Edrftgyihu jiuh
Industrial and Organizational
Psychology Research and Practice
ST
7th Edition
LECTURE
UV
IA
NOTES
_A
PP
Paul E. Spector
────────────────────────────────────────────────────
RO
Comprehensive Lecture Notes for Instructors
and Students
© Paul E. Spector. All rights reserved.
VE
Reproduction or distribution without permission is
prohibited.
D?
||| ||| || ||| || | || ||| | || ||| |
9781119299011
© Medgeek
, Edrftgyihu
Lecture jiuh — Industrial and Organizational Psychology: Research and
Notes
Practice, 7th Edition — Paul E. Spector
Description
These lecture notes correspond to the 7th edition of Industrial and
Organizational Psychology: Research and Practice by Paul E. Spector. They
ST
follow the official textbook structure and support instruction in core I/O
psychology topics, including research methods, job analysis, employee selection
and training, motivation, work attitudes, health and well-being, group dynamics,
UV
leadership, and organizational development.
Table of Contents
Chapter 1: Introduction
Chapter 2: Research Methods in I/O Psychology
IA
Chapter 3: Job Analysis
Chapter 4: Performance Appraisal
Chapter 5: Assessment Methods for Selection and Placement
_A
Chapter 6: Selecting Employees
Chapter 7: Training
Chapter 8: Theories of Employee Motivation
PP
Chapter 9: Feelings About Work: Job Attitudes and Emotions
Chapter 10: Productive and Counterproductive Employee Behavior
Chapter 11: Occupational Health Psychology
Chapter 12: Work Groups and Work Teams
RO
Chapter 13: Leadership and Power in Organizations
Chapter 14: Organizational Development and Theory
VE
D?
© Medgeek
, CHAPTER 1: INTRODUCTION
Learning Objectives (Slide 2)
After covering this material, your students should be able to:
1. Define I-O psychology.
2. Describe the major activities of I-O psychologists.
3. Summarize the history of the I-O field.
4. Explain the importance of research and how it relates to practice.
Suggested Lecture Outline
ST
1. Introduction (Slide 3)
A. Organizations are important. We interact with them almost everyday. Examples include
government, military, corporations, restaurants, factories, utilities, universities, and hospitals
B. Organizations must run smoothly. I/O psychologists help companies solve employee-related
problems. Examples include selecting the right candidate (e.g., AT&T uses assessment
UV
centers to identify the best managers) or improving employee safety (e.g., the U.S. Postal
Service developed procedures to reduce assaults by employees).
C. I/O psychology has two aspects. Research- usually done by professors- study the human
side of organizations. Practice- usually done by consultants- apply scientific research to
answer organizational questions. Both rely on evidence gained through research, and not (for
example) gut instinct or anecedotes.
D. I/O psychology is an eclectic field that borrows techniques and theories from other
IA
disciplines. Experimental psychology provides the historical basis, and other influential fields
include industrial engineering, management, social psychology and sociology.
2. What is I/O Psychology? (Slide 4)
A. Psychology is the science of human (and other animal) behavior, cognition, emotion and
_A
motivation. Psychology can be divided into different specializations. Experimental
psychology is concerned with basic psychological science. Applied psychology deals with
the application of scientific principles to practical problems. I/O psych is concerned with both
science and application.
B. Industrial/Organizational psychology has two major divisions
a. Industrial (or Personnel) Psychology is concerned with the appropriate use of
PP
people or “human resources,” and grew out of the management perspective of
organizational efficiency. Personnel psych emphasizes efficient job design,
recruitment, selection, training, and performance appraisal.
b. Organizational Psychology is concerned more with understanding behavior and
enhancing the well being of employees in the workplace. O psych grew out of the
human relations movement in organizations. Topics of interest include employees’
RO
attitude and behavior, job stress and supervision practices.
c. The two divisions often overlap and cannot be easily distinguished.
C. I/O psychology does not deal directly with employees’ emotional or personal problems. To
illustrate, problems such as alcoholism at work or job training for people with PTSD falls
under the domain of clinical psychology, which is psychology’s largest applied area.
3. Activities and Settings of I/O Psychologists (Slide 5)
VE
A. Two major settings, research and practice, overlap and are equally important.
a. Research provides the principles that can be applied in practice. Practice
involves the use of psychological principles (identified through research) to solve
real world problems (such as poor performance). Although settings can be
categorized as either practice or research, there is overlap in the activities of the
D?
two.
b. Research settings are usually colleges and universities, which employ about 38%
1
, of I/O psychologists. Researchers teach, write and present papers, do consulting,
write textbooks, supervise students, develop courses, keep up with their field, and
provide information to the public. (Slide 6- Figure 1.1)
c. Practice settings include consulting firms, government, military, and private
corporations. Consulting firms provide I/O services to organizations that hire them.
Practitioners analyze the nature of a job, conduct analyses to determine solutions
to organizational problems, conduct surveys of employee opinions, design
performance appraisal systems, design employee selection systems, design
training programs, develop psychological tests, evaluate the effectiveness of
organizational practices, and implement organizational changes. They may also
teach a class or do research.
