Work and Organizational Psychology

Work and Organizational Psychology Work Psychology: Human Recourse Management (HRM)/Industrial Psychology - It is concerned with issues that are more molecular in nature, Organizational Psychology: Organizational Behavior (OB) - It is concerned with issues that are more molar in nature Organization: - more than a formal arrangement of functions, more than an organization chart, more than a vision statement, more than a set of accounts. An organization consists of people and so it is also a social system. Organization: - Organizational and work psychologists are involved in research on employees and the application of psychological principles of that research to the workplace to help to optimize an organization's success. Major Fields of I/O Psychology • Personnel Psychology - I/O psychologists and HRM professionals involved in personnel psychology study and practice in such areas as analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance. Major Fields of I/O Psychology • Organizational Psychology - Psychologists involved in organizational psychology are concerned with the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within an organization. Major Fields of I/O Psychology • Human Factors/Ergonomics - Psychologists in the area of human factors concentrate on workplace design, human machine interaction, ergonomics, and physical fatigue and stress Work Psychology - Job analysis Work Psychology - Recruitment & selection Work Psychology - Job satisfaction Work Psychology - job stress Work Psychology - Occupational health Organizational Psychology - motivation Organizational Psychology - communication Organizational Psychology - Leadership Organizational Psychology - Group dynamic Organizational Psychology - Organization culture So, what is work & organizational psychology - 1. Personnel selection and assessment So, what is work & organizational psychology - 2. Training So, what is work & organizational psychology - 3. Performance appraisal and career development So, what is work & organizational psychology - 4. Organizational development and change So, what is work & organizational psychology - 5. Human-machine interaction So, what is work & organizational psychology - 6. Counselling and personal development So, what is work & organizational psychology - 7. Design of environments and work - health and safety So, what is work & organizational psychology - 8. Employee relations and motivation The development of the field of organizational and work psychology - Early contributions The development of the field of organizational and work psychology - Scientific management The development of the field of organizational and work psychology - Classical organization theory The development of the field of organizational and work psychology - The hawthorn studies The development of the field of organizational and work psychology - The human relations movement The development of the field of organizational and work psychology - Integrative perspective The development of the field of organizational and work psychology - Contingency theory Early contributions - Industrial Revolution Early contributions - Here, the emphasis was on the job being performed, not the person performing the job. Early contributions - Focus was on machines Early contributions - Efficiency problems led to focus on humans Scientific management - Frederick Winslow Taylor Scientific management - Focus was on maximizing efficiency and getting the highest possible production out of employees Scientific management - This approach emphasized the design of jobs Scientific management - Goal of scientific management was to get more output from employees Classical organization theory - How large numbers of workers and managers could be effectively organized into an overall organizational structure. Classical organization theory - Max Weber •bureaucratic form Classical organization theory - Mary Parker Follett •Management should be democratic The Hawthorne studies - 1. Study to investigate the effects of different levels of lighting on productivity Luthans, 1992). The Hawthorne studies - 2. Relay Room studies: to study the the impact of 13 different factors on productivity was examined (Baron and Greenberg, 1990). The Hawthorne studies - 3. Bank Wiring Room study The Hawthorne studies • 'Hawthorne effect', - because they knew they were being studied, The Hawthorne studies • 'Hawthorne effect', - because of the novelty of the situation and The Hawthorne studies • 'Hawthorne effect', - because of the attention they The human relations movement - People respond primarily to their social environment, motivation depends more on social needs than on economic needs, and satisfied employees work harder than dissatisfied workers (Moorhead and Griffin, 1989). The human relations movement • Douglas McGregor (1960) - Theory Y represents an optimistic and a positive view of human nature. The human relations movement • Douglas McGregor (1960) - Theory X, which represents a much more negative and pessimistic view of human nature. Integrative perspectives 1. The socio-technical systems approach - Technology Integrative perspectives 1. The socio-technical systems approach - Human factor Integrative perspectives 2. Systems theory - organization interacts with environmental forces and factors. Integrative perspectives 2. Systems theory • A system has four characteristics, namely: - 1. It comprises a number of interdependent and interrelated subsystems Integrative perspectives 2. Systems theory • A system has four characteristics, namely: - 2. It is open and dynamic. Integrative perspectives 2. Systems theory • A system has four characteristics, namely: - 3. It strives for equilibrium. Integrative perspectives 2. Systems theory • A system has four characteristics, namely: - 4. It has multiple purposes, objectives and functions. Contingency theory - Organizational processes and the characteristics of the situation. Contingency theory • Burns and Stalker (1961) - mechanistic Contingency theory • Burns and Stalker (1961) - organic. Brief History 1903 - Walter Dill Scott publishes The Theory of Advertising Brief History 1911 - Walter Dill Scott publishes Increasing Human Efficiency in Business Brief History 1913 - Hugo Münsterberg publishes Psychology and Industrial Efficiency Brief History 1917 - Journal of Applied Psychology first published Brief History 1918 - World War I provides I/O psychologists with first opportunity for large-scale employee testing and selection Brief History 1933 - Hawthorne studies published Brief History 1937 - American Association for Applied Psychology established Brief History 1945 - Society for Industrial and Business Psychology established as Division 14 of APA with 130 members Brief History 1960 - Division 14 renamed as Society for Industrial Psychology, membership exceeds 700 Brief History 1963 - Equal Pay Act passed Brief History 1964 - Civil Rights Act passed 1980 Division 14 membership exceeds 1,800 Brief History 1980 - Division 14 membership exceeds 1,800 Brief History 1986 - Society for Industrial and Organizational Psychology (SIOP) holds first annual national conference separate from APA meeting Brief History 2000 - SIOP membership exceeds 5,700 Brief History 2008 - The journal Industrial and Organizational Psychology: Perspectives on Science and Practice begins publication as an official journal of SIOP Brief History 2010 - SIOP membership exceeds 8,000; SIOP members narrowly vote to keep the name Society for Industrial Organizational Psychology rather than change the name to the Society for Organizational Psychology