I/O Psychology

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I/O Psychology

• An Overview

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Preview

• Define I/O Psychology
• Explain how I/O Psychology relates to others
  fields of psychology
• Identify work settings for I/O Psychologists
• Identify I/O Psychologys mandate
• Identify the 6 major subfields of I/O Psychology
• Discuss licensing issues
• Illustrate high performing work setting

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Preview (cont)

• Review brief history of I/O Psychology
• Discuss changing nature of work
• Explain cross-cultural interest in I/O Psychology
• Conclusions

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I. What is I/O Psychology?
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A. Defining I/O Psychology

• Definition Scientific study of behavior in the
  workplace the professional practice dealing
  with workplace behavioral issues.
• 2 sides of I/O psychology
• Science
• Practice

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A. Defining I/O Psychology (cont)

• Many areas of psychology besides clinical
  counseling psychology
• Career resource ONET OnLine http//online.onetcen
  ter.org/
• I/O grad students talks about field
  http//www.youtube.com/watch?va3eWJ8C2Z7E
• I/O behavioral health space scientist
• http//www.youtube.com/watch?v3ZcyxyfqbHQ

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A. Defining I/O Psychology (cont)

• Clinical/counseling/school vs. I/O
• Clients/patients
• Problems/issues addressed
• Assessment intervention strategies used
• Work settings/conditions
• Compensation/career advancement
• American Psychological Association (APA) has 53
  divisions
• Numerous functions of the APA (e.g., seminars,
  journals, code of ethics) http//www.apa.org/

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A. Defining I/O Psychology (cont)

• SIOP (Division 14) of APA http//www.siop.org/
• American Psychological Society (APS)
• http//www.psychologicalscience.org/
• 4 main work areas for I/O psychologists ??
• Academia
• Consulting Firms
• Business
• Government

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Fig 1.1, p. 4
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B. Mandate of I/O Psychology

• Increase the fit between workforce workplace
  during rapid change
• Help workforce balance work/family issues

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C. 6 Sub-fields of I/O Psychology

• Selection Placement
• Developing criteria predictors, designing
  decision-making system for hiring
• Developing using psychological tests
  inventories in decisions
• Training Development (Organizational Learning)
• Designing evaluating effective learning systems

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C. 6 Sub-fields of I/O Psychology (cont)

• Performance Management (Appraisal)
• Designing evaluating appraisal systems
• Organizational Development
• Diagnosing organizational dysfunction
• Attitudes motivation job satisfaction,
  involvement, organizational justice
• Designing implementing intervention strategies
  for change
• Establishing working with teams

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C. 6 Sub-fields of I/O Psychology (cont)

• Occupational Health Quality of Worklife
• Stress issues assessment intervention
• Workplace violence prevention
• Balancing work family
• Ergonomics (human factors/engineering psychology)
• Equipment design

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D. Licensing of Psychologists

• Psychology regulates its own membership
• Also regulated by license law in every state
• Regulates both title practice
• Governed by state regulatory boards
• Determines standards for admission
• Conducts disciplinary actions

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D. Licensing of Psychologists (cont)

• Controversy About Licensing of I/O Psychologists
• I/O Psychologists not in clinical practice
• I/O has different mandate than health care
  providers

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E. Example of High Performing Organizational
Culture

• Video of SAS Company Cary, NC
• http//www.youtube.com/watch?vN-ebIGpZIWI
• http//www.youtube.com/watch?v9SCxJTmS1Eo
• http//www.sas.com/

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II. Brief History of I/O Psychology
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A. Early Years (1900-1916)

• 2 major forces evolve the discipline
• Bryan studied development of Morse code skills
  (1904)
• Industrial engineers focusing on improving
  efficiency
• Time motion studies
• Industrialization and immigration lead to drive
  for social reform

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A. Early Years (1900-1916)(cont)

• Founding figures
• Walter Dill Scott --The Psychology of
  Advertising, 1908
• Frederick W. Taylor -- redesign of work
  situations The Principles of Scientific
  Management, 1911

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A. Early Years (1900-1916) (cont)

• Founding figures (cont)
• Hugo Münsterberg (applied scientific method to
  practical problems, e.g., safe trolley operators
  father of I/O psychology Psychology of
  Industrial Efficiency, 1913)

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B. World War I (1917-1918)

• Robert Yerkes Army Alpha Beta Tests developed
  to screen recruits
• Journal of Applied Psychology founded 1917

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C. Between the Wars (1919-1940)

• Applied psychology emerged as a discipline
• Psychological research bureaus came into full
  bloom
• Bureau of Salesmanship established at Carnegie
  Institute of Technology
• James Cattell founded the Psychological
  Corporation
• http//psychcorp.pearsonassessments.com

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C. Between the Wars (1919-1940) (cont)

• Hawthorne-Western Electric Studies/Harvard
  University Joint Venture 1924?
• Identified the Hawthorne Effect showed the
  significance of novelty (a psychological factor)
  in productivity
• Revealed the complexity of human behavior
  (workers are not machines)

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Fig 1.2, p. 11
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D. World War II (1941-1945)

• Selection Training tests
• Group ability testingArmy General Classification
  Test (AGCT)
• Situational stress tests for Office of Strategic
  Services (OSS) (military intelligence)
• Early situational tests select, train pilots
  measure attitude, morale
• Development of more employment tests in industry

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E. Toward Specialization (1946-1963)

• Development of college graduate programs in I/O
  Psychology
• Creation of SIOP, APA Division 14 (1946) 1st
  president was Bruce Moore--PSU

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E. Toward Specialization (1946-1963) (cont)

• Sub-specialties crystallized
• Engineering Psychology ergonomics (1950-1960)
• Personnel Psychology
• Human Relations Movement (1950s), e.g.,
  Organization Development Change

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F. Government Intervention (1964-1993)

• Government scrutiny emerged as a second
  authority
• 1964 Civil Rights Act (Title VII)
• 1970s government regulation of testing,
  selection, and placement Uniform Employment
  Guidelines

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F. Government Intervention (1964-1993) (cont)

• Americans with Disabilities Act - 1990
• Updated Civil Rights Act 1990
• Family and Medical Leave Act 1993

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G. The Information Age (1994-present)

• Internet influence on change I.T.
• Move from specialist to generalists
• Advent of e-business and the virtual workplace
• Speed of delivery of products services
• The concept of job erodes to work teams

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III. Changing Nature of Work

• Changes in organizations work over history is
  challenge for I/O Psychology
• Industrial revolution
• Mass production
• Information technology
• Global economy
• Future organizations work

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IV. Cross-cultural Psychology

• Global Issues
• Word definitions meanings
• Corporate policies procedures
• Values differences
• Length of the work week
• Collectivist vs. individualist societes

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V. Conclusions

• I/O Psychology is a very new science
  practicenot yet well known.
• I/O likely has a great futuregood career choice.
• Organizations the nature of work have changed
  greatly over the past centuries will likely
  change even morefinding the ideal match between
  jobs and people will always be challenge for I/O.