1 / 56

Industrial/Organizational Psychology

Industrial/Organizational Psychology. The branch of psychology that is concerned with the study of behavior in work settings and the application of psychology principles to change work behavior. I/O Psychologists Work With Organizations in the Areas of.

sezja
Download Presentation

Industrial/Organizational Psychology

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. Industrial/Organizational Psychology The branch of psychology that is concerned with the study of behavior in work settings and the application of psychology principles to change work behavior.

  2. I/O Psychologists Work With Organizations in the Areas of... • Job Analysis - the systematic study of the tasks, duties, and responsibilities of a job and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform it • Job Evaluation - an assessment of the relative value of jobs to determine appropriate compensation

  3. I/O Psychologists Work With Organizations in the Areas of... • Employee recruitment - the process by which companies attract qualified applicants • Employee selection - the process of choosing applicants for employment • Employee placement - the process of assigning workers to appropriate jobs

  4. I/O Psychologists Work With Organizations in the Areas of... • Performance Appraisal - the formalized means of assessing worker performance in comparison to certain established organizational standards • Employee Training - planned organizational efforts to facilitate employee learning of job-related knowledge and behavior

  5. I/O Psychologists Work With Organizations in the Areas of... • Employee Motivation - the force that energizes, directs, and sustains work behavior • Job Enrichment - designing jobs to give workers greater responsibility in the planning, execution, and evaluation of their work.

  6. I/O Psychologists Work With Organizations in the Areas of... • Job Satisfaction - the positive and negative feelings and attitudes about one’s job • Leadership - the ability to guide a group toward the achievement of goals • Group Dynamics - the nature of groups, including the factors governing their formation and development, elements of their structure, and their interrelationships with individuals, other groups, and organizations

  7. I/O Psychologists Work With Organizations in the Areas of... • Organization Development - the process of assisting organizations in preparing for and managing change • Organizational Politics - self-serving actions designed to affect the behavior of others to achieve personal goals • Human Factors - a specialty area of I/O psychology focused on designing tools, machines, work systems, and work places to fit workers

  8. Training I/O Psychology • Masters Degree or PhD. • Society for I/O Psychology (SIOP): Division 14 of the American Psychological Association (APA) - www.siop.org • The Scientist/Practitioner Model - the I-O psychologist is frequently both the generator of knowledge and the consumer/user of such knowledge

  9. Careers in I/O Psychology

  10. Careers in I/O Psychology • Academics: Teach and conduct research in higher-educational settings. • Teach and supervise students • Conduct and publish research • Top Tier Journals in I/O psychology include Journal of Applied Psychology, Personnel Psychology, Academy of Management Journal

  11. Careers in I/O Psychology • Practitioners: Apply principles of I/O psychology to organizational processes. • Internal Consultants • External Consultants

  12. Careers in I/O Psychology • Employment Stability - the unemployment rate for I/O psychologists is approximately .5% • Financial Security - average salary for consultants is approximately $120,000 (academicians make much less!) • Intrinsically Interesting - a wide range of topics that are important in peoples lives

  13. Trends in I/O Psychology • The changing nature of work • Expanding focus on human resources • Increasing diversity of the workforce • Increasing globalization of business

  14. Early History of I/O Psychology • 1879, William Wundt established the first lab for studying psychology. • 1897, Bryan & Harter published, Studies of the physiology and psychology of the telegraphic language. • 1903, Walter D. Scott wrote, The Theory of Advertising. • Scott pioneered (and popularized) the application of psychology to advertising and employee selection and placement.

  15. Early History of I/O Psychology • 1905, Alfred Binet published the first intelligence test. • 1911, Frederick Taylor wrote Scientific Management. • Time and motion studies. • 1913, Hugo Munsterberg wrote Industrial Efficiency. • Munsterberg’s most famous study examined the skills required to safely operate a trolley car.

  16. Early History of I/O Psychology • 1917, Frank & Lillian Gilbreth wrote Applied Motion Study. • 1917, Journal of Applied Psychology published its first volume. • Hall, Baird, & Geissler suggested the applied psychology could provide a direct method for “decreasing the number of cases where a square peg is condemned to a life of fruitless endeavor to fit itself comfortably into a round hole.”

  17. Early History of I/O Psychology • 1918, World War I and I/O psychologists contribute to America’s war effort. • Robert Yerkes developed cognitive ability tests for the Army, the Alpha and Beta. • Walter D. Scott developed systems for the placement of personnel and performance management. • 1921, First PhD in I/O psychology awarded. • 1921, James Cattell establishes the Psychological Corporation.

  18. Early History of I/O Psychology • 1924, Elton Mayo and colleagues began research at the Hawthorne works of the Western Electric Co. on how environmental conditions (e.g.., lighting) affected employee performance. • The Hawthorne Effect • Human relations movement • 1932, Morris Viteles writes first I/O psychology textbook.

  19. Early History of I/O Psychology • 1941, World War II and I/O psychologists do their part again. • Army General Classification Test • U.S. Office of Strategic Service use situation stress tests to assess candidates for military intelligence placement. • 1945, Society for Industrial and Business Psychology established as Division 14 of APA. • Now it’s SIOP (see www.siop.org)

  20. Early History of I/O Psychology • 1948, Personnel Psychology published its first volume. • 1951, The Dearborn Conference Group met for the first time. • 1954, Technical Recommendations of Psychological Tests and Diagnostic Techniques published. • 1955, Ethical Principles of Psychologists published.

