by Frank J. Landy & Jeffrey M. Conte Work in the 21st Century: An Introduction to Industrial and Organizational Psychology (5th Edition) by Frank J. Landy & Jeffrey M. Conte

Work in the 21st Century Chapter 1 What is Industrial and Organizational Psychology?

Module 1.1: Fundamentals of I-O Psychology Importance of I-O psychology Importance of work in people’s lives What is I-O psychology? The application of psychological principles, theory, and research to the work setting.

Fundamentals of I-O Psychology (cont’d) SIOP (Division 14 of APA) Fields of I-O Psychology Personnel psychology Organizational psychology Human engineering

New Topics of Interest to I-O Psychology Building sustainable and environmentally conscious organizations I-O psychologists can guide organizations in measuring their eco-benefits and in promoting these benefits along with individual, team, and organizational performance. Humanitarian work psychology (HWP): the application of I-O psychology to humanitarian arena, especially poverty reduction and promotion of decent work, aligned with local stakeholders’ needs, and in partnership with global aid/development groups. Led by New Zealand I-O psychologist Stuart Carr, initial work in this field shows that I-O psychologists can make a difference in some of the major global problems of the 21st century.

SIOP as a Resource www.siop.org History of I-O psychology Membership information (including students) Quarterly newsletter: TIP JobNet SIOP Journal – I-O Psychology: Perspectives on Science and Practice Graduate training programs in I-O psychology List of SIOP publications

Common Areas of Concentration for I-O Psychologists Table 1.1

Common Job Titles for I-O Psychologists Table 1.2

Evidence-Based I-O Psychology I-O psychologists have become increasingly focused on making evidence-based decisions in their work in organizations This includes using a decision-making process that combines critical thinking with use of best available scientific evidence. I-O psychologists are well positioned to develop and utilize evidence-based practices as they have adopted the scientist-practitioner model to guide the field.

How This Course Can Help You Knowledge about 21st century workplace Course will address issues such as work stress, work-family balance, workplace discrimination, & leadership

Module 1.2: The past, present, and future of I-O Psychology The Past – Important Dates/Events in I-O Psychology The Present – Demographics and Career Paths Future Challenges to I-O Psychology

Titles of Research Articles from 1917

Titles of Research Articles from 2015

Brief History of I-O Psychology 1876-1930 Hugo Munsterburg, James McKeen Cattell, Walter Dill Scott, & Walter Van Dyke Bingham World War 1: Army Alpha & Army Beta Tests 1917 – First Ph.D. in Industrial Psychology awarded to Lillian Gilbreth Research in time & motion study → Human Engineering

Brief History of I-O Psychology (cont'd) 1930-1964 Hawthorne Studies, Human Relations Human relations movement Theories of motivation Emotional world of the worker Studies of job satisfaction WWII Civil Rights Act of 1964 & Title VII

Civil Rights Act of 1964 & Title VII Title VII specified demographic groups to be protected from employment discrimination Groups named in 1964 Race Color Gender National origin Religion 2 additional protected groups added later ADEA (age) 1967 ADA (disability) 1990

Important Dates in the Evolution of I-O Psychology

Demographics of I-O Psychologists In 2000, I-O psychologists represented about 6% of all APA members In 2000, 30% of I-O psychologists in APA were women Average salaries: Ph.D. in I-O psychology: $90,000 Masters in I-O psychology: $67,000

Where I-O Psychologists are Employed

Preparing for a Career in I-O Psychology Education & training Getting into a graduate program Consideration of GPA & GRE score(s) Relevant coursework (e.g., statistics) More emphasis on coursework than major

Challenges to I-O in 21st Century I-O psychology needs to be: Relevant Useful Grounded in scientific method

Changes in the Workplace Since 1980 Personal computing Telecommuting & virtual teams Videoconferencing Providing a service vs. manufacturing “goods” Nature of work more fluid Teams vs. the individual Little stability Family-friendly workplaces Greater diversity Global workplace Milton Montenegro/Getty Images

Module 1.3: Multicultural & Cross-Cultural Issues in I-O Psychology Multiculturalism Culture defined System in which individuals share meaning & common ways of viewing events & objects Sharing of meanings & interpretations

Multicultural Nature of Work in the 21st Century Why should multiculturalism be important to you? Why is multiculturalism important for I-O psychology? Issues surrounding the global economy, expatriates, & the “West vs. the Rest” mentality

Theory of Cultural Influence Hofstede’s 5 Dimensions Individualism-Collectivism Power Distance Uncertainty Avoidance Masculinity/Femininity Long-term vs. short term orientation

Thoughts on Theories of Cultural Influence Triandis’ variation on Hofstede’s dimension of individualism/collectivism Horizontal cultures – those that minimize distances between individuals Vertical cultures – accept & depend on distances between individuals

Cultural Determinants in the Workplace (Triandis)

Module 1.4: Themes & Course Structure A) Unified Science B) Holistic Approach Parts of the book: Introduction Industrial Psychology Organizational Psychology Work Environment

Module 1.4 (cont’d) Resources Case study Paper (I-O Journals/Books) Electronic: I-O websites (e.g., www.siop.org) Case study Provides example of complexity of work behavior

Scientific Journals in I-O Psychology