by Jeffrey M. Conte & Frank J. Landy

1. Work in the 21st Century:An Introduction to Industrial and Organizational Psychology(6th Edition) by Jeffrey M. Conte & Frank J. Landy

2. Work in the 21st CenturyChapter 1 What is Industrial and Organizational Psychology?

3. Module 1.1:Fundamentals of I-O Psychology • Importance of I-O psychology • Importance of work in people’s lives • What is I-O psychology? • The application of psychological principles, theory, and research to the work setting.

4. Fundamentals ofI-O Psychology (cont’d) • SIOP (Division 14 of APA) • Fields of I-O Psychology • Personnel psychology • Organizational psychology • Human engineering

5. New Topics of Interestto I-O Psychology • Building sustainable and environmentally conscious organizations • I-O psychologists can guide organizations in measuring their eco-benefits and in promoting these benefits along with individual, team, and organizational performance. • Humanitarian work psychology (HWP): application of I-O psychology to humanitarian arena, especially poverty reduction and promotion of decent work, aligned with local stakeholders’ needs, and in partnership with global aid/development groups. • Led by New Zealand I-O psychologist Stuart Carr, work in this field shows that I-O psychologists can make a difference in some of the major global problems of the 21st century.

6. SIOP as a Resource • www.siop.org • History of I-O psychology • Membership information (including students) • Quarterly newsletter: TIP • JobNet • SIOP Journal – I-O Psychology: Perspectives on Science and Practice • Graduate training programs in I-O psychology • List of SIOP publications

7. Common Areas ofConcentration for I-O Psychologists Table 1.1

8. Common Job Titles forI-O Psychologists Table 1.2

9. Evidence-BasedI-O Psychology • I-O psychologists have become increasingly focused on making evidence-based decisions in their work in organizations • This includes using a decision-making process that combines critical thinking with use of best available scientific evidence. • I-O psychologists are well positioned to develop and utilize evidence-based practices as they have adopted the scientist-practitioner model to guide the field.

10. How This Course Can Help You • Knowledge about 21st century workplace • Course will address issues such as work stress, work-family balance, workplace discrimination, & leadership

11. Module 1.2: The past, present,and future of I-O Psychology • The Past – Important Dates/Events in I-O Psychology • The Present – Demographics and Career Paths • Future Challenges to I-O Psychology

12. Titles of ResearchArticles from 1917

13. Titles of ResearchArticles from 2015

14. Brief History of I-O Psychology • 1876-1930 • Hugo Munsterburg, James McKeen Cattell, Walter Dill Scott, & Walter Van Dyke Bingham • World War 1: Army Alpha & Army Beta Tests • 1917 – First Ph.D. in Industrial Psychology awarded to Lillian Gilbreth • Research in time & motion study → Human Engineering

15. Brief History of I-O Psychology (cont'd) • 1930-1964 • Hawthorne Studies, Human Relations • Human relations movement • Theories of motivation • Emotional world of the worker • Studies of job satisfaction • WWII • Civil Rights Act of 1964 & Title VII

16. Civil Rights Act of 1964 & Title VII Title VII specified demographic groups to be protected from employment discrimination 2 additional protected groups added later ADEA (age) 1967 ADA (disability) 1990 • Groups named in 1964 • Race • Color • Gender • National origin • Religion

17. Important Dates in theEvolution of I-O Psychology

18. Demographics of I-O Psychologists • In 2000, I-O psychologists represented about 6% of all APA members • In 2000, 30% of I-O psychologists in APA were women • Average salaries: • Ph.D. in I-O psychology: $90,000 • Masters in I-O psychology: $67,000

19. Where I-O Psychologistsare Employed

20. Preparing for a Careerin I-O Psychology • Education & training • Getting into a graduate program • Consideration of GPA & GRE score(s) • Relevant coursework (e.g., statistics) • More emphasis on coursework than major

21. Challenges to I-O in 21st Century • I-O psychology needs to be: • Relevant • Useful • Grounded in scientific method

22. Personal computing Telecommuting & virtual teams Videoconferencing Providing a service vs. manufacturing “goods” Nature of work more fluid Teams vs. the individual Little stability Family-friendly workplaces Greater diversity Global workplace Changes in the Workplace Since 1980 Milton Montenegro/Getty Images

23. Module 1.3: Multicultural & Cross-Cultural Issues in I-O Psychology • Multiculturalism • Culture defined • System in which individuals share meaning & common ways of viewing events & objects • Sharing of meanings & interpretations

24. Multicultural Nature of Work in the 21st Century • Why should multiculturalism be important to you? • Why is multiculturalism important for I-O psychology? • Issues surrounding the global economy, expatriates, & the “West vs. the Rest” mentality

25. Theory of Cultural Influence Hofstede’s 5 Dimensions • Individualism-Collectivism • Power Distance • Uncertainty Avoidance • Masculinity/Femininity • Long-term vs. short term orientation

26. Thoughts on Theories of Cultural Influence • Triandis’ variation on Hofstede’s dimension of individualism/collectivism • Horizontal cultures – those that minimize distances between individuals • Vertical cultures – accept & depend on distances between individuals

27. Cultural Determinants in the Workplace (Triandis)

28. Module 1.4:Themes & Course Structure • Themes: A) Unified Science B) Holistic Approach • Parts of the book: • Introduction • Industrial Psychology • Organizational Psychology • Work Environment

29. Module 1.4 (cont’d) • Resources • Paper (I-O Journals/Books) • Electronic: I-O websites (e.g., www.siop.org) • Case study • Provides example of complexity of work behavior

30. Scientific Journalsin I-O Psychology

31. Book Series on I-O Psychology