Aims of this Lecture

Explain how I-O psychology relates to the profession of psychology Identify the major fields of I-O psychology Learn the history of I-O psychology

Topics Covered in this Lecture

What is I-O Psychology The field of I-O Psychology History of I-O Psychology

What is I-O Psychology?

The application of psychological principles to the workplace (anywhere people work) (SIOP, 1998) An area of scientific study and professional practice that addresses psychological concepts and principles in the work world Muchinsky (2006)

Psychology objective- understand people: 1. Understand interaction between people, workplace and environment 2. Improve outcomes Helping people do their jobs helping employers treat employees fairly helping make jobs more interesting and satisfying helping workers be more productive

Treating employees fairly Selecting people for jobs Training Promotions/ pay raise Addressing harassment Assessing performance

Making jobs more interesting/ satisfying

Designing jobs people will find satisfying Rewarding work Making work areas efficient and safe Create teams that work well together

Helping people be more productive

Motivate employees to perform Design work patterns that enhance efficiency Providing skills training and development Moving past downsizing

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 (APA, 2009): Ph.D. in I-O psychology: $100,000 Masters in I-O psychology: Business $96,084 Consulting firms $93,796 Government $86,293 Self-employed $184,000
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Fields of I-O Psychology

3 Fields of I-O Psychology

Personnel Psychology Staffing (selection & placement) Performance Appraisal Organizational Psychology Organization Development (structure and culture) Training Human Factors/Ergonomics Workplace design, humanmachine interaction

Important Points: Introduction to I-O Psychology

I-O psychology = applying psychological theories in the workplace I-O consists of 3 major subfields Personnel psychology Organisational psychology Human factors

Understanding the Current Employees

Four Generations at a Glance

Generation
Traditionalists

Characteristics
Hardworking & dedicated Respectful of rules and authority Conservative & traditional Youthful self-identity Optimistic, Team Player Competitive Balanced work/life Self-reliant, pragmatic Fast pace/multitasking Fun-seeking, technologically savvy

Stereotyped as
Old-fashioned, behind the times Rigid/Autocratic Change/Risk averse Self-centered Unrealistic, Political Power-driven workaholic Slacker, selfish Impatient, cynical Short attention span Spoiled, disrespectful Technology dependent

Baby Boomers

Generation X Generation Y

Four Generations At Work

Generation
Traditionalists Baby Boomers

Management Style
Chain of Command Top-down approach Competitive Focus on self-fulfillment rather than common goals Self-Commanding Resourceful and independent Collaborative Accustomed to having their say and making it count

Job Strength
Stable Service oriented Team players Adaptable Techno-literate Multi-taskers Techno-savvy

Generation X Generation Y

Four Generations At Work

Generation
Traditionalists Baby Boomers Generation X Generation Y

View of Authority
Respectful Love/hate

Feedback
No news is good news Once a year, with documentation Interrupts and asks how they are doing At the push of a button (Online, real time)

Unimpressed and unintimidated Polite

Four Generations At Work

Generation
Traditionalists Baby Boomers Generation X Generation Y

Career Goals
Build a legacy Build a stellar career

Rewards
Satisfaction of a job well done Money, title, recognition, the corner office Freedom is the ultimate reward Work that has meaning for me

Build a portable career Build parallel careers

Timeline of Major Events

Leading Historical Figures

Hugo Mnsterberg: Psychology and Industrial Efficiency Walter Dill Scott: The Theory of Advertising Frederick Winslow Taylor: Scientific Management Robert Yerkes: Army Alpha and Beta tests Lillian Gilbreth: Time and motion; Human factors Bruce V. Moore: First I/O PhD? Roethlisberger & Dickson: Hawthorne Studies

History of I-O Psychology Hawthorne Studies

Hawthorne Works of the Western Electric (WE) Company (1924) Series of experiments WE and Harvard University Relationship between lighting + efficiency Hawthorne effect = positive change in behavior that occurs at the onset of an intervention followed by a gradual decline.

Women in the Relay Assembly Test Room, ca. 1930

Western Electric Company Hawthorne Studies Collection

Critical Thinking
What challenges do you foresee I-O Psychologist will meet in the 21st Century?

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

The End

Critical Thinking
Choose one of the following fields. Discuss how an IO Psychologist may contribute to this field? Information Technology Advertising Human Resource Ping Pong Factory Banking