Summary IOP3702 - Study Notes

CHAPTER 1 PERSONNEL PSYCHOLOGY IN CONTEXT Define IO psychology Scientific study of people within their work environment  I/O psychology has two objectives: o To conduct research in order to increase knowledge and understanding of human work behaviour o To apply that knowledge to work behaviour and the work environment and psychological condition of employees Application of psychological principles, theory and research Application of knowledge to improve work behaviour  IO psychologists are trained to be both scientists and practitioners in the scientist/ practitioner model. This implies that the IO psychologist engages in: o Scientific observation o Evaluation o Optimal utilisation – selection, placement, management, development and retention o Influencing of normal and deviant behaviour in interaction with the environment as manifested in the world of work IO psychology vs HR profession  There is a distinct difference IO Psychology HRM Practitioner Type of work Scientific study of people within their work environment – including application of psychological principles, theory and research. Distinctive approach to employment management – competitive advantage through strategic development of highly committed and capable workforce – personnel techniques. Workplace level – interaction between staff and supervisors. Roles 1. To conduct research – increase knowledge and understanding of human behaviour. 2. To apply knowledge to improve work behaviour, work environment and psychological conditions of workers. 3. Act as internal or external consultants for management and the HR manager 4. Their role is primarily to diagnose and intervene 5. Anchor= theoretical knowledge and research expertise 1. Management of human and social capital – employment relationship. 2. Responsible for the organisation’s effective daily utilisation and management of human resources through the implementation of behavioural science knowledge Responsibilities o Scientific observation (investigation, research) o Evaluation (assessment, evaluation or appraisal, measurement, problemidentification) o Optimal utilisation (selection, placement, management, o Attraction, screening, selection, retention, utilisation, motivation, training, development, appraisal, rewarding and discipline. o They design and implement systems, practices and policies to IOP3702 - Study Notes development, retention), and o Influencing (changing, training, developing, motivating) of normal and, to a lesser degree, deviant behaviour in interaction with the environment (physical, psychological, social and organisational), as manifested in the world of work. improve the general effectiveness of the organisation within the strategy of the business o Skills specialisation: planning, development, implementation and evaluation of staff recruitment , dispute resolution, representing employers – enterprise bargaining, conditions of employment o Recruitment, training and development, induction, maintaining personnel records, needs analyses. Employment legislation Link to Personnel psychology Industrial psychologists apply the principles of psychology to issues related to the work situation of relatively well adjusted adults in order to optimise individual, group and organisational wellbeing and effectiveness. Personnel psychology informs HRM practices by its focus on the scientific study of indiv. differences and behaviour and their consequences for the organisation. Major Fields In IO Psychology Subfield in IO psychology Description Personnel Psychology o Personnel psychology is the scientific study of individual differences in work settings. o It applies a scientific decision-making framework to enhance the quality of decisions in the employment and retention of employees. o It is not synonymous with human resource management but represents an overlap between psychology and human resource management. HRM: concerned with the management of the human and social capital in the context of the employment relationship o It is an applied discipline that focuses on individual differences in behaviour and job performance, and on methods to scientifically measure and predict such differences in order to enhance the quality of personnel decisions. o Informs HRM practices by its focus on the scientific study of individual differences and behaviour and their consequences for the organisation Organisational Psychology o Organisational psychology focuses on the influence organisations may have on the attitudes and behaviour of their employees, specifically focusing on social and group influences on behaviour, culture, climate and leadership behaviour and how these affect organisational performance and effectiveness. o Industrial psychologists are also concerned with changing (developing) organisations to make them more efficient. o Fields of interest include: leadership, group dynamics, conflict, decision making, communication, motivation, power, org culture and climate, org change, org development and structure Career Psychology o Career psychology is concerned with counselling employees and assisting them in making career choices, focusing on the psychological contract between employees and organisations. o Optimising the respective expectations of the org and employee and what both are prepared to give to ensure the integrity of the psychological contract o Topics of focus include: career development of employees, meaning of work in people’s lives, individual vocational behaviour across the lifespan, career counselling and guidance, career issues that influence career development and org career development support initiatives Psychometrics Psychometrics is not classified as a subfield of I/O psychology, but industrial psychologists use psychological testing in their fields of application, specifically in personnel psychology. Ergonomics o Ergonomics is a subfield of I/O psychology that aims to modify the work environment so that it is compatible with the characteristics of human beings. o Defined as interactions between humans and systems o This subfield focuses on people and the way they interact with systems, including tools, and the physical work environment, including aspects such as making the actual work interesting and meaningful. o People are the focus of ergonomics Consumer Psychology o study of the behaviour consumers display in searching for, purchasing, using, evaluating and disposing of products and services. Employment Relations o Studies the behavioural dynamics related to the juxtaposition of conflict and common ground in any employment relationship, emphasising the collective relationship and trade union related dynamics. o Behavioural dimensions involved in union management corporation processes o Investigate issues such as org justice and dual commitment (union and employing organisation) Cross Cultural Psychology o Not currently a recognised area of I/O psychology. o It focuses on the similarities and differences in individual psychology and social functioning among various cultures and ethnic groups. Licensing and Certification (Registration) of Psychologists And Psychometrics (HPCSA) Psychologists  Practices of psychologists are controlled by the HPCSA (Health Professions Council of SA)  AIM of HPCSA – provide better control over the training, registration and practices of practitioners of health professions and provide for matters incidental thereto  All professional and practicing psychologists must be registered with the Health Professions Council, which through the Professional Board for Psychology controls and applies the laws regarding psychological training and professional actions  In order to register as a IO Psychologist with the Professional Board, you must have: o A masters degree o Formal one year internship (accredited) Psychometrists  Four year or honours degree in IO psychology  Completed approved six month practicum