Industrial-organizational (I/O) psychology applies principles of psychology to the workplace to enhance employee and organizational performance. I/O psychology focuses on factors affecting employees and organizations rather than broader business aspects. Major areas include personnel psychology, organizational psychology, and human factors/ergonomics. I/O psychology relies on research to answer questions and make decisions, though common sense is often wrong. Research considers ideas/questions, hypotheses/predictions, theories/explanations, and is conducted through experiments, quasi-experiments, archival research, surveys, or meta-analyses.
Industrial-organizational (I/O) psychology applies principles of psychology to the workplace to enhance employee and organizational performance. I/O psychology focuses on factors affecting employees and organizations rather than broader business aspects. Major areas include personnel psychology, organizational psychology, and human factors/ergonomics. I/O psychology relies on research to answer questions and make decisions, though common sense is often wrong. Research considers ideas/questions, hypotheses/predictions, theories/explanations, and is conducted through experiments, quasi-experiments, archival research, surveys, or meta-analyses.
Industrial-organizational (I/O) psychology applies principles of psychology to the workplace to enhance employee and organizational performance. I/O psychology focuses on factors affecting employees and organizations rather than broader business aspects. Major areas include personnel psychology, organizational psychology, and human factors/ergonomics. I/O psychology relies on research to answer questions and make decisions, though common sense is often wrong. Research considers ideas/questions, hypotheses/predictions, theories/explanations, and is conducted through experiments, quasi-experiments, archival research, surveys, or meta-analyses.
Industrial-organizational (I/O) psychology applies principles of psychology to the workplace to enhance employee and organizational performance. I/O psychology focuses on factors affecting employees and organizations rather than broader business aspects. Major areas include personnel psychology, organizational psychology, and human factors/ergonomics. I/O psychology relies on research to answer questions and make decisions, though common sense is often wrong. Research considers ideas/questions, hypotheses/predictions, theories/explanations, and is conducted through experiments, quasi-experiments, archival research, surveys, or meta-analyses.
Industrial Psychology have come to represent any change in behavior when people react to a change in (PSY 10) SEM 1 environment. ○ The Hawthorne Effect is when employees change their behavior due solely to the fact that they are being WHAT IS I/O PSYCHOLOGY? observed. ● Industrial Psychology is also called ● 1990s. Landmark civil rights legislation in Organizational Psychology. the US, sensitivity trainings, laboratory training groups. ● It is a branch of Psychology that applies the principles of psychology in the workplace. ● 1970s. Employee satisfaction and motivation use of behavior modification techniques ● The purpose of I/O Psychology is to enhance inspired by BF Skinner (eg. rewards and the dignity and performance of human consequences). beings, and the organizations they work in. ● 1980s - 1990s. Use of statistical techniques, ● It also has a positive impact on the lives of Cognitive Psychology, effects of work on other people as their jobs are an essential family life, and developing methods for part of their every day. selection of employees. ● I/O psychologists can improve the ● 2000s. Rapid advances in technology, employees’ quality of life, in ways such as changing demographic make up of the implementing appropriate wages and workforce (to be more diverse and less benefits, better communication, stress discriminatory), and the global economy. management, or work/life balance.
COMPARED TO BUSINESS COURSES WHY CONDUCT RESEARCH?
● I/O focuses more on application of psychological principles 1. Answering questions and making decisions. 2. Research and everyday life. ● It examines factors that affect the people in 3. Common sense is often wrong. an organization rather than the broader aspects. ● It relies on research. CONSIDERATIONS IN CONDUCTING RESEARCH OTHER INFO 1. Idea or question 2. Hypothesis or prediction (What will happen?). ● I/O Psychologists are not clinical It is an educated prediction about the answer psychologists who happen to be in the to a question. industry. 3. Theory or explanation (Why will it happen?). It is a systematic set of assumptions.
MAJOR FIELDS OF I/O LITERATURE REVIEWS
1. Personnel Psychology. This field focuses all 1. Journals are written collections articles about the employees in an individual sense. describing the methods and results of new This can include analyzing jobs; recruitment, research. This is the highest level of literature selection, and training employees; and review. evaluating employee performance. 2. Trade Magazines are a collection of articles for those in the “biz” about related 2. Organizational Psychology. This focuses on professional topic, seldom directly reposting the entirety of the organization. It includes the methods and results of new research. The issues of leadership, organizational target audience for this type are practitioners communication, or group processes. in the field. 3. Magazines are an unscientific collection of 3. Human Factors/Ergonomics. This focuses articles about a wide range of topics. on workplace design. It includes ergonomics which considers physical fatigue and stress. LOCATION OF THE STUDY 1. Laboratory research is where researchers will create an artificial environment to carry BRIEF HISTORY OF I/O PSYCHOLOGY out the experiment. ● First big impact during WWI a. External validity/ generalizability is ● Thomas Edison’s knowledge test which the extent to which research results were used to test an applicant’s knowledge can be expected to hold true outside about the job. the specific setting in which they ● The Gilbreths’ on productivity and fatigue were obtained. reduction. b. In a lab research, the external validity is at risk because the results in the artificial environment might be RUNNING THE STUDY different in a naturalistic setting. Debrief is the process of Informing the subject in an experiment about the purpose of the study in which 2. Field research is research conducted in a he or she was a participant and providing any other natural setting. relevant information. a. Informed consent is the formal process by which subjects give permission to be include in the ETHICAL DILEMMA study. 1. Type A means that there is a high level of b. Institution review boards are a uncertainty as to what is right or wrong, there committee designated to ensure appears to be no best solution, and there are ethical treatment of research both positive and negative consequences to subjects. a decision. 2. Type B means that the difference between RESEARCH METHOD TO BE USED right and wrong is much clearer but 1. Experiment individuals choose the solution that is most a. An an independent variable is advantageous to themselves. manipulated by the experimenter in order to observe a cause-and-effect relationship b. Manipulation is the alteration of a variable by an experimenter in expectation that this will result in a change in the dependent variable 2. Quasi-Experiment is a research method in which the experimenter either does not manipulate the independent variable or in which subjects are not randomly assigned to conditions. 3. Archival research is research that involves the use of previously collected data. 4. Survey is asking people about their opinion on some topic. 5. Meta-analysis is a statistical method of reaching conclusions based on previous research. a. Effect size indicates the amount of change cause by an experimental manipulation. b. Mean effect size the average of the effect sizes for all studies included in the analysis. c. Correlation coefficient indicates the magnitude and direction of a relationship. d. Difference score indicates how many standard deviations separate the mean score for the experimental group from the control group. e. Practical significance is the extent to which the results of a study have an actual impact on human behavior.
PARTICIPANT SAMPLES 1. Random sample. Every participant has an equal chance to be included in the sample. 2. Convenience sample. Participants are recruited for the convenience of the researchers. 3. Random Assignment.
