Overview of Industrial-Organizational Psychology in the Workplace
I
n
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r
o
d
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c
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i
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n
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u
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t
r
i
a
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-
O
r
g
a
n
i
z
a
t
i
o
n
a
l
(
I
-
O
)
P
s
y
c
h
o
l
o
g
y
W
h
y
S
t
u
d
y
I
-
O
P
s
y
c
h
o
l
o
g
y
?
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
W
h
a
t
i
s
I
-
O
P
s
y
c
h
o
l
o
g
y
?
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
)
S
p
e
c
i
a
l
i
z
a
t
i
o
n
w
i
t
h
i
n
I
-
O
P
s
y
c
h
o
l
o
g
y
Industrial
selection
training
performance measurement
Organizational
development
motivation
job satisfaction and stress
more
...
S
c
i
e
n
t
i
s
t
/
P
r
a
c
t
i
t
i
o
n
e
r
M
o
d
e
l
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
H
i
s
t
o
r
y
-
I
n
d
u
s
t
r
i
a
l
P
s
y
c
h
o
l
o
g
y
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
S
c
i
e
n
t
i
f
i
c
M
a
n
a
g
e
m
e
n
t
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
T
i
m
e
-
a
n
d
-
M
o
t
i
o
n
S
t
u
d
i
e
s
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
H
i
s
t
o
r
y
(
c
o
n
t
i
n
u
e
d
)
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
W
o
r
l
d
W
a
r
I
-
t
e
s
t
i
n
g
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
1
9
2
4
H
a
w
t
h
o
r
n
e
W
o
r
k
s
o
f
W
e
s
t
e
r
n
E
l
e
c
t
r
i
c
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
T
h
e
H
a
w
t
h
o
r
n
e
E
f
f
e
c
t
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
H
u
m
a
n
R
e
l
a
t
i
o
n
s
M
o
v
e
m
e
n
t
(
O
r
g
a
n
i
z
a
t
i
o
n
a
l
P
s
y
c
h
o
l
o
g
y
)
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
W
o
r
l
d
W
a
r
I
I
(
c
o
n
t
i
n
u
e
d
w
o
r
k
b
e
g
u
n
i
n
W
W
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
P
o
s
t
W
o
r
l
d
W
a
r
I
I
Specialty areas of
I-O
became more
pronounced
testing
selection
evaluation
Defense industry growth spurred
development
engineering
psychology
human factors
psychology
ergonomics
5
0
’
s
O
h
i
o
S
t
a
t
e
L
e
a
d
e
r
s
h
i
p
S
t
u
d
i
e
s
(
L
a
n
d
m
a
r
k
i
n
I
-
O
)
S
t
r
u
c
t
u
r
e
task oriented
leadership
C
o
n
s
i
d
e
r
a
t
i
o
n
people oriented
leadership
H
u
m
a
n
R
e
l
a
t
i
o
n
s
M
o
v
e
m
e
n
t
(
e
x
p
a
n
d
e
d
)
quality of work
life
job
satisfaction
1
9
6
0
’
s
t
h
r
o
u
g
h
e
a
r
l
y
1
9
9
0
’
s
Research
and practice
of
I-O
flourished
motivation
goal
setting
job
attitudes
organizational
stress
group
processes
organizational power and
politics
organizational
development
1
9
6
0
’
s
C
i
v
i
l
R
i
g
h
t
s
a
n
d
W
o
m
e
n
’
s
M
o
v
e
m
e
n
t
s
Legal changes -
1964
Civil Rights
Act
Emphasized fairness in
employment
decisions - Title
VII
Protects:
race
(ethnicity)
color
national origin
(country)
sex
religion
1
9
6
0
’
s
a
n
d
1
9
7
0
’
s
C
i
v
i
l
R
i
g
h
t
s
a
n
d
W
o
m
e
n
’
s
M
o
v
e
m
e
n
t
s
Prohibits:
Discrimination in employment (hiring,
firing,
training…)
Segregation
Retaliation for filing
Claims
Administered
by
E.E.O.C.