B. In general, the efforts of I/O psychologists are directed toward enhancing the functioning of
ST
organizations through research and implementation.
4. I/O Psychology as a Profession (Slide 7)
A. IO psych is the fastest growing field. In some ways I/O psychology is like accounting or
law; consulting firms sell their services as accountants do. Some states in the U.S./countries
UV
require I/O psychologists be licensed.
B. The major professional association of I/O psychologists is the Society for Industrial and
Organizational Psychology (SIOP). Many I/O psychologists also members of the Academy of
Management, which has a broader focus on management (business perspective) in general.
There are also international, state, and regional associations. Many I/O psychologists are
also involved with the recently formed Society For Occupational Health Psychology (SOHP,
pronounced “so hip”), which focuses on issues of employee health, safety, and well-being.
IA
5. I/O Psychology as a Science
A. Research is a major activity of I/O psychology to solve a particular problem or as a
means to simply understand organizational phenomena such as employee theft or turnover.
B. Research results can be presented at conferences. For example, more than 4,000
_A
practitioners and researchers meet annually at SIOP’s conference to share research and
discuss solutions for organizational problems. However, most research in scientific journals.
A professor’s career typically depends on disseminating their research findings in scientific
journals. Each article sent in is examined by experts who point out problems and suggest
revisions. Only 5-10% of submitted articles end up being published in the best journals.
PP
6. History of the Field of I/O Psychology (Slides 8-10)
A. (Slide 8) Began in the late 1800’s when experimental psychologists began applying
psychological principles to problems (job performance and org efficiency in the US, fatigue &
health in the UK) of organizations.
a. The founders of I/O psychology were experimental psychologists. Hugo
Munsterberg wrote the first I/O textbook in 1913, Psychology and Industrial
RO
Efficiency. He was especially interested in employee selection and the use of
psychological tests. Walter Dill Scott was interested in same topics as
Munsterberg, but also the psychology of advertising, on which he wrote a text, The
Theory of Advertising, in 1903.
b. Frederick Winslow Taylor was an engineer who studied employee productivity.
His pioneering principles of Scientific Management for factory workers (1911) are
still considered valuable, maybe even common sense. They include:
VE
1. Each job should be carefully analyzed so that the optimal way of doing
tasks can be specified.
2. Employees should be selected according to characteristics that are
related to job performance. Managers should study existing employees to
find out what personal characteristics are important.
D?
3. Employees should be carefully trained to do their job tasks.
4. Employees should be rewarded for their productivity to encourage high
2
Industrial and Organizational
Psychology Research and Practice
ST
7th Edition
LECTURE
UV
IA
NOTES
_A
PP
Paul E. Spector
────────────────────────────────────────────────────
RO
Comprehensive Lecture Notes for Instructors
and Students
© Paul E. Spector. All rights reserved.
VE
Reproduction or distribution without permission is
prohibited.
D?
||| ||| || ||| || | || ||| | || ||| |
9781119299011
© Medgeek
, Edrftgyihu
Lecture jiuh — Industrial and Organizational Psychology: Research and
Notes
Practice, 7th Edition — Paul E. Spector
Description
These lecture notes correspond to the 7th edition of Industrial and
Organizational Psychology: Research and Practice by Paul E. Spector. They
ST
follow the official textbook structure and support instruction in core I/O
psychology topics, including research methods, job analysis, employee selection
and training, motivation, work attitudes, health and well-being, group dynamics,
UV
leadership, and organizational development.
Table of Contents
Chapter 1: Introduction
Chapter 2: Research Methods in I/O Psychology
IA
Chapter 3: Job Analysis
Chapter 4: Performance Appraisal
Chapter 5: Assessment Methods for Selection and Placement
_A
Chapter 6: Selecting Employees
Chapter 7: Training
Chapter 8: Theories of Employee Motivation
PP
Chapter 9: Feelings About Work: Job Attitudes and Emotions
Chapter 10: Productive and Counterproductive Employee Behavior
Chapter 11: Occupational Health Psychology
Chapter 12: Work Groups and Work Teams
RO
Chapter 13: Leadership and Power in Organizations
Chapter 14: Organizational Development and Theory
VE
D?
© Medgeek
, CHAPTER 1: INTRODUCTION
Learning Objectives (Slide 2)
After covering this material, your students should be able to:
1. Define I-O psychology.
2. Describe the major activities of I-O psychologists.
3. Summarize the history of the I-O field.
4. Explain the importance of research and how it relates to practice.
Suggested Lecture Outline
ST
1. Introduction (Slide 3)
A. Organizations are important. We interact with them almost everyday. Examples include
government, military, corporations, restaurants, factories, utilities, universities, and hospitals
B. Organizations must run smoothly. I/O psychologists help companies solve employee-related
problems. Examples include selecting the right candidate (e.g., AT&T uses assessment
UV
centers to identify the best managers) or improving employee safety (e.g., the U.S. Postal
Service developed procedures to reduce assaults by employees).
