Introduction to Industrial-Organizational (I-O) Psychology – Chapter 1

Why Study I-O Psychology?

Work Large chunk of the day Largest period of adult life Often governs

where we live how we live people we associate with

The world of work and work behavior

What is I-O Psychology?

Psychology study of behavior and mental processes

(studi tentang proses mental dan tingkah laku)

Industrial-Organizational Psychology study of behavior in work settings and the application of

psychological principles to change work behavior

(studi ttg. perilaku dlm seting dunia kerja, serta aplikasi prinsip2 psikologi utk merubah perilaku kerja)

one of many specialty areas of psychology

(salah satu dari cabang/area spesialisasi psikologi)

Specialization within I-O Psychology

Industrial selection training performance measurement

Organizational development motivation job satisfaction and stress more ...

Scientist/Practitioner Model

Scientific Objective study and understanding of all aspects of behavior at work

conduct research publish results

Applied Objective application of psychological principles and the knowledge

gleaned from research deal with specific problems/issues

History - Industrial Psychology Wilhelm Wundt

1st Psychology Laboratory (1879)

Early 1900’s Walter Dill Scott W.L. Bryan

Industrial Psychology Frederick Taylor

Scientific Management Frank & Lillian Gilbreth

Efficiency Experts

Scientific Management

Use of scientific principles to improve efficiency and productivity of jobs

Principle objective to maximize the prosperity of the employer and

each employee Fundamental assumption

interests of employees and employers are not antagonistic

Time-and-Motion Studies

Procedures in which work tasks are broken down into simple component movements and the movements timed to develop a more efficient method for performing the tasks often doubled, tripled or even quadrupled labor

output revolutionized physical labor jobs in terms of

efficiency and productivity

History (continued)

Hugo Munsterberg 1st book on psychology and industrial

efficiency 1913 1st work simulation, Pittsburgh trolley drivers

Max Weber classic book on bureaucracy

World War I First wide spread use of testing in selection

World War I - testing

Army Alpha intelligence test for selection and placement of

military personnel (recruits) found over 1/4 of recruits were illiterate

Army Beta non-verbal intelligence test for non-reading

recruits

First efforts at mass testing; lead the way for future testing efforts

1924 Hawthorne Works of Western Electric

A positive change in behavior occurs at the onset of an intervention followed by gradual decline.

Revealed the existence of informal employee work groups and their influence on production

Identified the importance of employee attitudes and the value of an understanding supervisor

The Hawthorne Effect

Changes in behavior occur as a function of one’s knowledge that they are being observed and their expectations concerning their role as a research participant

Human Relations Movement(Organizational Psychology)

Based on the Hawthorne studies (by Elton Mayo) that emphasizes the importance of social factors (informal processes) in influencing work performance. Worker morale Co-worker relations Social sources of motivation, especially in

repetitive low level work

World War II(continued work begun in WW I)

Army General Classification Test (AGCT) classified 12million soldiers

based on ability to learn selection for officer training

Pilot selection and training OSS (precursor to CIA)

select spies based on situational tests intelligence, adaptability and creative thinking

Post World War II

Specialty areas of I-O became more pronounced testing selection evaluation

Defense industry growth spurred development engineering psychology

human factors psychology ergonomics

50’s Ohio State Leadership Studies(Landmark in I-O)

Structure task oriented leadership

Consideration people oriented leadership

Human Relations Movement (expanded) quality of work life job satisfaction

1960’s through early 1990’s

Research and practice of I-O flourished motivation goal setting job attitudes organizational stress group processes organizational power and politics organizational development

1960’s Civil Rights and Women’s Movements

Legal changes - 1964 Civil Rights Act Emphasized fairness in employment decisions - Title

VII Protects:

race (ethnicity) color national origin (country) sex religion

1960’s and 1970’s Civil Rights and Women’s Movements

Prohibits: Discrimination in employment (hiring, firing, training…) Segregation Retaliation for filing Claims

Administered by E.E.O.C. 1978 Uniform Guidelines developed

Cross Cultural I/O Psychology Diversity of Workforce

Increasing diversity Women Ethnic minorities

Opportunity for different viewpoints and perspectives organizational creativity and innovation understanding and reaching new markets

By 2010 white males will count for less than 40% of the workforce

Cross Cultural I/O Psychology Scope of the Work Environment

Globalization of business 100,000+ U.S. company do business overseas

Jobs increasing in complexity Increased responsiveness to needs of

workers

Cross Cultural I/O Psychology Other issues

Mergers, acquisitions, and joint ventures International business environment “cultural shock” outsourcing

High technology and telecommunication systems Internet influences

Changing Labor Market

Tighter market for skilled workers recruitment (attract) selection retention retraining

Growing numbers of low-skilled service jobs how can this work be made more meaningful?

Organizational Downsizing

Strategy of reducing an organization’s workforce to improve organizational efficiency, productivity and/or competitiveness technological advances

robotics computer-assisted manufacturing

reduction in mid-level management flatter organizations teams

Current Hot Topics

Mergers, Acquisitions and Joint Ventures Influences of Technology Explosion Cultural Diversity Change Management Work and Family Balance Competency Modeling Teams

Industrial-Organizational (I-O) PsychologyToday

One of the fastest growing areas of psychology

I-O Psychologists

Versatile behavioral scientists dealing with human behavior in the workplace Scientists who derive principles of individual,

group and organizational behavior through research

Consultants and staff psychologists who develop scientific knowledge and apply it in solving problems at work

Teachers who train in both research and application of I-O Psychology

Four Main Work Areas of I-O Psychologists

Academia 37% Consulting38% Government 7% Industry 18%

Six Fields (specialization areas)

Selection and Placement Performance Appraisal Training and Development Organizational Development Occupational Health

Quality of work life Human Factors Psychology

Ergonomics

Society for Industrial and Organizational Psychology (SIOP) Division 14 of the American Psychological Association (one

of 53) www.siop.org The professional organization for I-O Info.

Graduate programs Jobs Conferences Networking Publications

American Psychological Association (APA) largest professional organization for

psychologists www.apa.org

American Psychological Society (APS) alternative professional organization stressing

a scientific focus www.psychologicalscience.org

Licensing in I-O Psychology

Issues protection of public exclusivity of practice

SIOP’s current position not supporting licensing in I-O continual review of policy

Some Journals Publishing I-O Research

Journal of Applied Psychology Personnel Psychology Academy of Management Journal Academy of management Review Journal of Applied Social Psychology Journal of Management Journal of Occupational Behavior Leadership Quarterly Organizational Behavior and Human Decision

Processes Training and Development Journal