Samenvatting boek: Work in the 21ste century
Chapter 1 What is industrial and organizational psychology?
Module 1.1: the importance of I-O psychology
The importance of work in people’s lives
Most adults devote the majority of their waking weekday to work. For many, this is a greater
devotion of time and energy than to any other single waking human activity. For this reason alone,
we can assume that work is important to people. Then there is the fact that most people need to
earn money, and they do so by working. But the experience of work goes well beyond the simple
exchange of time for money.
In spite of ambivalent feelings about their jobs, most people would keep working even if they had the
opportunity to stop.
This is dramatic evidence of the centrality of work as a noneconomic experience. This is strong
testimony to the meaning of work – not a particular job, but the experience of working – in defining
who we are.
As we will see, work is a defining characteristic of the way people gauge their value to society, their
family and themselves.
The concept of ‘good work’
Good work is work that ‘exhibits a high level of expertise, and it entails regular concern with the
implications and applications of an individual’s work for the wider world’.
These concepts have been turned into an extensive endeavor, called the ‘goodwork project’, which is
directed toward identifying and, if possible, creating good work.
Compromised work: work that is not illegal or unethical, but that still undermines the core values of a
trade or a profession – the lawyer who creates opportunities for billing extra hours, the plumber who
uses inferior, cheaper materials for a repair.
The interesting aspect of ‘good’ and ‘bad’ work is that the individual worker and the employer
together have the power to define good work or to transform good work into bad and vice versa.
The study of work by I-O psychologists and students is potentially ‘good work’ because it enable you
to develop and use skills, and to use them for the benefit of someone other than simply yourself. I-O
psychologists have also broadened their focus of study to consider the experience of work.
I-O psychology has recognized that the ‘experience’ of work is more complex than simply tasks and
productivity and accidents.
Authenticity: a trend of interest to I-O psychologists
I-O psychology often incorporates cultural shifts and changes. In the past few years, ‘authencity’ –
referring to that which is real, genuine, not artificial – has become a popular concept in America.
In I-O psychology, we might extend the definition of authenticity to a more philosophical level: ‘ an
emotionally appropriate, significant, purposive, and responsible mode of human life’. Viewing
authenticity in that way, we can see authenticity reflected in the search for ‘good work’ and
inspirational leadership.
, How does I-O psychology contribute to society?
What is I-O psychology
I-O psychology (industrial and organizational psychology), the simplest definition of industrial and
organizational psychology is:
The application of psychological principles, theory, and research to the work setting.
In everyday conversation, I-O psychologists are often referred to as work psychologists.
The domain of I-O psychology stretches well beyond the physical boundaries of the workplace
because many of the factors that influence work behavior are not always found in the work setting.
These factors include things like family responsibilities, cultural influences, employment-related
legislation, and non-work events.
Even more significant is the influence of personality on work behaviour whereas an individual’s
personality may actually influence work behavior, his or her personality is often influenced by events
that occurred before he or she began full-time employment. In addition, I-O psychologists are
concerned about the effect of work on non-work behaviour.
Spouses and children are well aware of the effect of a bad day at work on home life. I-O psychology
concentrates on the reciprocal impact of work on life and life on work.
We can also think of I-O psychology as a combination of knowledge and skills that can be applied in a
wide diversity of settings rather than just in the arena of traditional work.
I-O psychologists have become increasingly interested in building sustainable and environmentally
conscious organizations.
Humanitarian work psychology: the application of I-O psychology to the humanitarian arena,
especially poverty reduction and the promotion of decent work, aligned with local stakeholders;
needs, and in partnership with global aid/development groups. Carr suggests that our expertise in
areas such as team building and training, stereotypes, organizational justice, and mental models is
exactly the type of knowledge and skill necessary for bringing together the essential coalition of
governments, aid organization and private industry.
Social for industrial and organizational psychology (SIOP): an association to which many I-O
psychologists, both practitioners and researchers, belong. Designated as division 14 of the American
psychological association (APA).
According to SIOP: industrial-organizational (called I-O) Psychologists recognize the interdependence
of individuals, organizations, and society, and they recognize the impact of factors such as increasing
government influences, growing consumer awareness, skill shortages, and the changing nature of the
workforce. I-O psychologists facilitate responses to issues and problems involving people at work by
serving as advisors and catalysts for business, industry, labor, public, academic, community, and
health organization.
They are: scientists who derive principles of individual, group, and organizational behaviour through
research; consultants and staff psychologists who develop scientific knowledge and apply it to the
solution of problems at work; and teachers who train in the research and application of industrial-
organizational psychology.
