Chapter 1
Introduction
Introduction toto I/O
I/O Psychology
Psychology
Industrial/Organizational Psychology Hugo Munsterberg (1910)
a branch of psychology that applies the Father of Industrial Psychology
principles of psychology to the “The Psychology of Industrial
workplace (Aamodt, 2013) Efficiency”
to enhance the dignity and performance World War 1 marks the emergence of
of human beings and the organizations Industrial Psychology
they work in by advancing the science
and knowledge of human behavior. James McKeen Catell (1921)
Personnel Psychology He created psychological corporation to
- study and practice in such areas as advance psychology and promote its
analyzing jobs, recruiting applicants, usefulness to industry.
selecting employees, determining salary served as a place for companies to get
levels, training employees and reference check on prospective
evaluating employee performance. psychologists.
Organizational Psychology Walter Bingham
- concerned with the issues of leadership, started the Division of Applied
job satisfaction, employee motivation, Psychology for Carnegie Institute of
organizational communication, conflict
Technology the first academic program
management, organizational change and
in Industrial Psychology.
group processes within an organization.
Human Factors/Ergonomics Mary Parker Follett
- concentrate on workplace design, her theory was a forerunner of today's
human-machine interaction, ergonomics teamwork concept and group
and physical fatigue and stress. cohesiveness.
her works focused on groups and
advocated people-oriented organizations.
Origins of Industrial and Organizational
Psychology Three Important Influences on the
The notion that the principles of
science should be applied to work Development of I/O Psychology
settings has been around for less than 1. The Advent of Scientific Management
100 years . o managerial philosophy that
emphasizes the worker as a well-
oiled machine and the
Brief History of Industrial Psychology
determination of the most efficient
Professor Walter Dill Scott (1903)
methods for performing any work-
The Theory of Advertising - a book
related task.
considered to be the first dealing with
o Frederick Winslow Taylor - the
Psychology and aspect of work
mastermind of the idea of scientific
He use psychological principles to
management.
produce more effective advertisements.
, o Kurt Zadek Lewin (1939) - led behavior modification techniques
the first publication of an empirical in organizations.
study of the effects of leadership
styles. Industrial Psychology Research Methods in Industrial
A.K.A Economic Psychology/
Employment Psychology.
Psychology
o Robert Mearns Yerkes - invented Institutional Review Board -
psychological tests. Two tests were committee designated to ensure the
developed: The army alpha for the ethical treatment of research subjects.
literates and the army beta for the Practical Significance - extent to
non-literates. which the results of a study have actual
o Frank and Lilian Gilbreth - impact on human behavior.
married couple best known for the Experimental Methods - cause and
TIME AND MOTION STUDIES effect relationship.
they conducted in the early Debriefing - informing the subject
twentieth century. in an experiment about the purpose
o Henry Ford - founder of ford of the study.
motor company. Correlational Methods - measures
naturally occurring association between
2. Ergonomics: Where Psychology two or more variables.
meets Engineering Quasi-Experimental Methods - use
o understanding and enhancing the when some aspects of experimentation
safety and efficiency of the human- are possible but not all.
machine interaction is the central Surveys & Interviews - to ask people
focus of ergonomics, also called their opinion on some topic.
HUMAN FACTORS, a field that Archival Research - using previously
combines engineering and collected data of records to answer
psychology. questions.
o The field of ergonomics is the Case Studies - training technique in
origin of the term applied which employees , usually in a group ,
psychology. are presented with a real or hypothetical
workplace problem and are asked to
3. The Hawthorne Studies and the propose the best solution.
Human Relations Approach to Living Case - case study based on
Management a real situation rather than a
o Elton Mayo - interested in hypothetical one.
examining how various work Journal - written collection of articles
conditions could influence describing the methods and results of
productivity. new research.
o Worker perceptions of reality more Magazine - unscientific collection of
important than objective reality. articles about a wide range of topics.
o Hawthorne Effect - the tendency Trade Magazine - collection of articles
of individuals to perform better for those "in the biz," about related
simply because of being singled out professional topics, seldom directly
and made to feel important. reporting the methods and results of
o Burrhus Frederick Skinner - new research.
