1 / 16

Introduction and History of Industrial-Organizational Psychology

Introduction and History of Industrial-Organizational Psychology. SOC 325 Behaviors at Work Jan 21, 2002 Ref: Spector, Ch 1 (p. 3-11). A. What is I-O Psy?. Psychology is the science of human behavior I-O Psy is the science of human behavior at work Two major fields

neve-walton
Download Presentation

Introduction and History of 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. Introduction and History of Industrial-Organizational Psychology SOC 325 Behaviors at Work Jan 21, 2002 Ref: Spector, Ch 1 (p. 3-11)

  2. A. What is I-O Psy? • Psychology is the science of human behavior • I-O Psy is the science of human behavior at work • Two major fields • Industrial Psy (personnel psy) • enhance efficiency / productivity of organizations • through appropriate use of human resources or people • efficient job design, employee selection, training, performance appraisal, compensation and benefit, etc.

  3. Organizational Psy (Organizational Behavior in B-School) • understanding behavior and enhancing the well-being of employees • employee motivation, job attitudes, job stress, and supervisory practices, etc. • I-O topics may overlap • What are the objectives of I-O Psy?

  4. Dual objectives: • scientist-practitioner approach • develop scientific psychological principles at work • apply the psychological principles to the workplace • Example: MBA admission • Verbal, numeric, and analytic ability • Managerial success • Develop GMAT • Use GMAT as one selection criterion

  5. B. History of I-O Psy • Around 100 years • Major events: • Taylor (1911), Scientific Management - to guide organizational practices • E.g. Employees should be selected according to characteristics that are related to job performance. Managers should study existing employees to find out what personal characteristics are important. • See other guidelines in page 7 • Refined over the years but are still considered valuable today

  6. Hawthorne studies • Focus on employee productivity and organizational efficiency in factory plant • Employee abilities & design of jobs • Example: Lighting-level effects on performance • Objective: Identify the optimal lighting level • Method • Finding • Psychosocial factor - Hawthorne effect

  7. Graphical Portrayal of a Hawthorne Effect Onset of intervention

  8. World War I & II • Army Alpha and Army Beta • mental ability test for placement • mass testing • Training of the officers, improving morale, team development, and equipment design • Developed various assessment tools and performance models

  9. C. I-O as a profession • Professional Societies: • Academy of Management (www.aom.pace.edu) • Society for I-O Psy under the American Psychological Association (www.siop.org) • Division of I-O Psy under the Hong Kong Psychological Society (www.hkps.org.hk/diop/index.htm)

  10. 1. HKPS - DIOP • What it does for you? • Provide professional psychological services to enhance organizational effectiveness • Join the division as affiliate or full member to receive continuous professional education • Register as Registered Industrial-Organizational Psychologists (HKPS) • Jessica Kwong (Reg. I-O Psy, HKPS)

  11. 1. HKPS - DIOP • Why look for Reg. I-O Psychologists? • Assure service quality • Provide a formal channel to file complaint against poor service standard • HKPS is the only professional body in HK which accepts the registration of Psychologist

  12. 1. HKPS - DIOP • Core Competencies: • Personnel Selection, Placement and Assessment • Performance Management and Appraisal • Motivation, Leadership, Group and Work behaviour • Organizational Development and Change • Consumer Behaviour and Marketing Behaviour • Ergonomics and Human Factors • Management/Staff Training and Development

  13. 2. Graduate training • M.A. /M. Phil /Ph.D in I-O Psychology in U.S. (2 - 5 years with placement) • M. A. in Occupational Psychology in U.K. (1 year with no placement) • M. Phil in I-O Psychology in HK (2 years with placement)

  14. M. Phil (I-O Psy) only in Chinese U of Hong Kong(www.psy.cuhk.edu.hk) Admission every 2 years; no. of intake is increasing The design of the curriculum follows the scientist-practitioner model, with emphasis on both theoretical and applied skills. Seminar in Research Methods I Seminar in Research Methods II Independent Study Personnel Psychology Organizational Psychology I Organizational Psychology II Organizational Placement Seminar in Quantitative Skills for Industrial-Organizational Psychology Seminar in the Psychology of Training and Development Seminar in Consumer Psychology Seminar in Professional Issues Thesis Research

  15. Prospects of the I-O Psy graduates of CUHK Number of graduates is increasing Field expanding and becoming popular Employment in I-O Psy

  16. D. Cross-Cultural Issues • Majority of I-O studies have been conducted in individualistic countries • Culture clash when apply in collectivistic countries • Differences in beliefs, values, norms, etc. • Globalization, multinational firms, workforce diversity, etc., call for cross-cultural models • Etic - culture free vs. Emic - cultural specific

More Related