REVIEWER IN INDUSTRIAL AND ORGANIZATIONAL  Job/ Task Analysis and Classification Hugo Munsterberg – considered as the “Father of Industrial

PSYCHOLOGY  Judgment and Decision Making Psychology”

 Leadership and Management - Practical applications of the psychological results
LESSON 1: Industrial and Organizational  Organizational Development in laboratory experiments
Psychology  Organization Theory - Published the book entitled “Psychology and
 Performance Appraisal and Feedback Industrial Efficiency”
 Personnel Recruitment, Selection and Placement Frederick Winslow Taylor – advocated the removal of
Industrial and Organizational Psychology - a branch of
 Small Group Theory and Team Process inefficiency in the workplace.
psychology that applies theories and principles to
organizations.  Training: Theory, Program Design and Evaluation
 Work Motivation FOUR PRINCIPLES OF SCIENTIFIC MANAGEMENT
 The most efficient way of doing a task should be
INDUSTRIAL SIDE – It involves looking at how to best match
CORE DOMAINS worked out scientifically;
individuals to specific job roles.
 Assessment  Workers should be carefully selected and trained to
ORGANIZATIONAL SIDE – It focused on understanding how  Intervention do the work in this way;
organizations affect individual behavior.  Consultation  Workers should do their work under the close
 Supervision supervision and control of the management and be
MAJOR AREAS OF INDUSTRIAL PSYCHOLOGY  Research and Inquiry paid a bonus for doing exactly what they say;
 TRAINING AND DEVELOPMENT – Organizations  Consumer Protection  The management should take over the planning and
identify the type of skills necessary for the  Professional Development thinking part of the work.
employees.
 EMPLOYEE SELECTION – The tools used to select NATURE OF INDUSTRIAL PSYCHOLOGY Frank and Lilian Gilbreth – improved productivity in the
qualified applicants for vacancies must be Industrial psychologists must know how to: workplace by studying the motions of workers.
determined.  Analyze data and examine differences
WORLD WAR I (1917 – 1918)
 ERGONOMICS – Companies develop procedures and  Improve the overall work performance
 Industrial psychology made a huge impact during the
select equipment that maximize the safety and  Establish Smooth Communication
performance of employees. World War I.
 Assess potentials of employees and recommend
 PERFORMANCE MANAGEMENT – Assessment  Two types of tests for Soldiers:
promotions
techniques to evaluate performance of employees - Army Alpha – can read
are made available by companies. - Army Beta – can’t read
HISTORY OF INDUSTRIAL PSYCHOLOGY
 WORK LIFE – Firms find ways in devising concrete Industrial Psychology has evolved from the prewar era in the  John Watson – developed perceptual and motor
measures to create good quality of life in the 1900s to what it is today. Major developments have transpired tests.
workplace. as work environments have become more complex with the  Robert Yerkes – proposed a way of screening people
 ORGANIZATIONAL DEVELOPMENT – Companies must onset of globalization. for mental deficiency and selecting those who are
introduce various techniques to implement change. qualified for working in the army.
PRE-WORLD WAR I ERA  Walter Dill Scott – conducted performance
AREAS OF SPECIALIZATION  Joseph Wharton – opened the first school of evaluations of officers and prepared various job
 Research Methods professional management at the University of specifications.
 Statistical Methods/ Data Analysis Pennsylvania in 1881.  1917 – the Journal of Applied Psychology was
 Frederick Taylor – developed the principles of published
 Attitude Theory, Measurement and Change
scientific management.  1918 - use of intelligence tests in the army was
 Career Development
 W.L. Bryan – encouraged psychologists to study allowed.
 Criterion Theory and Development
 Health and Stress in Organizations activities that happen in real life.
Walter Dill Scott - published books on the psychology of BETWEEN 1919 AND 1940
 Human Performance/ Human Factors
advertising in 1903 and 1908.  James Mckeen Cattell – founded The Psychological
 Individual Assessment
- Established The Scott Company Corporation in 1921.
 Job Evaluation and Compensation
 Consumer Behavior
  Walter Bingman – started the Division of Applied - In Psychology, the common statistical level of
Psychology, the first academic program in Industrial significance id 0.05 although in some studies,
Psychology. the level of significance is 0.01.
- acted as spokesperson for psychology to be
recognized and to achieve the respect it rightly
deserved.
