I/O Psychology An Overview

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 Psychology’s mandate Identify the 6 major subfields of I/O Psychology Discuss licensing issues Illustrate high performing work setting

Preview (con’t) Review brief history of I/O Psychology Discuss changing nature of work Explain cross-cultural interest in I/O Psychology Conclusions #

I. What is I/O Psychology?

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

A. Defining I/O Psychology (con’t) Many areas of psychology besides clinical & counseling psychology Career resource O*NET OnLine http://online.onetcenter.org/ I/O grad students talks about field http://www.youtube.com/watch?v=a3eWJ8C2Z7E I/O behavioral health space scientist http://www.youtube.com/watch?v=3ZcyxyfqbHQ

A. Defining I/O Psychology (con’t) 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/

A. Defining I/O Psychology (con’t) 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

Figure 1. 1 Principal work settings of I/O psychologists Figure 1.1 Principal work settings of I/O psychologists. (source: Society for Industrial Organizational Psychology, member database, 2004). Page 4 Fig 1.1, p. 4

B. Mandate of I/O Psychology Increase the fit between workforce & workplace during rapid change Help workforce balance work/family issues

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

C. 6 Sub-fields of I/O Psychology: (con’t) 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

C. 6 Sub-fields of I/O Psychology: (con’t) Occupational Health & Quality of Worklife Stress issues – assessment & intervention Workplace violence prevention Balancing work & family Ergonomics (human factors/engineering psychology) Equipment design

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

D. Licensing of Psychologists (con’t) Controversy About Licensing of I/O Psychologists I/O Psychologists not in clinical practice I/O has different mandate than health care providers

E. Example of High Performing Organizational Culture Video of SAS Company – Cary, NC http://www.youtube.com/watch?v=N-ebIGpZIWI http://www.youtube.com/watch?v=9SCxJTmS1Eo http://www.sas.com/ #

II. Brief History of I/O Psychology

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

A. Early Years (1900-1916)(con’t) Founding figures Walter Dill Scott --The Psychology of Advertising, 1908 Frederick W. Taylor -- redesign of work situations; The Principles of Scientific Management, 1911

A. Early Years (1900-1916) (con’t) Founding figures (con’t) Hugo Münsterberg (applied scientific method to practical problems, e.g., safe trolley operators; father of I/O psychology; Psychology of Industrial Efficiency, 1913)

B. World War I (1917-1918) Robert Yerkes & Army Alpha & Beta Tests developed to screen recruits Journal of Applied Psychology founded 1917

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

C. Between the Wars (1919-1940) (con’t) 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)

Figure 1-2 Badge worn by visitors to the Hawthorne Works of the Western Electric Company. Page 11 Fig 1.2, p. 11

D. World War II (1941-1945) Selection & Training tests Group ability testing—Army 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

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]

E. Toward Specialization (1946-1963) (con’t) Sub-specialties crystallized Engineering Psychology “ergonomics” (1950-1960) Personnel Psychology Human Relations Movement (1950s), e.g., Organization Development & Change

F. Government Intervention (1964-1993) Government scrutiny emerged as a second “authority” 1964 Civil Rights Act (Title VII) 1970’s government regulation of testing, selection, and placement: Uniform Employment Guidelines

F. Government Intervention (1964-1993) (con’t) Americans with Disabilities Act - 1990 Updated Civil Rights Act – 1990 Family and Medical Leave Act – 1993

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 #

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 #

IV. Cross-cultural Psychology Global Issues Word definitions & meanings Corporate policies & procedures Values differences Length of the work week Collectivist vs. individualist societes #

V. Conclusions I/O Psychology is a very new science & practice—not yet well known. I/O likely has a great future—good career choice. Organizations & the nature of work have changed greatly over the past centuries & will likely change even more—finding the ideal match between jobs and people will always be challenge for I/O. ###