Psychology at Work 11/19/2010 Industrial/Organizational Psychology

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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
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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
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11/19/2010
Psychology at Work
Recruitment
PSYC 101.001
Selection
Placement
Performance
Appraisal
Initial
Training
Refresher
Training
Exit
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Psychology at Work
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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
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Psychology at Work
PSYC 101.001
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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
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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
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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
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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
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Graphic Rating Scale
PSYC 101.001
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Behaviorally Anchored Rating Scale
PSYC 101.001
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4
11/19/2010
Behavioral Observation Scale
PSYC 101.001
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Psychology at Work
€
Job attitudes
€
y job satisfaction
y organizational commitment
y job attitude/performance
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relationship
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Motivation
Job design, roles, and
socialization
Leadership
Group performance and
processes
Judgment and decision
making
PSYC 101.001
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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
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Psychology at Work
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Job satisfaction theories
y two–factor theory
y dispositional model
y value theory
y social information processing model
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11/19/2010
Psychology at Work
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Organizational commitment
y feelings and beliefs about the employing organization as a
whole
○ continuance commitment
○ affective commitment
○ normative commitment
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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
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Motivation
€
Motivation theories
y intrinsic/evolutionary
y drive–reduction theory
y arousal
y hierarchy of needs (Maslow)
PSYC 101.001
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6
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PSYC 101.001
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