1. I/O Psychology
An Overview

2. 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

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

4. I. What is I/O Psychology?

5. 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

6. A. Defining I/O Psychology (con’t)
Many areas of psychology besides clinical & counseling psychology
Career resource O*NET OnLine
I/O grad students talks about field
I/O behavioral health space scientist

7. 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)

8. A. Defining I/O Psychology (con’t)
SIOP (Division 14) of APA
American Psychological Society (APS)
4 main work areas for I/O psychologists: 
Academia
Consulting Firms
Business
Government

9. 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

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

11. 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

12. 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

13. 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

14. 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

15. 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

16. E. Example of High Performing Organizational Culture
Video of SAS Company – Cary, NC #

17. II. Brief History of I/O Psychology

18. 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

19. 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

20. 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)

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

22. C. Between the Wars ( )
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

23. 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)

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

25. 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

26. 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]

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

28. 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

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

30. 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 #

31. 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 #

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

33. 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.
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