Introduction to Industrial/Organizational Psychology PDF

Introduction to Industrial/Organizational Psychology Ms. Aimee Bustos-Maloles, RPsy, RPm  Industrial-organizational psychology A branch of psychology that applies the principles of psychology to the workplace. Often referred to as I-O psychology, this combination of industria...

Introduction to Industrial/Organizational Psychology Ms. Aimee Bustos-Maloles, RPsy, RPm  Industrial-organizational psychology A branch of psychology that applies the principles of psychology to the workplace. Often referred to as I-O psychology, this combination of industrial psychology and organizational psychology focuses on understanding workplace productivity factors and issues related to the physical and mental well-being of employees. Industrial Psychology The main role of the industrial side of industrial-organizational psychology is to learn how to best match individuals to specific job roles sometimes referred to as personnel psychology. People who work in this area might assess employee characteristics, then match these individuals to jobs in which they are likely to perform well. Other main focuses that fall on the industrial side of I-O psychology include training employees, developing job performance standards, and measuring job performance. Organizational Psychology The organizational side of I-O psychology is more focused on understanding how organizations affect individual behavior. Organizational structures, social norms, management styles, and role expectations are all factors that can influence how people behave within an organization. By understanding such factors, I-O psychologists hope to improve individual performance and health while at the same time benefiting the organization as a whole.  Industrial-organizational psychologists perform a wide variety of tasks, including studying worker attitudes and behavior, evaluating companies, and conducting leadership training. The main goal of this field is to study and understand human behavior in the workplace, and it can be utilized across a variety of industries.  The purpose of I/O The purpose of I/O psychology is “to enhance the dignity and performance of human beings, and the organizations they work in, by advancing the science and knowledge of human behavior” (Rucci, 2008). What does an I-O psychologist actually do? These individuals use psychological principles and theory to study human behavior in the workplace. They consult, manage, teach, and conduct research with both small and large organizations and their employees. Common topics within I-O Psychology include: Employee recruitment, hiring, promotion Performance management Leadership Teams Training and development Work motivation Job attitudes Ethical and legal issues Work stress and health Organizational Development Major Fields of I/O Psychology Though the goal of I/O psychology is to increase the productivity and well- being of employees, there are two approaches as to how an be accomplished. The industrial approach (the “I” in I/O psychology) focuses on determining the competencies needed to perform a job, staffing the organization with employees who have those competencies, and increasing those competencies through training. The organizational approach (the “O” in I/O psychology) creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information to do their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment. Major Fields of I/O Psychology Personnel psychology. The field of study that concentrates on the selection and evaluation of employees. practice areas of: Job analysis Recruitment Job evaluation Training Performance evaluations Major Fields of I/O Psychology Organizational psychology - investigates the behavior of employees within the context of an organization - concerned with issues of: Leadership Job satisfaction Employee motivation Organizational communication Conflict management Organizational change & Group Processes Major Fields of I/O Psychology Human Factors / Ergonomics -Psychologists in the area of human factors concentrate on workplace design, human machine interaction, ergonomics, and physical fatigue and stress. These psychologists frequently work with engineers and other technical professionals to make the workplace safer and more efficient. Sample activities in this subfield have included designing the optimal way to draw a map, designing the most comfortable chair, and investigating the optimal work schedule. Ergonomics can roughly be defined as the study of people in their working environment. Brief History of I/O Psychology Generally thought to have started either: in 1903 when Walter Dill Scott wrote “The Theory of Advertising”; in 1910 when Hugo Münsterberg wrote Psychology and Industrial Efficiency in 1911 when Scott wrote the book Increasing Human Efficiency in Business But regardless of exact date, it was born in early 1900s Brief History of I/O Psychology common terms for the field were “economic psychology,” “business psychology,” and “employment psychology” prior to WWI I/O psychology made its first big impact during World War I: Army Alpha -An intelligence test developed during World War I and used by the army for soldiers who can read Army Beta -An intelligence test developed during World War I and used by the army for soldiers who cannot read. Brief History of I/O Psychology Frank & Lillian Moller Gilbreth - scientists to improve productivity and reduce fatigue by studying the motions used by workers In1930s, when the findings from the