Common areas of concentration for I-O psychologists:
- Selection and placement
- Training and development
Chapter 1 What is industrial and organizational psychology?
Module 1.1: the importance of I-O psychology
The importance of work in people’s lives
Most adults devote the majority of their waking weekday to work. For many, this is a greater
devotion of time and energy than to any other single waking human activity. For this reason alone,
we can assume that work is important to people. Then there is the fact that most people need to
earn money, and they do so by working. But the experience of work goes well beyond the simple
exchange of time for money.
In spite of ambivalent feelings about their jobs, most people would keep working even if they had the
opportunity to stop.
This is dramatic evidence of the centrality of work as a noneconomic experience. This is strong
testimony to the meaning of work – not a particular job, but the experience of working – in defining
who we are.
As we will see, work is a defining characteristic of the way people gauge their value to society, their
family and themselves.
The concept of ‘good work’
Good work is work that ‘exhibits a high level of expertise, and it entails regular concern with the
implications and applications of an individual’s work for the wider world’.
These concepts have been turned into an extensive endeavor, called the ‘goodwork project’, which is
directed toward identifying and, if possible, creating good work.
Compromised work: work that is not illegal or unethical, but that still undermines the core values of a
trade or a profession – the lawyer who creates opportunities for billing extra hours, the plumber who
uses inferior, cheaper materials for a repair.
The interesting aspect of ‘good’ and ‘bad’ work is that the individual worker and the employer
together have the power to define good work or to transform good work into bad and vice versa.
The study of work by I-O psychologists and students is potentially ‘good work’ because it enable you
to develop and use skills, and to use them for the benefit of someone other than simply yourself. I-O
psychologists have also broadened their focus of study to consider the experience of work.
I-O psychology has recognized that the ‘experience’ of work is more complex than simply tasks and
productivity and accidents.
Authenticity: a trend of interest to I-O psychologists
I-O psychology often incorporates cultural shifts and changes. In the past few years, ‘authencity’ –
referring to that which is real, genuine, not artificial – has become a popular concept in America.
In I-O psychology, we might extend the definition of authenticity to a more philosophical level: ‘ an
emotionally appropriate, significant, purposive, and responsible mode of human life’. Viewing
authenticity in that way, we can see authenticity reflected in the search for ‘good work’ and
inspirational leadership.
, How does I-O psychology contribute to society?
What is I-O psychology
I-O psychology (industrial and organizational psychology), the simplest definition of industrial and
organizational psychology is:
The application of psychological principles, theory, and research to the work setting.
In everyday conversation, I-O psychologists are often referred to as work psychologists.
The domain of I-O psychology stretches well beyond the physical boundaries of the workplace
because many of the factors that influence work behavior are not always found in the work setting.
These factors include things like family responsibilities, cultural influences, employment-related
legislation, and non-work events.
Even more significant is the influence of personality on work behaviour whereas an individual’s
personality may actually influence work behavior, his or her personality is often influenced by events
that occurred before he or she began full-time employment. In addition, I-O psychologists are
concerned about the effect of work on non-work behaviour.
Spouses and children are well aware of the effect of a bad day at work on home life. I-O psychology
concentrates on the reciprocal impact of work on life and life on work.
We can also think of I-O psychology as a combination of knowledge and skills that can be applied in a
wide diversity of settings rather than just in the arena of traditional work.
I-O psychologists have become increasingly interested in building sustainable and environmentally
conscious organizations.
Humanitarian work psychology: the application of I-O psychology to the humanitarian arena,
especially poverty reduction and the promotion of decent work, aligned with local stakeholders;
needs, and in partnership with global aid/development groups. Carr suggests that our expertise in
areas such as team building and training, stereotypes, organizational justice, and mental models is
exactly the type of knowledge and skill necessary for bringing together the essential coalition of
governments, aid organization and private industry.
Social for industrial and organizational psychology (SIOP): an association to which many I-O
psychologists, both practitioners and researchers, belong. Designated as division 14 of the American
psychological association (APA).
According to SIOP: industrial-organizational (called I-O) Psychologists recognize the interdependence
of individuals, organizations, and society, and they recognize the impact of factors such as increasing
government influences, growing consumer awareness, skill shortages, and the changing nature of the
workforce. I-O psychologists facilitate responses to issues and problems involving people at work by
serving as advisors and catalysts for business, industry, labor, public, academic, community, and
health organization.
They are: scientists who derive principles of individual, group, and organizational behaviour through
research; consultants and staff psychologists who develop scientific knowledge and apply it to the
solution of problems at work; and teachers who train in the research and application of industrial-
organizational psychology.
Common areas of concentration for I-O psychologists:
- Selection and placement
- Training and development
