology – concentrates on the selection and evaluation of employees Organizational Psychology – investigates the behavior of the employee within the context of organization Human Factors/Ergonomics – a field of study concentrating on the interaction between humans and machines  MAJOR FIELDS OF INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY Training and development- Organizations Identify the type of skills necessary for employees to perform their jobs well. Training programs are developed which are appropriate for the requirements of each job. Employee Selection- The tools used to select qualified applicants for vacancies are determined. These tools in the form of psychological tests and interviews provide pertinent information on the applicants and only those who are qualified are hired  MAJOR FIELDS OF INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY Performance Management- Assessment techniques to evaluate performance of employees are made available by the companies. Work Life- Firms mut find ways to improve the productivity and job satisfaction of employees. Industrial psychologists assist in devising concrete, measures to create good quality of life. In the workplace AREAS OF SPECIALIZATION Research Methods. Research methods include procedures, techniques, and tools used in empirical research. A research may be either qualitative or quantitative with consideration on ethical standards used in the conduct of the study. AREAS OF SPECIALIZATION Statistical methods/ data analysis Industrial psychologist use various statistical tools in the analysis and interpretation of data derived from empirical research. Data analysis includes descriptive and inferential statistics, AREAS OF SPECIALIZATION Attitude theory, measurement and change Industrial psychologist study the different aspects of job satisfaction, job involvement, perceptions, and organizational commitment. AREAS OF SPECIALIZATION Career development Industrial psychologists take note of the positions and tasks assigned to each employee in an attempt to connect these factors to specific training programs, skills development succession planning and career issues. AREAS OF SPECIALIZATION Criterion theory and development All applications of industrial psychology contain certain standards which show the effectiveness of certain programs, interventions, and methods. Industrial psychologist use theories to develop criteria and methods of measuring such applications. AREAS OF SPECIALIZATION Health and stress in organizations Industrial psychologist study the relationship between the health of employees and the conditions in the workplace. They attempt to understand the causes of stress and how stress can be overcome AREAS OF SPECIALIZATION Human performance/ Human factors Individual differences, similarities, weaknesses and strengths affect employee performance. Industrial psychologists use experiments, grounded theory and other methods to apply these human factors to job designs, control systems, and others. AREAS OF SPECIALIZATION Individual assessment Employees are assessed individually during selection, especially in hiring, promotion and placement, and during development, like in career planning, counseling, and mentoring. Industrial psychologists combine psychological testing interviewing and performance appraisal techniques to evaluate individual performance, traits, personality and other characteristics. AREAS OF SPECIALIZATION Job evaluation and compensation Industrial psychologists determine the worth of each job and analyze its compensable factors to come up with a sound and fair compensation package commensurate to each position. AREAS OF SPECIALIZATION Consumer behavior. Industrial psychologists focus on consumer preferences, advertisements, characteristics of the target market, and demand for products and services AREAS OF SPECIALIZATION Judgment and decision making Many theories and fundamental areas in industrial psychology can be used in solving problems and conflicts in the workplace. Industrial psychologists must be knowledgeable about these key principles or theories to be good at problem-solving and decision making. AREAS OF SPECIALIZATION Organization development Industrial psychologists also specialize in improving organizational effectiveness through change strategies such as counseling behavior modification, team-building, conflict management, and management by objectives, among others. AREAS OF SPECIALIZATION Organization theory Industrial psychologists should be knowledgeable in organizational structure and design, policy formation and implementation, and functions and processes. They should be able to validate the effects of organization theories on human behavior. AREAS OF SPECIALIZATION Performance appraisal and feedback Industrial psychologists should live a thorough understanding of constructing the rating scale and of validating the performance evaluation instruments. They should know how to identify inconsistencies or loopholes, if any, in such instruments to avoid biases actual performance appraisal. AREAS OF SPECIALIZATION Personnel