famous Hawthorne studies were published, psychologists became more involved in the quality of the work environment, as well as the attitudes of employees  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 effect When employees change their behavior due solely to the fact that they are receiving attention or are being observed. Brief History of I/O Psychology The 1980s and 1990s brought four major changes to I/O psychology: 1. increased use of fairly sophisticated statistical techniques and methods of analysis 2. application of cognitive psychology to industry 3. increased interest in the effects of work on family life and leisure activities 4. renewed interest in developing methods to select employees Brief History of I/O Psychology In the 2000s, perhaps the greatest influence on I/O psychology is the rapid advances in technology Another important factor impacting I/O psychology is the changing demographic makeup of the workforce. Brief History of I/O Psychology Mariano Obias – first Filipino I/O psychologist; graduated with a PhD in Comparative & Physiological Psychology from Stanford in 1955 Fr. Jaime Bulatao – introduced science of group processes in Ateneo in 1960s Brief History of I/O Psychology First standing committee in IO Psychology was created in 1988; in 1998 a formal division was created with Dr. Carmela Ortigas as head Aurora Yambot – written the first documented IO Psychology research done in the country in 1966, entitled “The Personality of the Esteemed Filipino Employee” Dr. Amaryllis Torres – first recognition for work in IO psychology in 1985; Outstanding Young Scientist by National Academy of Science & Technology (NATS) Research in I/O Psychology WHAT IS RESEARCH? Research is a scientific investigation to a particular topic. It must gather data, analyze, and interpret findings. Considerations in Conducting Research 1. The first step in conducting research is to decide what to research. 2. Once a question has been asked, the next step is to form a hypothesis— an educated prediction about the answer to a question. This prediction is usually based on a theory, previous research, or logic Theory- A systematic set of assumptions regarding the cause and nature of behavior. Literature Reviews Once a research idea has been created, the next step is to search the literature for similar research. Literature reviews can be conducted in many ways, the most common of which are using such electronic databases as PsycINFO and Academic Search Complete, browsing through journals, searching the reference sections of related articles, and asking other researchers (Tubré, Bly, Edwards, Pritchard, & Simoneaux, 2001).  Journals. A written collection of articles describing the methods and results of new research. Trade magazines contain articles usually written by professional writers who have developed expertise in a given field. The main audience for trade magazines is practitioners in the field. Magazines are good sources of ideas but terrible sources to use in support of a scientific hypothesis. Magazine articles are often written by professional writers who do not have training in the topic and thus little expertise in what they are writing about. As a result, the “scientific” information in magazines is often wrong. The Location of the Study Once a research idea has been created and a hypothesis formed, you must decide whether to conduct the study in the laboratory or in the field. Laboratory Research 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 STEPS IN RESEARCH PROCESS Formulation of the problem or issue Generation of hypothesis Selecting the research design Collection of data Analysis of research data Interpretation of research results Research Methods to be Used Correlational Method - two different variables are observed to determine whether there is a relationship between them. The Experimental Method Experiment-A type of research study in which the independent variable is manipulated by the experimenter. Manipulation. The researcher manipulates one variable by changing its value from one level to another. A second variable is observed (measured) to determine whether the manipulation causes changes to occur. Control. The researcher must exercise control over the research situation to ensure that other, extraneous variables do not influence the relationship being examined.  Quasi-Experiment - It is a design involves selecting groups, upon which a variable is tested, without any random pre-selection processes. -Research method in which the experimenter either does not manipulate the independent variable or in which subjects are not randomly assigned to conditions. Archival Research - It involves using previously collected data or records to answer a research question Survey -It involves asking people about their opinion on some topic.  SAMPLE APPLICATIONS OF RESEARCH The implications of job realistic preview (JRP) to applicants during interview. A recruiting tool used to communicate both the good and bad aspects of a job. Essentially, it is used to provide a prospective employee a realistic view of what the job entails. This measure, much like the job-fit measure, is to provide candidates a richer description of the agency and the job (e.g., work environment, duties, expectations) to help them decide if they are a good match. Relationship of job satisfaction and absenteeism. Connection between employee participation in organizational decision making and levels of job satisfaction. Structured interview vs. Unstructured interview