"Beyond Freedom and Dignity”
resulted in the increase use of
, Rating Task Statements
Importance
Part of the job
Frequency of performance
Time spent
Job Analysis Relative time spent
gathering, analyzing , and structuring Complexity
information about a job's components, Criticality
characteristics, and requirements.
process of determining the work Step 4: Determine Essential KSAOs
activities and requirements Job Competencies or Job Specifications
Knowledge - body of information
Job Profile needed to perform a task.
describes the job in terms of key result Skill - proficiency to perform a learned
areas, functions, roles, and task.
competencies. Ability - basic capacity for performing a
wide range of different tasks, acquiring
a knowledge of developing a skill.
Steps in Job Analysis Other Characteristics - include such
Step 1: Identify Tasks Performed personal factors as personality,
Ammerman Technique (Ammerman, 1965) willingness, interest and motivation and
1. Convene a panel of experts that such tangible factors as licenses,
includes representatives from all levels degrees.
of the organization.
2. Have the panel identify the objectives Step 5: Selecting Tests to Tap KSAOs
and standards that are to be met by the these methods will be used to select new
ideal incumbent. employees and include such methods as
3. Have the panel list the specific interviews, work samples, ability tests,
behaviors necessary for each objective personality tests, reference checks, integrity
or standard to be attained. tests, biodata, and assessment centers.
4. Have the panel identify which of the
behaviors from Step 3 are "critical" to
Using other Job Analysis Methods
reaching the objective.
A. Methods Providing General
5. Have the panel rank order the
Information about Worker Activities
objectives on the basis of importance.
o Job Related - extent to which a test
or measure taps a KSAO needed to
Step 2: Write Task Statements
successfully perform a job.
Task Inventory - write the task
o Position Analysis Questionnaire
statements that will be used and
(PAQ) - a structured job analysis
included in the job description.
method developed by McCormick.
Task Statements - required elements to
The PAQ contains 194 items
a task statement (Action and Object).
organized into six main dimensions:
Information input, mental
Step 3: Rate Task Statements
processes, work output,
Task Analysis - using SME to rate each
relationships with other persons,
task statement on the frequency and the
job context, and other job related
importance or criticality of the task.
, variables such as work schedule, questionnaire that analyzes a job
pay, and responsibility. along a list of dimensions.
o Job Structure Profile (JSP) - D. Methods Providing Information
revised version of the PAQ was about Competencies
developed by Patrick and Moore. o Dictionary of Occupational Titles
Include item content and style, new (DOT) - is a directory that was
items to increase the discriminatory published by the federal
power of the intellectual and government that supplied
decision making dimensions, and information for almost 30,000 jobs.
an emphasis on having a job o Occupational Information
analyst, rather than the incumbent. Network (O*NET) - the job
o Job Elements Inventory (JEI) - analysis system used by the federal
developed by Cornelius and Hakel government that has replaced the
(1978). The JEI contains 153 items Dictionary of Occupational Titles
and has a readability level (DOT).
appropriate for an employee with o Critical Incident Technique (CIT)
only a tenth grade education. - job analysis method developed by
o Functional Job Analysis (FJA) - John Flanagan that uses written
it was designed by Fine (1955) as a reports of good and bad employee
quick method that could be used by behavior. Usually done after the
the federal government to analyze HONEYMOON PERIOD or after 3
and compare thousands of jobs. months.
Jobs analyzed by FJA are broken Employee Performance Record -
down into the percentage of time a standardized use of the critical
the incumbent spends on three incident technique developed at
functions: General Motors.
1. data (information and ideas), o Threshold Traits Analysis (TTA)
2. people (clients, customers, - a 33-item questionnaire
and coworkers), developed by Lopez that identifies
3. things (machines, tools, and traits necessary to successfully
equipment). perform a job.
B. Methods Providing Information Desirability - extent to which a trait
about Tools and Equipment or behavior is valued as being good
o Job Components Inventory (JCI) in society.
- consists of more than 400 o Fleishman Job Analysis Survey
questions covering five major (F-JAS) - a job analysis method in
categories. It is the only job which jobs are rated on the basis of
analysis method containing a the abilities needed to perform
detailed section on tools and them.
equipment. o Job Adaptability Inventory (JAI)
C. Methods Providing Information - a job analysis method that taps the
about Work Environment extent to which a job involves eight
o Arbeitswissenchaftliches types of adaptability.
