Chapter 1 Intro to IO Psych PDF

PSYCH 12: INDUSTRIAL – ORGANIZATIONAL PSYCHOLOGY CHAPTER I –INTRODUCTION TO INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY Industrial-Organizational Psychology o One of the 14 recognized specialties and proficiencies in professional psychology in the United States and is represented by Division...

PSYCH 12: INDUSTRIAL – ORGANIZATIONAL PSYCHOLOGY CHAPTER I –INTRODUCTION TO INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY Industrial-Organizational Psychology o One of the 14 recognized specialties and proficiencies in professional psychology in the United States and is represented by Division 14 of the American Psychological Association (APA) o Study of human behavior in the work place o Application of psychological principles and techniques to help people achieve optimum performance, as well as high level of engagement, satisfaction, and well-being at work History of Industrial Psychology – Industrial psychology started in the early years of the twentieth century. o Professor Walter Dill Scott – the first person who spoke about the potential help of psychology in advertising. The Theory of Advertising (1903) – A book written by Prof. Scott that is generally considered the first book to deal with psychology and work. o Hugo Munsterberg – a German psychologist who served as a professor at Harvard University. The Psychology of Industrial Efficiency (1903) – a book that dealt more broadly with industrial psychology. o World War I – Due to the need for classifying and screening military recruits the army hired over a thousand psychologists to develop and administer psychological tests. Robert Yerkes – an American psychologist who pioneered the study of human and primate intelligence. He also led the development of: ▪ Army Alpha – a test developed to screen literate recruits. ▪ Army Beta – a test developed to screen non-literate recruits. o Personnel Psychology – considered as the initial contributions of psychologists for matching the right individual for the right job. Psychologists only dealt with recruitment and placement purposes. o Hawthorne Studies – A study conducted by psychologists at Hawthorne, Illinois Plant of Western Electric Company. This study added areas in the field of Industrial Psychology including Organizational functions: ▪ Human Relations ▪ Developing Employee Morale ▪ Work Motivation ▪ Physical Aspects of the Work Environment ▪ Improving Work Efficacy Hawthorne Effect – also known as the observer effect. It is a phenomenon discovered during the Hawthorne studies that when a worker is being observed he/she tends to improve or modify their behavior towards his/her job. o Rosenthal-Jacobson Study – a study that resulted and supported the hypothesis that reality can be positively or negatively influenced by the expectations of others. Rosenthal Effect – also known as the Pygmalion effect. A phenomenon whereby greater expectation leads to greater performance. Golem Effect – A phenomenon whereby low expectations lead to a low performance. o American Psychological Association – changed the name of its Division of Industrial Psychology to the Division of Industrial and Organizational Psychology in the year 1970. However, on the year 1982, its name was again changed to the Society of Industrial and Organizational Psychology Industrial Psychology – is defined as the application of methods, facts, and principles of the science of behavior and mental processes to people at work. Just like science, it measures observable facts and objective data, it also attempts to be as scientific as chemistry and biology. approach – determine competencies for organizational efficiency. fbpagliawan/psych12iopsych/2024-2025  o Scope and Importance of Industrial Psychology – Psychologists described this importance as a “Contribution to the bottom line” for Industrial Psychologists to address the following problems: Policies and Processes Job Analysis and Design Performance Management Safety Personnel Selection Psychological Testing Assessment Training Organizational Psychology – refers to the area of psychology that focuses on maximizing organizational performance and employee satisfaction. While Industrial psychology focuses on satisfying the lower needs of people within the organization, Organizational psychology deals with satisfying the higher needs. approach – create structure and culture that will provide positive and safe working conditions. o Scope and Importance of Organizational Psychology – Organizational psychologists address the following areas: Interpersonal Relationships Role of Individual Differences Group and Team Dynamics Leadership Organizational Development and Change Absenteeism Job Turnover Job Dis-satisfaction The MAIN goal is to have a happy and productive workforce. The PURPOSE 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. Application of Psychology Principles Principles of Learning - training modules and incentive plans Social Psychology - understanding and dealing with employee conflict; forming work groups Motivation and Emotion - enhance employee motivation and satisfaction Difference between I/O Psychology and Business Programs It examines factors that affect the people in the organization It uses research and testing techniques It relies on the scientist-practitioner model References: Aamodt, M.G Industrial and Organizational Psychology, 8th Ed. Cengage Learning.2016 Spector, P. E. Industrial and Organizational Psychology, 6th Ed. John Wiley & Sons, Inc. 2012 Riggio, R. Introduction to Industrial / Organizational Psychology 7 th Ed. Taylor & Francis. 2018 fbpagliawan/psych12iopsych/2024-2025