 1920s – doctoral degrees in industrial psychology LESSON 3: Job Analysis
were offered in American Universities. LESSON 2: Research in Industrial Psychology
 1930s – industrial psychology covered selection and Job Analysis – a procedure of determining the duties and skill
placement of employees. REASONS FOR CONDUCTING RESEARCH requirements of a job and the kind of person should be hired
 1933 – Elton Mayo saw the value of having a  To generate concepts and theories which can be for it.
supportive supervisor. applied in the workplace. The following information can be collected through job
 Rensis Likert and Louis Thurstone – well-known in  There is a need for more reliable and more bankable analysis.
the measurement of attitudes. tools and techniques to handle conflicts and make 1. Specific task and activities
 Morris Viteles – published books which include the decisions. 2. Required behavior on the job
Industrial Psychology (1932), The Science of Work  Organization saves a lot of resources if they use more 3. Required job standards
(1934), and Motivation and Morale in Industry (1953) credible references of their procedures. 4. Knowledge, tools and equipment used
 Kurt Lewin – studied the effects of leadership styles  Research served as basis for making intelligent 5. Work Conditions
decisions on the key issues in organizations. 6. Personal characteristics and requirements
BEYOND 1940
 1946 – formation of the Division 14 of the American CONSIDERATIONS IN CONDUCTING RESEARCH JOB ANALYSIS PROCESS
Psychological Association  Industrial Psychologists normally decide on what The following information summarizes the job analysis process
 1960s – there was a demand for industrial topic to research. through a number of steps.
psychologists.  Once the research topic is phrased, hypothesis must 1. Formulation of Objectives
 Sensitivity Training and T-groups – a laboratory be formulated. 2. Selection of Jobs
training groups for managers.  After the formulation of hypothesis, the next thing to 3. Application of Job Analysis techniques
 1970s – theories on employee satisfaction and do is to identify the location of the study. 4. Actual Conduct of Job Analysis
motivation were developed.  Experiments and observations are conducted to give 5. Preparation of Job Description and Job Specification
 1971 – B.F. Skinner book entitled Beyond Freedom direction and answer to the research.
and Dignity resulted to more developments in human Job Description – it provides a clear overview of that the job is
behavior. RESEARCH METHODS all about.
 1980s and 1990s – there were changes in the  Experiments – determine cause and effect Job Description has the following parts:
industrial psychology: relationships between two variables. 1. Job Title/Position
- Use of more sophisticated statistical techniques  Quasi-Experiments – the researcher in this method 2. Reporting Relationships
and analysis. neither manipulates one or more of the independent 3. Job Classification
- Increase interest in the application of cognitive variables nor selects at random for the experiment. 4. General Description of the Job
psychology to industry.  Archival Research – a method that uses previous data 5. Specific Duties and Responsibilities
- There is clamor to determine the effects of work or records. 6. Job Specification
in the family life and leisure activities.  Surveys – it can be conducted through an interview,
- Efforts in improving employee selection e-mail, phone, internet depending on the size of the Job Specifications – refers to the minimum qualifications of a
significantly increased. sample, budget and time allotment. particular job such as educational background, work
 Meta-analysis – it is a research method of getting experience, skills and abilities.
In the millennium, industrial psychology further developed conclusions based on previous research using
through technological innovations. statistics. Job Analysis Methods
STATISTICAL ANALYSIS  Conventional Procedures – Job information is
- The data collected will be analyzed using obtained by observation and interview.
appropriate statistical tools.
  Position Analysis Questionnaire – the most popular 1. Creative Stagnation may set in and the company  Two factors are considered issues in case of internal
quantifiable technique in job analysis. It has 194 suffers. hiring. The first one is the performance and second is
items and was developed by McCormick and 2. Employees become too familiar with each other. the seniority of employees.
Jeanneret. 3. Employees who are not promoted may feel  For external hiring, we have discrimination issues
 Functional Job Analysis – it was developed by Sidney demotivated and loss interest or enthusiasm in their relative to job posting.
A and associates, which concentrates on work jobs.
activity. 4. The promotion criteria may be questioned and loyalty Selection Process
 Comprehensive Data Analysis Program – a method to company becomes datable issue.  After screening and sorting out of the resumes of the
of job analysis that focuses on the work activities applicants, the following initial steps will take place:
hence requires an inventory of tasks of each group of 1. Applicants who qualify for preliminary screening and
job. It was developed by Raymond E. Christal and his sorting are notified.
associates. EXTERNAL HIRING 2. The applicants fill out the company’s application form
 Occupational Information Network – a system - Filling job vacancy with an applicant from and scheduled for preliminary interview and
comprising of O*Net Database and O*Net Online. outside the company. psychological testing.