Erhebungsverfahren Zur o Occupational Analysis Inventory
Tatigkeitsanalyse (AET) - (OAI) - this contains 617 work
ergonomic job analysis procedure. elements. The major categories of
A 216-item, standardized items are five fold: Information
Received; Mental Activities; Work
Introduction
Introduction toto I/O
I/O Psychology
Psychology
Industrial/Organizational Psychology Hugo Munsterberg (1910)
a branch of psychology that applies the Father of Industrial Psychology
principles of psychology to the “The Psychology of Industrial
workplace (Aamodt, 2013) Efficiency”
to enhance the dignity and performance World War 1 marks the emergence of
of human beings and the organizations Industrial Psychology
they work in by advancing the science
and knowledge of human behavior. James McKeen Catell (1921)
Personnel Psychology He created psychological corporation to
- study and practice in such areas as advance psychology and promote its
analyzing jobs, recruiting applicants, usefulness to industry.
selecting employees, determining salary served as a place for companies to get
levels, training employees and reference check on prospective
evaluating employee performance. psychologists.
Organizational Psychology Walter Bingham
- concerned with the issues of leadership, started the Division of Applied
job satisfaction, employee motivation, Psychology for Carnegie Institute of
organizational communication, conflict
Technology the first academic program
management, organizational change and
in Industrial Psychology.
group processes within an organization.
Human Factors/Ergonomics Mary Parker Follett
- concentrate on workplace design, her theory was a forerunner of today's
human-machine interaction, ergonomics teamwork concept and group
and physical fatigue and stress. cohesiveness.
her works focused on groups and
advocated people-oriented organizations.
Origins of Industrial and Organizational
Psychology Three Important Influences on the
The notion that the principles of
science should be applied to work Development of I/O Psychology
settings has been around for less than 1. The Advent of Scientific Management
100 years . o managerial philosophy that
emphasizes the worker as a well-
oiled machine and the
Brief History of Industrial Psychology
determination of the most efficient
Professor Walter Dill Scott (1903)
methods for performing any work-
The Theory of Advertising - a book
related task.
considered to be the first dealing with
o Frederick Winslow Taylor - the
Psychology and aspect of work
mastermind of the idea of scientific
He use psychological principles to
management.
produce more effective advertisements.
, o Kurt Zadek Lewin (1939) - led behavior modification techniques
the first publication of an empirical in organizations.
study of the effects of leadership
styles. Industrial Psychology Research Methods in Industrial
A.K.A Economic Psychology/
Employment Psychology.
Psychology
o Robert Mearns Yerkes - invented Institutional Review Board -
psychological tests. Two tests were committee designated to ensure the
developed: The army alpha for the ethical treatment of research subjects.
literates and the army beta for the Practical Significance - extent to
non-literates. which the results of a study have actual
o Frank and Lilian Gilbreth - impact on human behavior.
married couple best known for the Experimental Methods - cause and
TIME AND MOTION STUDIES effect relationship.
they conducted in the early Debriefing - informing the subject
twentieth century. in an experiment about the purpose
o Henry Ford - founder of ford of the study.
motor company. Correlational Methods - measures
naturally occurring association between
2. Ergonomics: Where Psychology two or more variables.
meets Engineering Quasi-Experimental Methods - use
o understanding and enhancing the when some aspects of experimentation
safety and efficiency of the human- are possible but not all.
machine interaction is the central Surveys & Interviews - to ask people
focus of ergonomics, also called their opinion on some topic.
HUMAN FACTORS, a field that Archival Research - using previously
combines engineering and collected data of records to answer
psychology. questions.
o The field of ergonomics is the Case Studies - training technique in
origin of the term applied which employees , usually in a group ,
psychology. are presented with a real or hypothetical
workplace problem and are asked to
3. The Hawthorne Studies and the propose the best solution.
Human Relations Approach to Living Case - case study based on
Management a real situation rather than a
o Elton Mayo - interested in hypothetical one.
examining how various work Journal - written collection of articles
conditions could influence describing the methods and results of
productivity. new research.
o Worker perceptions of reality more Magazine - unscientific collection of
important than objective reality. articles about a wide range of topics.
o Hawthorne Effect - the tendency Trade Magazine - collection of articles
of individuals to perform better for those "in the biz," about related
simply because of being singled out professional topics, seldom directly
and made to feel important. reporting the methods and results of
o Burrhus Frederick Skinner - new research.