  21. Early History of I/O Psychology • 1964, Title VII of the Civil Rights Act forbade discrimination on the basis of race, color, religion, gender, or national origin. • Equal Employment Opportunity Commission (EEOC) created to oversee compliance to Title VII. • Increased accountability for I/O psychologists to implement valid and unbiased testing processes.

  22. Early History of I/O Psychology • 1964, The Industrial/Organizational Psychologist (TIP) publishes its first volume. • 1971, In Griggs v. Duke Power Co. the Supreme Court establishes that employee selection devices must be job related. • 1978, Uniform Guidelines on Employee Selection Procedures is released. • Reinforces the importance of job analysis.

  23. Early History of I/O Psychology • 1976, Handbook for I/O Psychology published. • 1990-94 revised Handbook volumes published. • 1986, SIOP holds its first annual national conference. • 1986, First U.S. Supreme Court ruling on sexual harassment

  24. Research Methods in I/O Psychology Outline  Steps in the research process  Types of research designs  Statistical concepts

  25. Scientific Method • Requires a precise vocabulary. • Has rules for collecting and organizing data. • Based on a system of logic for decisions (called inferences) about the meaning of observations. • Requires verification of these inferences.

  26. Step #1 of Research Process: Formulation of a problem • Inductive Reasoning • Deductive Reasoning • Intuition/Common Sense Research • Applied business problems • Previous research

  27. Step #2 of Research Process: Generation of hypotheses • Variables • The elements that are measured in research investigations • Operational definitions • Examples of variables in I/O research

  28. Step #2 of Research Process: Generation of hypotheses • Hypotheses • Statements used in research methods concerning the supposed relationships between or among variables • Statements that guide what research methods are used • Examples of hypotheses

  29. Step #2 of Research Process: Generation of hypotheses • Theory or Model • The organization of certain beliefs into a representation of the factors that affect behavior. • A source of hypotheses or the result of tested hypotheses • Example of a theory

  30. Step #3 of Research Process: Choosing a Research Design • Overview of Research Designs • Case study • Correlational • Experimental : Field and Laboratory • Meta-analysis • Practical Considerations of Research Designs for I/O Psychology

  31. Step #4 of Research Process: Collection of Data • Sampling • Methods for selecting participants in a study. • Population vs sample • Sample Size: Statistical and practical significance

  32. Step #4 of Research Process: Collection of Data • Sampling • Types of sampling • Random • Systematic • Stratified • Convenience

  33. Step #5 of Research Process: Collection of Data • Measurement of Variables • Types of Measures • Self-report • Observation • Objective outcomes

  34. Step #5 of Research Process: Collection of Data • Measurement of Variables • Types of response formats • Likert-type • Semantic Differential • Fixed alternative • Open-ended

  35. Step #6 of Research Process: Analyses of Data • Qualitative vs. quantitative analyses • Descriptive vs. inferential statistics • Using computers to analyze data • Understanding analyses conducted in published research

  36. Step #7 of Research Process: Interpretation of Research Results • Determining whether the hypothesis was supported • Assessing alternative interpretations for the data • Serendipity • Research is a cumulative process

  37. Research Designs: Case Studies A one-time-only assessment of behavior or the application of an intervention to only a single group, department, or organization.

  38. Research Designs: Case Studies • Limitations • - Cannot draw any firm conclusions • - Usually lacks systematic measurement • - Cannot address cause and effect • Advantages • - Generate future hypotheses • - High in realism • - Can examine topics difficult to study with other designs.

  39. Research Designs: Correlational Studies Examines the relationship among or between variables as they naturally occur. Questions Addressed: - Does a relationship exist? - How strong is the relationship? - What direction is the relationship?

  40. Research Designs: Correlational Studies • Advantages: • - Relatively easy to conduct research • - Can examine topics difficult to • research with other methods • Disadvantages: • - Cannot address cause and effect

  41. Research Designs: Experimental Studies A research design characterized by a high degree of control over the research setting to allow for the determination of cause-and-effect relationship among variables.

  42. Research Designs: Experimental Studies Three conditions must be present: - a variable must be manipulated - random assignment of participants to experimental groups. - control of extraneous and confounding variables.

  43. Research Designs: Experimental Studies The terminology of experiments: - Independent Variable (IV) - Dependent Variables (DV) - Internal Validity - External Validity

  44. Research Designs: Experimental Studies • Laboratory settings • Offer the greatest level of control • Cause-and-effect interpretations • Field settings • Natural settings • Quasi-experiments

  45. Research Designs: Experimental Studies • Advantages • Helps to explain human behavior at work through cause-and-effect inferences. • Controls for alternative explanations for research findings.

  46. Research Designs: Experimental Studies • Disadvantages • Cost • Demand Characteristics • Hawthorne Effect • External Validity Issues • Participants • ecological validity

  47. Research Designs: Meta-Analysis A technique that allows for several different research studies to be combined and summarized.

  48. Research Designs: Meta-Analysis • Advantages • Provides a better estimate of the “true” relationship between variables than the results of a single study. • Disadvantages • Garbage in garbage out • File drawer effect

  49. Descriptive Analyses • Frequency Distribution • Measures of Central Tendency • Mode • Median • Mean • Measures of Variance • Range • Standard Deviation

  50. Distributions of Data

More Related