1978 Uniform Guidelines
developed
C
r
o
s
s
C
u
l
t
u
r
a
l
I
/
O
P
s
y
c
h
o
l
o
g
y
D
i
v
e
r
s
i
t
y
o
f
W
o
r
k
f
o
r
c
e
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
C
r
o
s
s
C
u
l
t
u
r
a
l
I
/
O
P
s
y
c
h
o
l
o
g
y
S
c
o
p
e
o
f
t
h
e
W
o
r
k
E
n
v
i
r
o
n
m
e
n
t
Globalization of
business
100,000+ U.S. company do business
overseas
Jobs
increasing
in
complexity
Increased responsiveness to needs
of
workers
C
r
o
s
s
C
u
l
t
u
r
a
l
I
/
O
P
s
y
c
h
o
l
o
g
y
O
t
h
e
r
i
s
s
u
e
s
Mergers, acquisitions,
and
joint
ventures
International business
environment
“
cultural
shock
”
outsourcing
High technology and
telecommunication
systems
Internet influences
C
h
a
n
g
i
n
g
L
a
b
o
r
M
a
r
k
e
t
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?
O
r
g
a
n
i
z
a
t
i
o
n
a
l
D
o
w
n
s
i
z
i
n
g
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
C
u
r
r
e
n
t
H
o
t
T
o
p
i
c
s
Mergers, Acquisitions
and
Joint
Ventures
Influences of Technology
Explosion
Cultural
Diversity
Change
Management
Work and Family
Balance
Competency
Modeling
Teams
I
n
d
u
s
t
r
i
a
l
-
O
r
g
a
n
i
z
a
t
i
o
n
a
l
(
I
-
O
)
P
s
y
c
h
o
l
o
g
y
T
o
d
a
y
One of the fastest
growing areas
of
psychology
I
-
O
P
s
y
c
h
o
l
o
g
i
s
t
s
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
F
o
u
r
M
a
i
n
W
o
r
k
A
r
e
a
s
o
f
I
-
O
P
s
y
c
h
o
l
o
g
i
s
t
s
Ac
a
dem
i
a
37%
Con
s
ult
i
ng
38%
Government
7%
Industry
18%
S
i
x
F
i
e
l
d
s
(
s
p
e
c
i
a
l
i
z
a
t
i
o
n
a
r
e
a
s
)
Selection
and
Placement
Performance
Appraisal
Training
and
Development
Organizational
Development
Occupational
Health
Quality of work
life
Human Factors
Psychology
Ergonomics
S
o
c
i
e
t
y
f
o
r
I
n
d
u
s
t
r
i
a
l
a
n
d
O
r
g
a
n
i
z
a
t
i
o
n
a
l
P
s
y
c
h
o
l
o
g
y
(
S
I
O
P
)
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
L
i
c
e
n
s
i
n
g
i
n
I
-
O
P
s
y
c
h
o
l
o
g
y
Issues
protection of
public
exclusivity of
practice
SIOP
’
s
current
position
not supporting licensing in
I-O
continual review of
policy
S
o
m
e
J
o
u
r
n
a
l
s
P
u
b
l
i
s
h
i
n
g
I
-
O
R
e
s
e
a
r
c
h
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
Industrial-Organizational (I-O) Psychology focuses on studying behavior and mental processes in work settings, applying psychological principles to enhance work behavior. It covers various specialties such as industrial selection, training, performance measurement, organizational development, motivation, job satisfaction, and stress management. The field follows the Scientist/Practitioner Model, emphasizing both scientific research and practical application. The history traces back to the early 1900s with pioneers like Wilhelm Wundt, Frederick Taylor, and the Gilbreths, contributing to scientific management principles and time-and-motion studies.
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Presentation Transcript
Introduction to Industrial-Organizational (I-O) Psychology
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 RightsAct 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) Psychology Today 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 Consulting Government 7% Industry 37% 38% 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
