lOMoARcPSD|21338254 Industrial-Organizational Psychology Reviewer - Chapter 1 Psychology (Holy Angel University) Studocu is not sponsored or endorsed by any college or university Downloaded by Jotaro Kujo (jojostarcrusaders@gmail.com) lOMoARcPSD|21338254 Industrial-Organizational Psychology Reviewer Origins of Industrial and Organization Psychology ▪ ▪ Industrial and organizational psychology is a relatively new idea. The notion that the principles of science should applied to work settings has been around for less than 100 years CHAPTER 1 Brief History of Industrial Psychology Introduction to IO Psychology ❖ Professor Walter Dill Scott (1983) ▪ Use Psychological principles to produce more effective advertisements. ➢ Theory of Advertising ▪ A book considered to be the first dealing with Psychology and aspect of work. ❖ Industrial/Organizational Psychology ▪ A branch of psychology that applies the principles of psychology to the workplace. ▪ To enhance the dignity and performance of human beings and the organization they work in by advancing the science and knowledge of human behavior. ❖ Personnel Psychology ▪ Study and practice in such areas as analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees and evaluating employee performance. ❖ Organizational Psychology ▪ Concerned with the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change and group processes within an organization. ❖ Human Factors/Ergonomics ▪ Concentrate on workplace design, human-machine interaction, ergonomics and physical fatigue and stress. Industrial Recruitment Selection Training Performance Appraisal Promotion Transfer Termination Organization Motivation Attitudes Leadership Teams Stress Job Design ❖ Hugo Munsterberg (1910) ▪ Father of Industrial Psychology ▪ The Psychology of Industrial Efficiency ▪ World War 1 marks the emergence of Industrial Psychology ❖ James McKeen Catell (1921) ▪ Created psychological corporation to advance psychology and promote its usefulness to industry. ▪ Served as a place for companies to get reference check on prospective psychologists. ❖ Walter Bingham ▪ Started the DIVISION OF APPLIED PSYCHOLOGY FOR CARNEGIE INSTITUTE OF TECHNOLOGY the first academic program in Industrial Psychology. ❖ Mary Parker Follett ▪ Her story was a forerunner of today’s teamwork concept and group cohesiveness. ▪ Her work focused on groups and advocated people-oriented organizations. RGO reviewer transferred by Jean Raphael Parejas and footnote of Kyle Marchen Dimarucut Downloaded by Jotaro Kujo (jojostarcrusaders@gmail.com) Commented [JRP1]: Processes/HR side Commented [JRP2]: Abstract Constructs Commented [JRP3]: Physical/Concrete aspects lOMoARcPSD|21338254 Industrial-Organizational Psychology Reviewer Three Important Influences on the Development of I/O Psychology 1. The Advent of Scientific Management ▪ The pioneers in applying scientific methods to the workplace were not psychologists but engineers. ▪ They focused on scientific management: the managerial philosophy that emphasizes the worker as well-oiled machine and the determination of the most efficient methods for performing any work-related task. ▪ Scientist-Practitioner Model - A teaching model in which students are trained first to be scientists, - And second, to be able to apply the science of their field to find solutions to real-world problems. ❖ Frederick Winslow Taylor ▪ The mastermind of the idea of scientific management. ▪ Taylor’s approach was influential in American business, including: Clothing, furniture manufacturing and automobile industry. ➢ Taylor (1911) suggested the following guidelines, which have continuing influence today: ▪ Jobs should be carefully analyzed to identify the optimal way to perform them. ▪ Employee should be hired according to the characteristics associated with success at a task. ▪ Employees should be trained at the job they will perform. ▪ Employees should be rewarded for productivity to encourage high levels of performance. ❖ Kurt Zadek Lewin (1939) ▪ Led the first publication of an empirical study of the effects of leadership styles which initiated arguments for the use of participative management techniques. ▪ Industrial Psychology A.K.A Economic Psychology/Employment of Psychology ❖ Consumer Psychology ▪ The study of why people buy things ➢ Consumer Panel ▪ Refers to the list of respondents in a particular area who agree to respond to questionnaire regarding