"Beyond Freedom and Dignity”
resulted in the increase use of
, Rating Task Statements
Importance
Part of the job
Frequency of performance
Time spent
Job Analysis Relative time spent
gathering, analyzing , and structuring Complexity
information about a job's components, Criticality
characteristics, and requirements.
process of determining the work Step 4: Determine Essential KSAOs
activities and requirements Job Competencies or Job Specifications
Knowledge - body of information
Job Profile needed to perform a task.
describes the job in terms of key result Skill - proficiency to perform a learned
areas, functions, roles, and task.
competencies. Ability - basic capacity for performing a
wide range of different tasks, acquiring
a knowledge of developing a skill.
Steps in Job Analysis Other Characteristics - include such
Step 1: Identify Tasks Performed personal factors as personality,
Ammerman Technique (Ammerman, 1965) willingness, interest and motivation and
1. Convene a panel of experts that such tangible factors as licenses,
includes representatives from all levels degrees.
of the organization.
2. Have the panel identify the objectives Step 5: Selecting Tests to Tap KSAOs
and standards that are to be met by the these methods will be used to select new
ideal incumbent. employees and include such methods as
3. Have the panel list the specific interviews, work samples, ability tests,
behaviors necessary for each objective personality tests, reference checks, integrity
or standard to be attained. tests, biodata, and assessment centers.
4. Have the panel identify which of the
behaviors from Step 3 are "critical" to
Using other Job Analysis Methods
reaching the objective.
A. Methods Providing General
5. Have the panel rank order the
Information about Worker Activities
objectives on the basis of importance.
o Job Related - extent to which a test
or measure taps a KSAO needed to
Step 2: Write Task Statements
successfully perform a job.
Task Inventory - write the task
o Position Analysis Questionnaire
statements that will be used and
(PAQ) - a structured job analysis
included in the job description.
method developed by McCormick.
Task Statements - required elements to
The PAQ contains 194 items
a task statement (Action and Object).
organized into six main dimensions:
Information input, mental
Step 3: Rate Task Statements
processes, work output,
Task Analysis - using SME to rate each
relationships with other persons,
task statement on the frequency and the
job context, and other job related
importance or criticality of the task.
, variables such as work schedule, questionnaire that analyzes a job
pay, and responsibility. along a list of dimensions.
o Job Structure Profile (JSP) - D. Methods Providing Information
revised version of the PAQ was about Competencies
developed by Patrick and Moore. o Dictionary of Occupational Titles
Include item content and style, new (DOT) - is a directory that was
items to increase the discriminatory published by the federal
power of the intellectual and government that supplied
decision making dimensions, and information for almost 30,000 jobs.
an emphasis on having a job o Occupational Information
analyst, rather than the incumbent. Network (O*NET) - the job
o Job Elements Inventory (JEI) - analysis system used by the federal
developed by Cornelius and Hakel government that has replaced the
(1978). The JEI contains 153 items Dictionary of Occupational Titles
and has a readability level (DOT).
appropriate for an employee with o Critical Incident Technique (CIT)
only a tenth grade education. - job analysis method developed by
o Functional Job Analysis (FJA) - John Flanagan that uses written
it was designed by Fine (1955) as a reports of good and bad employee
quick method that could be used by behavior. Usually done after the
the federal government to analyze HONEYMOON PERIOD or after 3
and compare thousands of jobs. months.
Jobs analyzed by FJA are broken Employee Performance Record -
down into the percentage of time a standardized use of the critical
the incumbent spends on three incident technique developed at
functions: General Motors.
1. data (information and ideas), o Threshold Traits Analysis (TTA)
2. people (clients, customers, - a 33-item questionnaire
and coworkers), developed by Lopez that identifies
3. things (machines, tools, and traits necessary to successfully
equipment). perform a job.
B. Methods Providing Information Desirability - extent to which a trait
about Tools and Equipment or behavior is valued as being good
o Job Components Inventory (JCI) in society.
- consists of more than 400 o Fleishman Job Analysis Survey
questions covering five major (F-JAS) - a job analysis method in
categories. It is the only job which jobs are rated on the basis of
analysis method containing a the abilities needed to perform
detailed section on tools and them.
equipment. o Job Adaptability Inventory (JAI)
C. Methods Providing Information - a job analysis method that taps the
about Work Environment extent to which a job involves eight
o Arbeitswissenchaftliches types of adaptability.
Erhebungsverfahren Zur o Occupational Analysis Inventory
Tatigkeitsanalyse (AET) - (OAI) - this contains 617 work
ergonomic job analysis procedure. elements. The major categories of
A 216-item, standardized items are five fold: Information
Received; Mental Activities; Work
