I/O Psychology

1. I/O Psychology An Overview

2. Preview • Define I/O Psychology • Explain how I/O Psychology relates to others fields of psychology • Identify work settings for I/O Psychologists • Identify I/O Psychology’s mandate • Identify the 6 major subfields of I/O Psychology • Discuss licensing issues • Illustrate high performing work setting

3. Preview (con’t) • Review brief history of I/O Psychology • Discuss changing nature of work • Explain cross-cultural interest in I/O Psychology • Conclusions #

4. I. What is I/O Psychology?

5. A. Defining I/O Psychology • Definition:Scientific study of behavior in the workplace & the professional practice dealing with workplace behavioral issues. • 2 sides of I/O psychology: • Science • Practice

6. A. Defining I/O Psychology (con’t) • Many areas of psychology besides clinical & counseling psychology • Career resource O*NET OnLinehttp://online.onetcenter.org/ • I/O grad students talks about field http://www.youtube.com/watch?v=a3eWJ8C2Z7E • I/O behavioral health space scientist http://www.youtube.com/watch?v=3ZcyxyfqbHQ

7. A. Defining I/O Psychology (con’t) • Clinical/counseling/school vs. I/O • Clients/patients • Problems/issues addressed • Assessment & intervention strategies used • Work settings/conditions • Compensation/career advancement • American Psychological Association (APA) has 53 divisions • Numerous functions of the APA (e.g., seminars, journals, code of ethics) http://www.apa.org/

8. A. Defining I/O Psychology (con’t) • SIOP (Division 14) of APA http://www.siop.org/ • American Psychological Society (APS) http://www.psychologicalscience.org/ • 4 main work areas for I/O psychologists:  • Academia • Consulting Firms • Business • Government

9. Fig 1.1, p. 4

10. B. Mandate of I/O Psychology • Increase the fit between workforce & workplace during rapid change • Help workforce balance work/family issues

11. C. 6 Sub-fields of I/O Psychology: • Selection & Placement • Developing criteria & predictors, designing decision-making system for hiring • Developing & using psychological tests & inventories in decisions • Training & Development (Organizational Learning) • Designing & evaluating effective learning systems

12. C. 6 Sub-fields of I/O Psychology: (con’t) • Performance Management (Appraisal) • Designing & evaluating appraisal systems • Organizational Development • Diagnosing organizational dysfunction • Attitudes & motivation: job satisfaction, involvement, organizational justice • Designing & implementing intervention strategies for change • Establishing & working with teams

13. C. 6 Sub-fields of I/O Psychology: (con’t) • Occupational Health & Quality of Worklife • Stress issues – assessment & intervention • Workplace violence prevention • Balancing work & family • Ergonomics (human factors/engineering psychology) • Equipment design

14. D. Licensing of Psychologists • Psychology regulates its own membership • Also regulated by license law in every state • Regulates both title & practice • Governed by state regulatory boards • Determines standards for admission • Conducts disciplinary actions

15. D. Licensing of Psychologists (con’t) • Controversy About Licensing of I/O Psychologists • I/O Psychologists not in clinical practice • I/O has different mandate than health care providers

16. E. Example of High Performing Organizational Culture • Video of SAS Company – Cary, NC • http://www.youtube.com/watch?v=N-ebIGpZIWI • http://www.youtube.com/watch?v=9SCxJTmS1Eo • http://www.sas.com/ #

17. II. Brief History of I/O Psychology

18. A. Early Years (1900-1916) • 2 major forces evolve the discipline • Bryan studied development of Morse code skills (1904) • Industrial engineers focusing on improving efficiency • Time & motion studies • Industrialization and immigration lead to drive for social reform

19. A. Early Years (1900-1916)(con’t) Founding figures • Walter Dill Scott --The Psychology of Advertising, 1908 • Frederick W. Taylor -- redesign of work situations; The Principles of Scientific Management, 1911

20. A. Early Years (1900-1916) (con’t) Founding figures (con’t) • Hugo Münsterberg (applied scientific method to practical problems, e.g., safe trolley operators; father of I/O psychology; Psychology of Industrial Efficiency, 1913)

21. B. World War I (1917-1918) • Robert Yerkes & Army Alpha & Beta Tests developed to screen recruits • Journal of Applied Psychology founded 1917

22. C. Between the Wars (1919-1940) • Applied psychology emerged as a discipline • Psychological research bureaus came into full bloom • Bureau of Salesmanship established at Carnegie Institute of Technology • James Cattell founded the Psychological Corporation • http://psychcorp.pearsonassessments.com

23. C. Between the Wars (1919-1940) (con’t) • Hawthorne-Western Electric Studies/Harvard University Joint Venture 1924 • Identified the Hawthorne Effect: showed the significance of novelty (a psychological factor) in productivity • Revealed the complexity of human behavior (workers are not machines)

24. Fig 1.2, p. 11

25. D. World War II (1941-1945) • Selection & Training tests • Group ability testing—ArmyGeneral Classification Test (AGCT) • Situational stress tests for Office of Strategic Services (OSS) (military intelligence) • Early situational tests: select, train pilots; measure attitude, morale • Development of more employment tests in industry

26. E. Toward Specialization (1946-1963) • Development of college & graduate programs in I/O Psychology • Creation of SIOP, APA Division 14 (1946) [1st president was Bruce Moore--PSU]

27. E. Toward Specialization (1946-1963) (con’t) • Sub-specialties crystallized • Engineering Psychology “ergonomics” (1950-1960) • Personnel Psychology • Human Relations Movement (1950s), e.g., Organization Development & Change

28. F. Government Intervention (1964-1993) • Government scrutiny emerged as a second “authority” • 1964 Civil Rights Act (Title VII) • 1970’s government regulation of testing, selection, and placement: Uniform Employment Guidelines

29. F. Government Intervention (1964-1993) (con’t) • Americans with Disabilities Act - 1990 • Updated Civil Rights Act – 1990 • Family and Medical Leave Act – 1993

30. G. The Information Age (1994-present) • Internet influence on change: I.T. • Move from specialist to generalists • Advent of e-business and the virtual workplace • Speed of delivery of products & services • The concept of “job” erodes to work teams #

31. III. Changing Nature of Work • Changes in organizations & work over history is challenge for I/O Psychology: • Industrial revolution • Mass production • Information technology • Global economy… • Future organizations & work • #

32. IV. Cross-cultural Psychology • Global Issues • Word definitions & meanings • Corporate policies & procedures • Values differences • Length of the work week • Collectivist vs. individualist societes #

33. V. Conclusions • I/O Psychology is a very new science & practice—not yet well known. • I/O likely has a great future—good career choice. • Organizations & the nature of work have changed greatly over the past centuries & will likely change even more—finding the ideal match between jobs and people will always be challenge for I/O. ###