products, services, advertisements, or other promotional efforts. ➢ Diary Panel ▪ Market research is a qualitative research method whereby a selection of respondents will be asked to keep a record of their experiences or observations over a particular period of time. ❖ Robert Mearns Yerkes ▪ Invented psychological tests. ▪ I/O psychology made its first big impact during WW1 ▪ Screening and classifying millions of recruits. ▪ A number of Psychologists devised a general intelligence test so that persons with low intelligence could be identified and eliminated from the training. ➢ Two tests were developed: ▪ Army Alpha for the literates ▪ Army Beta for the non-literates ❖ Frank and Lillian Gilbreth ▪ Two other famous trailblazers in the scientific approach. ▪ A married couple best known for the time and motion studies they conducted in the early twentieth century. ▪ Its aim to reduce the fatigue and improve productivity. ❖ Henry Ford ▪ Founder of Ford Motor company ▪ Invented the assembly line, in which the workers stayed in one place and an individual laborer assembled one (and only one) part of a car as it moved along on a mechanized conveyor belt. 2. Ergonomics: Where Psychology Meets Engineering ▪ Today, many occupations involve the interaction of human beings with tools. ▪ The field of ergonomics is the origin of the term applied psychology, as those who conducted this work during the war RGO reviewer transferred by Jean Raphael Parejas and footnote of Kyle Marchen Dimarucut Downloaded by Jotaro Kujo (jojostarcrusaders@gmail.com) Commented [JRP4]: Job Analysis Commented [JRP5]: Selection Commented [JRP6]: Training Commented [JRP7]: Appraisal lOMoARcPSD|21338254 Industrial-Organizational Psychology Reviewer were the first to apply the principles of psychological research to the workplace setting. ➢ Human Factors ▪ Understanding and enhancing the safety and efficiency of the human-machine interactions is the central focus of ergonomics. ▪ A field that combines engineering and psychology. ❖ Today, ergonomics specialists represent a range of expertise: ➢ Perception ➢ Attention ➢ Cognition ▪ Individuals who might have good ideas about the placement of buttons on a control panel or the preferred coloring of those buttons. ➢ Learning ▪ Individuals who might design training programs for the use of machines ➢ Social and Environmental Psychologists ▪ Individuals who might address issues such as living in a constrained environment like that of the space shuttle ❖ Areas of Study ▪ In which psychologist and engineers try to produce products and systems that are easy to use and safe ➢ Maximize Efficiency ➢ Minimize Physical Strain ➢ Minimize Psychological Strains 3. The Hawthorne Studies and the Human Relations Approach to Management ▪ A series of studies at the western electric hawthorne works, a plant outside Chicago, conducted from 1927-1932 under the leadership of psychologist and sociologist. ❖ Elton Mayo ▪ Mayo and his colleagues were initially interested in productivity. • For example, room lighting, humidity, breaks, work hours, and management style. ▪ Workers were randomly assigned to one of two groups: ➢ Control Group ▪ The lighting remained constant ➢ Experimental Group ▪ A variety of different lighting intensities was employed. ▪ The results were surprising. Both groups did better – and they performed increasingly better over time. ▪ With his human relations approach countered scientific management. ▪ Recognized the inadequacies of existing scientific management approaches. ❖ The Hawthorne Studies ▪ Workers’ feelings affect their work behavior. ▪ It was a field experiment, demonstrated the value of research. ▪ Worker perceptions of reality more important than objective reality. ➢ Hawthorne Effect ▪ Refers to the tendency of individuals to perform better simply because of being singled out and made to feel important. ▪ The human relations approach emphasizes the psychological characteristics of workers and managers, stressing the significance of factors such as: • Morale, attitudes, values, humane treatment of workers, management stress, positive interpersonal relations among co-workers, teamwork, leadership, job attitudes, social skills of managers. ▪ These methods emphasize that fulfilling work meets other important human needs beyond purely economic considerations. ❖ 1960’s ▪ Characterized by the passage of several major pieces of civil rights