recruitment, selection, and placement It is the risk of industrial psychologists to match the applicants with the duties and responsibilities of the position needed by the organization. They should ensure that than the organization follows equal employment opportunities as mandated by law AREAS OF SPECIALIZATION Training:Theory, program design, and evaluation Industrial Psychologists likewise specialize in the design of instructional materials and program as well as the evaluation of the processes and procedures which relate to the implementation of training programs. They develop meaningful training objectives and are knowledgeable about the conduct and administration of training programs. They should know how to draw constructive feedback after implementing the programs AREAS OF SPECIALIZATION Job/task analysis and classification Tasks are basic units of activity while jobs are the groupings of tasks formed for the purpose of achieving a certain objective. Tasks and jobs are analyzed by industrial psychologists to obtain information needed in the design of various programs for employee effectiveness and performance efficiency. Machines and tools used processes and procedures required, skills and abilities desired, and the like are the key data needed AREAS OF SPECIALIZATION Work motivation Employees should be kept motivated at all times. The role of industrial psychologists to have a sound background in motivation o that employees will be more loyal to and productive in the organization. Industrial psychologists are tasked to guide superiors on how to motivate their subordinates.  EMPLOYMENT OF I/O PSYCHOLOGISTS I/O Psychologists typically work in 4 settings COLLEGES AND UNIVERSITIES I/O psychologists who work at colleges and universities typically teach and conduct research, although some work as administrators (e.g., deans, provosts, vice presidents). CONSULTING FIRMS Helps a wide variety of organizations become more productive by helping them select a high quality and diverse workforce, designing systems that will motivate employees while treating them fairly, training employees, and ensuring that organizations treat applicants and employees in a legal and ethical manner. THE PUBLIC AND PRIVATE SECTOR ❑ I/O psychologists who work in the private and public sectors perform similar duties as consultants, but they do so in very different environments. ❑ I/O psychologists who work in the private sector work for a single company such as IBM, Microsoft, and FedEx, whereas consultants work with many companies ❑ I/O psychologists in the public sector work for a local, state, or federal government agency EDUCATIONAL REQUIREMENTS AND TYPES OF PROGRAMS  TYPES OF PROGRAMS ❑ Master’s Degree: master’s degree comes with two varieties: Those that are part of a Ph.D. program and those that terminate at the master’s degree. ▪ Terminal or non-terminal master’s degree  TYPES OF PROGRAMS ❑ Practicum A paid or unpaid position with an organization that gives a student practical work experience.  TYPES OF PROGRAMS ❑ Internship A situation in which a student works for an organization, either for pay or as a volunteer, to receive practical work experience.  TYPES OF PROGRAMS ❑ Doctoral Program Obtaining a Ph.D. is more difficult than obtaining a master’s, with the typical doctoral program taking five years to complete The first two years of a doctoral program involve taking a wide variety of courses in psychology  TYPES OF PROGRAMS ❑ Dissertation A formal research paper required of most doctoral students in order to graduate.  I/O psychologists who work at colleges and universities typically teach and conduct research, although some work as administrators (e.g., deans, provosts, vice presidents). Topic Two BRIEF HISTORY  BRIEF HISTORY YEAR EVENT 1903 Walter Dill Scott publishes the theory of Advertising 1911 Walter Dill Scott publishes Increasing Human efficiency in Business 1913 Hugo Munsterberg publishes Psychology and Industrial Efficiency 1917 Journal of Applied Psychology first published 1918 WW1 provides I/O psychologist with first opportunity for large-scale employee testing and selection  BRIEF HISTORY 1921 First Ph.D. in I/O Psychology awarded to Bruce Moore and Merrill Ream at Carnegie Tech 1932 First I/O text written by Morris Viteles 1933 Hawthorne studies published 1937 American Association for Applied Psychology published 1945 Societal for Industrial and Business Psychology established as Division 14 of APA with 130 members  BRIEF HISTORY 1951 Marion Bills elected as the first woman president of Division 14 1960 Division 14 renamed as Society for Industrial Psychology, membership exceeds 700 1963 Equal Pay Act passed 1964 Civil Rights Act passed First issue of The Industrial-Organizational Psychologist (TIP) published 1970 Division 14 membership exceeds 1,100  BRIEF HISTORY 1971 B.F. Skinner publishes Beyond Freedom and Dignity 1980 Division 14 membership exceeds 1,800 1982 Division 14 renamed Society for Industrial and Organizational Psychology (SIOP) 1986 Society for Industrial and Organizational Psychology (SIOP) holds first annual