3/29/2012
Psychology 101.002
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 101.002
VILLADO
Psychology at Work
€
Major milestones include
y Classical Organizational Theory/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 101.002
VILLADO
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3/29/2012
Psychology at Work
Recruitment
PSYC 101.002
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 101.002
VILLADO
Psychology at Work
PSYC 101.002
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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 101.002
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 101.002
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 101.002
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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 101.002
VILLADO
Graphic Rating Scale
PSYC 101.002
VILLADO
Behaviorally Anchored Rating Scale
PSYC 101.002
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Behavioral Observation Scale
PSYC 101.002
VILLADO
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 101.002
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€
€
€
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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
VILLADO
Psychology at Work
€
Job satisfaction theories
y two–factor theory
y dispositional model
y value theory
y social information processing model
PSYC 101.002
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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
PSYC 101.002
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 101.002
VILLADO
Motivation
€
Motivation theories
y drive–reduction theory
○ hierarchy of needs (Maslow)
y goal-setting
y equity theory
y expectancy theory
PSYC 101.002
VILLADO
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PSYC 101.002
VILLADO
Motivation
€
Goal–setting
y process of setting goals to arouse, direct, maintain
behavior
y the idea is that when goals are set and committed to,
people direct attention to those goals
○ assess distance to the goal
○ assess performance necessary
y makes clear the type and level of performance necessary
○ influences a person’s self–efficacy
PSYC 101.002
VILLADO
Motivation
€
Goal–setting guidelines
y goals must be specific
y goal must be difficult, yet attainable
y feedback must be available
PSYC 101.002
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Motivation
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Equity
y people strive to maintain input/output ratios that are
equitable to the ratios of others’ inputs/outputs
○ focus is not on one’s own input/output ratio, but on the
comparison between one’s own ratio and that of a
comparable other
PSYC 101.002
VILLADO
PSYC 101.002
VILLADO
Motivation
€
Expectancy Theory
y motivation is based on people’s beliefs that effort will lead
to performance, which will lead to rewards that are valued
○ valence
y the value a person places on the rewards expected from the
organization
○ instrumentality
y the belief in the likelihood of being rewarded in accordance with one’s
level of performance
○ expectancy
y the belief that one’s efforts will positively influence one’s performance
PSYC 101.002
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Motivation
Expectancy
Instrumentality
Valence
Effort
PSYC 101.002
Performance
Outcomes
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