Matakuliah : L0064 / Psikologi Industri & Organisasi 1
Tahun
: 2007 / 2008
PENGENALAN PSIKOLOGI INDUSTRI
DAN ORGANISASI
Pertemuan 1 dan 2
Learning Objectives
After reading this chapter, you should be able to:
1. Describe I-O Psychology, what I-O psychologists do,
and where they work
2. Outline the scope and history of I-O psychology
3. Understand how I-O psychologists conduct research
4. Identify the major areas I-O psychology
5. Be able to explain the contemporary challenges facing
I-O psychologists
6. Know what they can do with an I-O major
7. Describe the problems faced by I-O psychologists
3
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Is Work a Four-Letter Word?
• Is it just about the money?
• What else is there?
– Personal satisfaction, fulfillment, and pride of
accomplishment
– Emotional security, self-esteem, and
contentment
– Identity and status, friendships and belonging
4
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What is I-O Psychology?
• The application of the methods, facts, and principles of
psychology to people at work.
• It is a SCIENCE
– Deals with observable behavior
• Behaviors reflect underlying psychological
processes
– Empirical in its approach to research
– Objective in its methods and results
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Topics of Interest for I-O Psychologists
I-O
Psychology
Human Resources
Development
Organizational
Psychology
Engineering
Psychology
Selection
Leadership
Working conditions
Testing
Motivation, satisfaction,
involvement
Safety, violence, &
health
Performance appraisal
Organization
Stress
Training &
development
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Workplace
Characteristics
Consumer
Psychology
Research Methods used by I-O
Psychologists
• Observe the behavior of employees on the job
under well-controlled and systematic conditions
• Record behavioral responses
• Vary the conditions and measure resulting
changes
• Look, listen, measure, and record according to
scientific method
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The Pioneers of I/O
• Walter Dill Scott (1869-1955)
– First to apply psychology to advertising, employee selection, &
management
– Theory and Practice of Advertising (1903)
• Hugo Munsterberg (1863-1916)
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–
–
–
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The Psychology of Industrial Efficiency (1913)
Goal of improving worker efficiency
Used tests to measure skills and match workers to jobs
Conducted research in the workplace
Psychological Testing in WWI
• WWI marked the emergence of I-O psychology as an
important discipline
• Testing
– Army Alpha
• for recruits who could read & write
– Army Beta
• for recruits who couldn’t read or speak English
– Personal Data Sheet
• to detect neurotic tendencies
– Officer & pilot selection tests
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The Hawthorne Studies
• Western Electric Co. Hawthorne Works
– Long-term study begun in 1924
– Studied effects of work environment on employee efficiency
• Findings:
– Social & psychological factors in the work environment had the
potential to effect organizational outcomes as much or more than
physical factors
• Opened up new areas of research
– Leadership, informal groups, attitudes, communications,
motivation, satisfaction
• Criticized for lack of scientific rigor
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WWII and Engineering Psychology
• More than 2000 psychologists contributed to the war
effort
• Focused on testing, classifying and training millions of
recruits
• Complex weapons sparked engineering psychology
– human abilities and limitations
– equipment design
– work-place design
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Contemporary I/O
• Concern with organizational issues
– Human relations
– Leadership
– Motivation
– Job satisfaction
– Organizational structure and climate
– Decision making
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Challenges for I-O Psychology
• Rapidly changing nature of work
– Virtual workplace and virtual workers
•
•
•
•
•
•
Contingent or temporary workers
Worker involvement
Increasing demographic diversity
Technological advances
Worker literacy
Globalization
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What Are Marketable Skills of
I-O Psychologists?
• Psychological testing, and survey construction
and validation
• Human resources selection and placement
• Performance appraisal
• Fair employment practices
• Employee training
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What Can You Do With
a Psychology Major?
0%
10%
20%
Private
Corporations
40%
50%
60%
50%
Government
Agencies
15%
Education
14%
Own Business
Charitable
Organizations
30%
12%
9%
Sources: J. Kohout, (2000, January). A look at recent baccalaureates in psychology. Monitor on Psychology, pg.13. Also R.
Landrum & R. Harrold, (2003). What employees want from psychology graduates, Teaching of Psychology, 30, 131-133.
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Types of Jobs for I-O Psychologists
•
•
•
•
•
•
•
Human Resources Consultant
Market Research
Assessment Centers
Manager of Psychological Services
Organizational Planning and Development
Training
Academics
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Annual Income for I-O Psychologists
• Masters Degree
– Median: $67,000
– Top 10%: >$185,000
• PhD
– Median: $90,000
– Top 10%: >$180,000
Source: Katkowski & Medsker (2001).
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Problems Faced by I-O Psychologists
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•
•
•
•
Fraudulent practitioners
Credentials and certification
Communication with management
Resistance to new ideas
Research versus application?
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How Is The Text Organized?
Psychology &
Work Today
Practice of
I-O Psychology
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Human Resources
Development
Organizational
Psychology
Workplace
Characteristics
Engineering
Psychology (13)
Principles, practices
& problems (1)
Recruiting & selecting
employees (3 & 4)
Organizational
leadership (7)
Working conditions
(10)
Tools & Techniques
of Science (2)
Evaluating employee
performance (5)
Motivation,
satisfaction, &
job involvement (8)
Safety, violence,
& health in the
workplace (11)
Employee training
& development (6)
Organizational
psychology (9)
Stress in the
workplace (12)
Consumer
Psychology (14)
Key Terms
• Industrial Organizational (I-O)
Psychology
• Hawthorne Studies
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