legislation. Use of sensitivity training and T-groups for managers. RGO reviewer transferred by Jean Raphael Parejas and footnote of Kyle Marchen Dimarucut Downloaded by Jotaro Kujo (jojostarcrusaders@gmail.com) lOMoARcPSD|21338254 Industrial-Organizational Psychology Reviewer ❖ B.F Skinner ➢ Beyond freedom and Dignity ▪ Resulted in the increase use of behavior modification techniques in organizations. ❖ 1980’s – 2000’s ▪ Increase use of fairly sophisticated statistical techniques and methods of analysis. A new interest in the application of cognitive psychology to industry. ▪ Increased interest in the effects of work on family life and leisure activities. ▪ Renewed interest in developing methods to select employees • Example: Cognitive ability test, personality test, bio data, and structured interview, TQM, reengineering, employee, empowerment, downsizing ▪ Rapid advances in technology • Example: Test and Survey on the internet, recruit and screen applicants online, Twitter, Linkedin, Facebook, E-learning and distance learning. ❖ Research Methods in Industrial Psych ➢ Institutional Review Board ▪ A committee designated to ensure the ethical treatment of research subjects. ➢ Practical Significance ▪ The extent to which the results of a study have actual impact on human behavior. ❖ Experimental Methods ▪ Most powerful of all research methods. ▪ Cause and Effect relationship ▪ Random assignments of Subjects ▪ Manipulation of Independent variable(s) ▪ Measurement of Dependent Variable(s) ➢ Debriefing ▪ Informing the subject in an experiment about the purpose of the study in which he or she was a participant and providing any other relevant information. ❖ Correlational Methods ▪ No manipulation of variables ▪ Measures naturally occurring association between two or more variables. ▪ Cannot inform researcher about causeeffect relationship between variables. ❖ Quasi-Experimental Methods ▪ Use when some aspects of experimentation are possible but not all. ▪ More common in I/O psych than in many other areas of psychology. ❖ Survey & Interview ▪ To ask people their opinion on some topic. ▪ Conducted by personal interview, phone, fax, internet, mail. ❖ Archival Research ▪ Using previously collected data of records to answer questions. ▪ Not being obtrusive and not expensive. • Example: Personal files, company records. ❖ Field Research ▪ Research conducted in a natural setting as opposed to a laboratory. ❖ Laboratory Research ▪ Research that is conducted in a laboratory setting that can be controlled more easily than research conducted in a field setting. ❖ Case Studies ▪ A training technique in which employees, usually in a group, are presented with a real or hypothetical workplace problem and are asked to propose the best solution. ➢ Living Case ▪ A case study based on a real situation rather than hypothetical one. ❖ Meta Analysis ▪ A statistical method of reaching conclusions based on previous research. ➢ Effect Size ▪ Used in meta-analysis ▪ A statistic that indicates the amount of change caused by an experimental manipulation. RGO reviewer transferred by Jean Raphael Parejas and footnote of Kyle Marchen Dimarucut Downloaded by Jotaro Kujo (jojostarcrusaders@gmail.com) Commented [JRP8]: MRT lOMoARcPSD|21338254 Industrial-Organizational Psychology Reviewer ➢ Mean Effect Size ▪ A meta-analysis statistic that is the average of the effects sizes for all studies included in the analysis. ➢ Different Score ▪ A type of effect size used in metaanalysis that is signified by the letter d and indicates how many standard deviations separate the mean score for the experimental group. ➢ Corrected or True Validity ▪ A correlation coefficient that has been corrected for predictor and criterion reliability and for range restriction. ❖ Bridge Publication ▪ A publication with the goal of bridging the gap between the research conducted by academics and the practical needs of practitioners. ❖ Journal ▪ A written collection of articles describing the methods and results of new research. ❖ Magazine ▪ An unscientific collection of articles about a wide range of topics. ❖ Trade Magazine ▪ A collection of articles for those “in the biz,” about related professional topics, seldom directly reporting the methods and results of new research. RGO reviewer transferred by Jean Raphael Parejas and footnote of Kyle Marchen Dimarucut Downloaded by Jotaro Kujo (jojostarcrusaders@gmail.com)
