11/19/2010 Psychology 101.001 Psychology at Work Industrial/Organizational Psychology y the application of psychological principles to the workplace (anywhere people work) y industrial psychology (personnel psychology) ○ concerned with recruiting, selecting, training, and evaluating employees ○ address issues of discrimination in selection systems y organizational psychology ○ concerned with how work environments and managers influence worker motivation, satisfaction, and productivity ○ address issues of discrimination and harassment in organizations PSYC 101.001 VILLADO Psychology at Work Major milestones include y Scientific Management (late 1800’s) ○ F.W. Taylor (Taylorism) ○ Frank and Lillian Gilbreth ○ James McKeen Cattell y Psychology and Industrial Efficiency (early 1900’s) ○ Walter Dill Scott ○ Hugo Münsterberg y Hawthorne Studies (early 1900’s) ○ Elton Mayo and F.J. Roethlisberger y World Wars I and II y application of social science to organizational issues (mid/late 1900’s) PSYC 101.001 VILLADO 1 11/19/2010 Psychology at Work Recruitment PSYC 101.001 Selection Placement Performance Appraisal Initial Training Refresher Training Exit VILLADO Psychology at Work Industrial/Organizational Psychology (cont.) y selection ○ assess applicants’/employees’ (KSAOs) y y y y knowledge skills ability others ○ using methods such as y paper–pencil tests y interviews y work samples y training and experience ratings y other methods? PSYC 101.001 VILLADO Psychology at Work PSYC 101.001 VILLADO 2 11/19/2010 Psychology at Work Protected class y Groups that are protected by Title VII of the Civil Rights Act of 1964 & 1991 (CRA ‘64 & ‘91): ○ Race ○ Color ○ Religion ○ Sex ○ National origin PSYC 101.001 VILLADO Psychology at Work Age and disability covered under different laws y Age: Age Discrimination Employment Act (ADEA) ○ protects “older” workers only ○ “older” is defined as 40 years of age or older y Disability: Americans with Disabilities Act (ADA) PSYC 101.001 VILLADO Psychology at Work Industrial/Organizational Psychology (cont.) y performance appraisal ○ provide feedback to employees and employment decision makers ○ objective versus subjective y objective: numerical counts and facts y subjective: rater perceptions of ratee traits behavior and results PSYC 101.001 VILLADO 3 11/19/2010 Psychology at Work y performance appraisal bias ○ stereotypes ○ primacy/recency (serial position) effect ○ contrast effect ○ halo effect ○ similar–to–me effect ○ harshness, leniency, and average tendency biases ○ knowledge–of–predictor bias PSYC 101.001 VILLADO Graphic Rating Scale PSYC 101.001 VILLADO Behaviorally Anchored Rating Scale PSYC 101.001 VILLADO 4 11/19/2010 Behavioral Observation Scale PSYC 101.001 VILLADO Psychology at Work Job attitudes y job satisfaction y organizational commitment y job attitude/performance relationship Motivation Job design, roles, and socialization Leadership Group performance and processes Judgment and decision making PSYC 101.001 Org. effectiveness and productivity Org. change and development Org. climate and culture Person–organization fit Stress and health Withdrawal Performance (task vs. contextual) Sexual harassment Retaliation and whistle blowing VILLADO Psychology at Work Job satisfaction theories y two–factor theory y dispositional model y value theory y social information processing model PSYC 101.001 VILLADO 5 11/19/2010 Psychology at Work Organizational commitment y feelings and beliefs about the employing organization as a whole ○ continuance commitment ○ affective commitment ○ normative commitment PSYC 101.001 VILLADO Motivation Motivation y the set of processes that arouse, direct, and maintain human behavior toward attaining some goal ○ arouse y energy or drive behind the behavior ○ direct y what behaviors are enacted ○ maintaining y persistence of behaviors PSYC 101.001 VILLADO Motivation Motivation theories y intrinsic/evolutionary y drive–reduction theory y arousal y hierarchy of needs (Maslow) PSYC 101.001 VILLADO 6 11/19/2010 PSYC 101.001 VILLADO 7