Industrial/Organizational Psychology

1. Industrial/Organizational 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.

2. I/O Psychologists Work With Organizations in the Areas of... • Job Analysis - the systematic study of the tasks, duties, and responsibilities of a job and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform it • Job Evaluation - an assessment of the relative value of jobs to determine appropriate compensation

3. I/O Psychologists Work With Organizations in the Areas of... • Employee recruitment - the process by which companies attract qualified applicants • Employee selection - the process of choosing applicants for employment • Employee placement - the process of assigning workers to appropriate jobs

4. I/O Psychologists Work With Organizations in the Areas of... • Performance Appraisal - the formalized means of assessing worker performance in comparison to certain established organizational standards • Employee Training - planned organizational efforts to facilitate employee learning of job-related knowledge and behavior

5. I/O Psychologists Work With Organizations in the Areas of... • Employee Motivation - the force that energizes, directs, and sustains work behavior • Job Enrichment - designing jobs to give workers greater responsibility in the planning, execution, and evaluation of their work.

6. I/O Psychologists Work With Organizations in the Areas of... • Job Satisfaction - the positive and negative feelings and attitudes about one’s job • Leadership - the ability to guide a group toward the achievement of goals • Group Dynamics - the nature of groups, including the factors governing their formation and development, elements of their structure, and their interrelationships with individuals, other groups, and organizations

7. I/O Psychologists Work With Organizations in the Areas of... • Organization Development - the process of assisting organizations in preparing for and managing change • Organizational Politics - self-serving actions designed to affect the behavior of others to achieve personal goals • Human Factors - a specialty area of I/O psychology focused on designing tools, machines, work systems, and work places to fit workers

8. Training I/O Psychology • Masters Degree or PhD. • Society for I/O Psychology (SIOP): Division 14 of the American Psychological Association (APA) - www.siop.org • The Scientist/Practitioner Model - the I-O psychologist is frequently both the generator of knowledge and the consumer/user of such knowledge

9. Careers in I/O Psychology

10. Careers in I/O Psychology • Academics: Teach and conduct research in higher-educational settings. • Teach and supervise students • Conduct and publish research • Top Tier Journals in I/O psychology include Journal of Applied Psychology, Personnel Psychology, Academy of Management Journal

11. Careers in I/O Psychology • Practitioners: Apply principles of I/O psychology to organizational processes. • Internal Consultants • External Consultants

12. Careers in I/O Psychology • Employment Stability - the unemployment rate for I/O psychologists is approximately .5% • Financial Security - average salary for consultants is approximately $120,000 (academicians make much less!) • Intrinsically Interesting - a wide range of topics that are important in peoples lives

13. Trends in I/O Psychology • The changing nature of work • Expanding focus on human resources • Increasing diversity of the workforce • Increasing globalization of business

14. Early History of I/O Psychology • 1879, William Wundt established the first lab for studying psychology. • 1897, Bryan & Harter published, Studies of the physiology and psychology of the telegraphic language. • 1903, Walter D. Scott wrote, The Theory of Advertising. • Scott pioneered (and popularized) the application of psychology to advertising and employee selection and placement.

15. Early History of I/O Psychology • 1905, Alfred Binet published the first intelligence test. • 1911, Frederick Taylor wrote Scientific Management. • Time and motion studies. • 1913, Hugo Munsterberg wrote Industrial Efficiency. • Munsterberg’s most famous study examined the skills required to safely operate a trolley car.

16. Early History of I/O Psychology • 1917, Frank & Lillian Gilbreth wrote Applied Motion Study. • 1917, Journal of Applied Psychology published its first volume. • Hall, Baird, & Geissler suggested the applied psychology could provide a direct method for “decreasing the number of cases where a square peg is condemned to a life of fruitless endeavor to fit itself comfortably into a round hole.”

17. Early History of I/O Psychology • 1918, World War I and I/O psychologists contribute to America’s war effort. • Robert Yerkes developed cognitive ability tests for the Army, the Alpha and Beta. • Walter D. Scott developed systems for the placement of personnel and performance management. • 1921, First PhD in I/O psychology awarded. • 1921, James Cattell establishes the Psychological Corporation.

18. Early History of I/O Psychology • 1924, Elton Mayo and colleagues began research at the Hawthorne works of the Western Electric Co. on how environmental conditions (e.g.., lighting) affected employee performance. • The Hawthorne Effect • Human relations movement • 1932, Morris Viteles writes first I/O psychology textbook.

19. Early History of I/O Psychology • 1941, World War II and I/O psychologists do their part again. • Army General Classification Test • U.S. Office of Strategic Service use situation stress tests to assess candidates for military intelligence placement. • 1945, Society for Industrial and Business Psychology established as Division 14 of APA. • Now it’s SIOP (see www.siop.org)

20. Early History of I/O Psychology • 1948, Personnel Psychology published its first volume. • 1951, The Dearborn Conference Group met for the first time. • 1954, Technical Recommendations of Psychological Tests and Diagnostic Techniques published. • 1955, Ethical Principles of Psychologists published.