national conference separate from APA meeting 1989 Supreme Court sets conservative trend and becomes more “employer friendly”  BRIEF HISTORY 1990 Americans with Disabilities Act passed SIOP membership exceeds 2,832 1991 Civil Rights Act of 1991 passed to overcome 1989 conservative Supreme Court decisions 1995 SIOP membership exceeds 4,500 1997 SIOP celebrates golden anniversary at its annual conference in St. Louis 2000 SIOP membership exceeds 5,700  BRIEF HISTORY 2005 Office of Federal Contract Compliance Programs (OFCCP) and Equal Employment Opportunity Commission (EEOC) become more aggressive in fighting systemic discrimination SIOP membership exceeds 5,900 2008 The journal Industrial and Organizational Psychology: Perspectives on Science and Practice begins publication as an official journal of SIOP 2009 Lilly Ledbetter Fair Pay Act and Americans with Disabilities Act Amendment Act (ADAAA) passed  BRIEF HISTORY 2010 SIOP membership exceeds 8,000; SIOP members narrowly vote to keep the name Society for Industrial Organizational Psychology rather than change the name to the Society for Organizational Psychology 2013 OFCCP issues new regulations affecting the hiring of military veterans and individuals with disabilities 2014 SIOP membership exceeds 8,300 Topic Three RESEARCH IN PSYCHOLOGY  RESEARCH IN PSYCHOLOGY Hypothesis - An educated prediction about the answer to a research question. Theory - A systematic set of assumptions regarding the cause and nature of behavior. Journals - A written collection of articles describing the methods and results of new research.  RESEARCH IN PSYCHOLOGY Trade magazines- A collection of articles for those “in the biz,” about related professional topics, seldom directly reporting the methods and results of new research. Magazines - An unscientific collection of articles about a wide range of topics.  RESEARCH IN PSYCHOLOGY External validity - The extent to which research results can be expected to hold true outside the specific setting in which they were obtained. Generalizability- the extent to which research results hold true outside the specific setting in which they were obtained.  RESEARCH IN PSYCHOLOGY Field research - Research conducted in a natural setting as opposed to a laboratory. Informed consent -The formal process by which subjects give permission to be included in a study. Institutional review boards- A committee designated to ensure the ethical treatment of research subjects. RESEARCH METHOD Cause-and-effect relationships - The result of a well- controlled experiment about which the researcher can confidently state that the independent variable caused the change in the dependent variable. Experiment - A type of research study in which the independent variable is manipulated by the experimenter. RESEARCH METHOD Manipulation The alteration of a variable by an experimenter in expectation that the alteration will result in a change in the dependent variable. RESEARCH METHOD Experimental group -In an experiment, the group of subjects that receives the experimental Independent variable- The manipulated variable in an experiment. Dependent variable -The measure of behavior that is expected to change as a result of changes in the independent variable. RESEARCH METHOD Control group - A group of employees who do not receive a particular type of trainings that their performance can be compared with that of employees who do receive training. Quasi-experiments - Research method in which the experimenter either does not manipulate the independent variable or in which subjects are not randomly assigned to conditions. RESEARCH METHOD Archival research- Research that involves the use of previously collected data. Meta-analysis - Meta-analysis is a statistical method of reaching conclusions based on previous research. Correlation coefficients (r)- are used as the effect size when researchers are interested in the relationship between two variables, and the majority of studies use correlation n as their statistical test RESEARCH METHOD A difference score(d)-is used as the effect size when researchers are looking at the difference between two groups Practical significance- The extent to which the results of a study have actual impact on human behavior. RESEARCH METHOD Subject Samples Random sample- A sample in which every member of the relevant population has an equal chance of being chosen to participate in the study. Convenience sample- A nonrandom research sample that is used because it is easily available. Random assignment- The random, unbiased assignment of subjects in a research sample to the various experimental and control conditions. RESEARCH METHOD Running the study Debriefed- Informing the subject in an experiment about the purpose of the study in which he or she was a participant and providing any other relevant information. RESEARCH METHOD Statistical Analysis Correlation A statistical procedure used to measure the relationship between two variables. intervening variable- A third variable that can often explain the relationship between two other variables. QUESTION? END OF SESSION 1