Industrial/Organizational Psychology
What is I/O Psychology?
“The branch of psychology that is concerned with the study of behavior in work settings and the application of
psychology principles to change work behavior”(Text)
Industrial-organizational psychologists are able to apply psychological theories to explain and enhance the
effectiveness of human behavior in the workplace (Canadian Psychological Association)
What is I-O psychology according SIOP?
The application of psychological principles to the workplace (anywhere people work)
Helping people do their jobs

Helping employers treat employees fairly
o selecting people for jobs
o Assessing performance accurately

Helping make jobs more interesting and satisfying
o Designing jobs people will find satisfying
o Motivating employees to perform
o Creating teams that work well together

Helping workers be more productive
o Designing work patterns that enhance efficiency
o Providing skills training and development
o Helping to meet the challenges of competition
o Moving past downsizing
Fields of I/O Psychology
Personnel Psychology

Often seen as part of human resources addresses issues such as job analysis, recruitment, selection, and
performance appraisal
Organizational Psychology

Combines research and ideas from social psychology and organizational behavior.

Concerns issues of leadership, job satisfaction, attitudes, motivation, organization communication,
groups and teams
Human Factors/Ergonomics

Human factors psychologists focus on workplace design, human-machine interactions, ergonomics,
physical fatigue, work schedules and stress
Demographics

In 2009, 42% were women compared to only 15% in 1985 (SIOP members)

Ethnic minority membership in SIOP has doubled

6% of all psychologists are I/O psych
Employment Settings – Vary depending on the degree
Salaries
In 2009, median salary for master’s level I/O psychologists was $75,400 and $105,000 for PhD level
Highest paid work in consulting, energy, information technology, manufacturing, and telecommunication
Lower paid teach at private and public universities earning additional income from consulting with government
and industry
History of I/O Psychology
Industrial Engineers - Focus on EFFICIENCY
Fredrick Taylor (1856-1915) - Time and Motion studies

Devised the concept for the Assembly Line

Wrote “Principles of Scientific Management”(1911)
Scientific Management

Scientifically design work methods for efficiency

Selecting the best workers and training them in new methods

Developing a cooperative spirit between managers and workers

Sharing the responsibility for the design and conduct of work

Motivation results from monetary gain
Early Pioneers Of I/O Psych.

W.L. Bryan – early president of APA

Walter Dill Scott (1869-1955)
o “Influencing men in business” (1911)
o “Increasing human efficiency in business” (1911)
o Scott company – first I/O consulting firm

Hugo Munsterberg - Applied psychology to work efficiency
o Study of street car drivers (1912)
o “The psychology of industrial efficiency” (1913)
Key Early Events
Journal of Applied psychology -1917
World War I and the 1920’s

Army Alpha and Army Beta test of mental abilities

Psychological Corporation founded 1921

1st PhD in 1921

First textbook written by Morris Viteles (1932)
Hawthorne Studies 1924-1933

Tested the Scientific Management ideas at the Western Electric Hawthorne Works in IL.

Elton Mayo – Principle Researcher

Results showed the importance of the individual and social systems at work

Demonstrated the “Hawthorne effect”
Hawthorne Effect - People alter their behavior not because of the specific changes in the environment but
because of the influence and attention of the person making the changes.

Mayo publishes studies in 1933

Roethlisberger and Dickson (1939) “Management and the worker”

Led to the “Human Relations” movement
World War II and 1940’s

Walter Bingham served as chief psychologist of the war department from 1940-47

Develop the Army general classification test (AGCT)

Assessment centers with Office of Strategic Services (OSS) (testing spies)

Human factors and equipment design

Aviation psychology program

Performance appraisal systems – Force Choice
1950’s

Leadership studies at Ohio state and Michigan State

Motivation studies and theories

Assessment center studies by AT&T in 1956

The Dictionary of Occupational Titles (DOT) was published by Government
1960’s and 70’s

Fairness in employment issues
o Equal Pay Act of 1963
o Civil Rights Act of 1964
o Equal Employment Opportunity Commission
o Uniform Guidelines published 1977

Industrial psychology changed name to I/O psychology in 1973

New work motivation theories such as goal setting theory and expectancy theory
1980’s and 90’s

Division 14 of APA renamed Society of Industrial/Organizational Psychology (SIOP) in 1982

Supreme Court ruling on Sexual Harassment “Hostile Environments” in 1986

Americans with Disabilities Act (ADA) of 1990 (Essential Functions)

More non-traditional topics of study:
o More focus on off-the-job lives of workers
o Worker health and well-being
o Careers in organization

More focus on organization climate and culture

Greater focus on cognitive approach in appraisal, leadership, and conceptions of ability
2000 to present

Greater influence of technology in recruitment, testing, screening, and training (O*net)

Multicultural and diversity issues are becoming more important

Focus on team work

Globalization of the workplace

The changing nature of work