21. Early History of I/O Psychology • 1964, Title VII of the Civil Rights Act forbade discrimination on the basis of race, color, religion, gender, or national origin. • Equal Employment Opportunity Commission (EEOC) created to oversee compliance to Title VII. • Increased accountability for I/O psychologists to implement valid and unbiased testing processes.

22. Early History of I/O Psychology • 1964, The Industrial/Organizational Psychologist (TIP) publishes its first volume. • 1971, In Griggs v. Duke Power Co. the Supreme Court establishes that employee selection devices must be job related. • 1978, Uniform Guidelines on Employee Selection Procedures is released. • Reinforces the importance of job analysis.

23. Early History of I/O Psychology • 1976, Handbook for I/O Psychology published. • 1990-94 revised Handbook volumes published. • 1986, SIOP holds its first annual national conference. • 1986, First U.S. Supreme Court ruling on sexual harassment

24. Research Methods in I/O Psychology Outline  Steps in the research process  Types of research designs  Statistical concepts

25. Scientific Method • Requires a precise vocabulary. • Has rules for collecting and organizing data. • Based on a system of logic for decisions (called inferences) about the meaning of observations. • Requires verification of these inferences.

26. Step #1 of Research Process: Formulation of a problem • Inductive Reasoning • Deductive Reasoning • Intuition/Common Sense Research • Applied business problems • Previous research

27. Step #2 of Research Process: Generation of hypotheses • Variables • The elements that are measured in research investigations • Operational definitions • Examples of variables in I/O research

28. Step #2 of Research Process: Generation of hypotheses • Hypotheses • Statements used in research methods concerning the supposed relationships between or among variables • Statements that guide what research methods are used • Examples of hypotheses

29. Step #2 of Research Process: Generation of hypotheses • Theory or Model • The organization of certain beliefs into a representation of the factors that affect behavior. • A source of hypotheses or the result of tested hypotheses • Example of a theory

30. Step #3 of Research Process: Choosing a Research Design • Overview of Research Designs • Case study • Correlational • Experimental : Field and Laboratory • Meta-analysis • Practical Considerations of Research Designs for I/O Psychology

31. Step #4 of Research Process: Collection of Data • Sampling • Methods for selecting participants in a study. • Population vs sample • Sample Size: Statistical and practical significance

32. Step #4 of Research Process: Collection of Data • Sampling • Types of sampling • Random • Systematic • Stratified • Convenience

33. Step #5 of Research Process: Collection of Data • Measurement of Variables • Types of Measures • Self-report • Observation • Objective outcomes

34. Step #5 of Research Process: Collection of Data • Measurement of Variables • Types of response formats • Likert-type • Semantic Differential • Fixed alternative • Open-ended

35. Step #6 of Research Process: Analyses of Data • Qualitative vs. quantitative analyses • Descriptive vs. inferential statistics • Using computers to analyze data • Understanding analyses conducted in published research

36. Step #7 of Research Process: Interpretation of Research Results • Determining whether the hypothesis was supported • Assessing alternative interpretations for the data • Serendipity • Research is a cumulative process

37. Research Designs: Case Studies A one-time-only assessment of behavior or the application of an intervention to only a single group, department, or organization.

38. Research Designs: Case Studies • Limitations • - Cannot draw any firm conclusions • - Usually lacks systematic measurement • - Cannot address cause and effect • Advantages • - Generate future hypotheses • - High in realism • - Can examine topics difficult to study with other designs.

39. Research Designs: Correlational Studies Examines the relationship among or between variables as they naturally occur. Questions Addressed: - Does a relationship exist? - How strong is the relationship? - What direction is the relationship?

40. Research Designs: Correlational Studies • Advantages: • - Relatively easy to conduct research • - Can examine topics difficult to • research with other methods • Disadvantages: • - Cannot address cause and effect

41. Research Designs: Experimental Studies A research design characterized by a high degree of control over the research setting to allow for the determination of cause-and-effect relationship among variables.

42. Research Designs: Experimental Studies Three conditions must be present: - a variable must be manipulated - random assignment of participants to experimental groups. - control of extraneous and confounding variables.

43. Research Designs: Experimental Studies The terminology of experiments: - Independent Variable (IV) - Dependent Variables (DV) - Internal Validity - External Validity

44. Research Designs: Experimental Studies • Laboratory settings • Offer the greatest level of control • Cause-and-effect interpretations • Field settings • Natural settings • Quasi-experiments

45. Research Designs: Experimental Studies • Advantages • Helps to explain human behavior at work through cause-and-effect inferences. • Controls for alternative explanations for research findings.

46. Research Designs: Experimental Studies • Disadvantages • Cost • Demand Characteristics • Hawthorne Effect • External Validity Issues • Participants • ecological validity

47. Research Designs: Meta-Analysis A technique that allows for several different research studies to be combined and summarized.

48. Research Designs: Meta-Analysis • Advantages • Provides a better estimate of the “true” relationship between variables than the results of a single study. • Disadvantages • Garbage in garbage out • File drawer effect

49. Descriptive Analyses • Frequency Distribution • Measures of Central Tendency • Mode • Median • Mean • Measures of Variance • Range • Standard Deviation

50. Distributions of Data