C. I/O psychology has two aspects. Research- usually done by professors- study the human
side of organizations. Practice- usually done by consultants- apply scientific research to
answer organizational questions. Both rely on evidence gained through research, and not (for
example) gut instinct or anecedotes.
D. I/O psychology is an eclectic field that borrows techniques and theories from other
IA
disciplines. Experimental psychology provides the historical basis, and other influential fields
include industrial engineering, management, social psychology and sociology.
2. What is I/O Psychology? (Slide 4)
A. Psychology is the science of human (and other animal) behavior, cognition, emotion and
_A
motivation. Psychology can be divided into different specializations. Experimental
psychology is concerned with basic psychological science. Applied psychology deals with
the application of scientific principles to practical problems. I/O psych is concerned with both
science and application.
B. Industrial/Organizational psychology has two major divisions
a. Industrial (or Personnel) Psychology is concerned with the appropriate use of
PP
people or “human resources,” and grew out of the management perspective of
organizational efficiency. Personnel psych emphasizes efficient job design,
recruitment, selection, training, and performance appraisal.
b. Organizational Psychology is concerned more with understanding behavior and
enhancing the well being of employees in the workplace. O psych grew out of the
human relations movement in organizations. Topics of interest include employees’
RO
attitude and behavior, job stress and supervision practices.
c. The two divisions often overlap and cannot be easily distinguished.
C. I/O psychology does not deal directly with employees’ emotional or personal problems. To
illustrate, problems such as alcoholism at work or job training for people with PTSD falls
under the domain of clinical psychology, which is psychology’s largest applied area.
3. Activities and Settings of I/O Psychologists (Slide 5)
VE
A. Two major settings, research and practice, overlap and are equally important.
a. Research provides the principles that can be applied in practice. Practice
involves the use of psychological principles (identified through research) to solve
real world problems (such as poor performance). Although settings can be
categorized as either practice or research, there is overlap in the activities of the
D?
two.
b. Research settings are usually colleges and universities, which employ about 38%
1
, of I/O psychologists. Researchers teach, write and present papers, do consulting,
write textbooks, supervise students, develop courses, keep up with their field, and
provide information to the public. (Slide 6- Figure 1.1)
c. Practice settings include consulting firms, government, military, and private
corporations. Consulting firms provide I/O services to organizations that hire them.
Practitioners analyze the nature of a job, conduct analyses to determine solutions
to organizational problems, conduct surveys of employee opinions, design
performance appraisal systems, design employee selection systems, design
training programs, develop psychological tests, evaluate the effectiveness of
organizational practices, and implement organizational changes. They may also
teach a class or do research.
B. In general, the efforts of I/O psychologists are directed toward enhancing the functioning of
ST
organizations through research and implementation.
4. I/O Psychology as a Profession (Slide 7)
A. IO psych is the fastest growing field. In some ways I/O psychology is like accounting or
law; consulting firms sell their services as accountants do. Some states in the U.S./countries
UV
require I/O psychologists be licensed.
B. The major professional association of I/O psychologists is the Society for Industrial and
Organizational Psychology (SIOP). Many I/O psychologists also members of the Academy of
Management, which has a broader focus on management (business perspective) in general.
There are also international, state, and regional associations. Many I/O psychologists are
also involved with the recently formed Society For Occupational Health Psychology (SOHP,
pronounced “so hip”), which focuses on issues of employee health, safety, and well-being.
IA
5. I/O Psychology as a Science
A. Research is a major activity of I/O psychology to solve a particular problem or as a
means to simply understand organizational phenomena such as employee theft or turnover.
B. Research results can be presented at conferences. For example, more than 4,000
_A
practitioners and researchers meet annually at SIOP’s conference to share research and
discuss solutions for organizational problems. However, most research in scientific journals.
A professor’s career typically depends on disseminating their research findings in scientific
journals. Each article sent in is examined by experts who point out problems and suggest
revisions. Only 5-10% of submitted articles end up being published in the best journals.
PP
6. History of the Field of I/O Psychology (Slides 8-10)
A. (Slide 8) Began in the late 1800’s when experimental psychologists began applying
psychological principles to problems (job performance and org efficiency in the US, fatigue &
health in the UK) of organizations.
a. The founders of I/O psychology were experimental psychologists. Hugo
Munsterberg wrote the first I/O textbook in 1913, Psychology and Industrial
RO
Efficiency. He was especially interested in employee selection and the use of
psychological tests. Walter Dill Scott was interested in same topics as
Munsterberg, but also the psychology of advertising, on which he wrote a text, The
Theory of Advertising, in 1903.
b. Frederick Winslow Taylor was an engineer who studied employee productivity.
His pioneering principles of Scientific Management for factory workers (1911) are
still considered valuable, maybe even common sense. They include:
VE
1. Each job should be carefully analyzed so that the optimal way of doing
tasks can be specified.
2. Employees should be selected according to characteristics that are
related to job performance. Managers should study existing employees to
find out what personal characteristics are important.
D?
3. Employees should be carefully trained to do their job tasks.
4. Employees should be rewarded for their productivity to encourage high
2