Job Design – usually come after the Job Analysis. Advantages of External Hiring: Psychological Testing
- A process of work arrangement aimed at 1. New employees bring in new ideas in the company.  Psychological Test – a formal device that has been
reducing or overcoming job dissatisfaction and 2. The company has all the opportunity to select the developed through careful research. It is systematic
employee alienation. best candidates. procedure for observing a particular behavior using
Job Enlargement – a horizontal approach to job design. 3. The company can provide jobs to more people. standardized scale.
Job Enrichment – a vertical approach to job design. 4. The company can maximize its recruitment efforts  Charles Spearman – developed the “g” factor and “s”
and improve its roster of employees. factor.
LESSON 4: Recruitment and Staffing Decisions  L.L. Thurstone – developed the seven primary
Disadvantages of External Hiring: abilities which include the verbal comprehension,
Recruitment – a process of attracting applicants qualified to 1. The company incur more costs especially in training word fluency, number, space, memory, perceptual
occupy vacant positions in a company. new employees. speed and reasoning.
- It consists of various activities that help in hiring 2. It may take time before the best candidates for the  J.P. Guilford – categorized intelligence in three
the best fit for the position. positions are chosen. dimensions which include the operations, content
Sources of Applicants 3. New employees may also take time to absorb the and products.
- Applicants are sourced out either internally or culture of the company.  Robert Sternberg – pioneered a three-dimensional
externally. 4. Salary distortions are inevitable to companies approach to intelligence which include the
- Internal Hiring Vs. External Hiring desperate to get only the best employees. componential, experiential and contextual thinking.
 Howard Gardner – proposed the six types of
INTERNAL HIRING Sources of External Hiring intelligence which are the following: logical-
- A process of hiring someone from within the The following are the external sources of applicants: mathematical, spatial, bodily kinesthetic, musical and
organization. 1. Newspaper Advertisement personal.
2. Internet  Singer and Salovey – introduced the emotional
Advantages of Internal Hiring: 3. Manpower Agency intelligence which encompasses the ability of a
1. Employees are motivated to work harder. 4. Executive Search person to monitor one’s and other people’s emotions
2. Employees are already familiar with the company’s 5. Walk-In and feelings.
system or culture. 6. Referrals
3. Companies incur less costs in terms of recruitment 7. Job Fairs Types of Tests
process. 8. Campus Recruitment 1. General Intelligence Tests
4. Salary distortion can be avoided. 9. Project Basis Intelligence Tests refer to “heterogeneous tests
yielding global score, such as an IQ or Intelligence
Disadvantages of Internal Hiring: Internal and External Hiring Issues Quotient.
a. Standford-Binet Intelligence Test
 b. Weschler Adult Intelligence Scale (WAIS) 4. Reliable – the psychological test is reliable if the test Companies should be equal-opportunity employers which
takers yield the same test scores each time they are means that there should be no discrimination from the
Stanford-Binet Intelligence Test – the popular individually measured. recruitment up to the job offer stage of deploying newly hired
administered intelligence test. 5. Valid – Validity is defined as the degree to which the employees.
test actually measures what it intends to measure.
2. Aptitude Test
Aptitude Test measure one’s inclination to succeed in CONSIDERATIONS IN THE CONDUCT OF PSYCHOLOGICAL TESTS
a particular field. They are also defined by Anastasi as 1. Psychological Test must be standardized, can be
the tests which measure relatively homogeneous and measured and scored objectively, valid and reliable.
clearly defined segments of ability. 2. The conduct of psychological test should be uniform
a. Mechanical Aptitude Test in terms of the test conditions.
b. Psychomotor Skills Test 3. There should be enough materials such as pencils,
c. Clerical Aptitude Test erasers and the like for the examinees.
4. Examiners should be trained on how to properly
Flanagan Industrial Test – the most popular aptitude test used administer tests and interpret results.
in different industries.
FAKING OF ANSWERS
3. Performance Tests – evaluates the candidate’s Some applicants may be too desperate to get the job thus they
knowledge of the job acquired and developed by the tend to fake their answers in the personality tests.
firm.
4. Vocational Interest Test – These tests compare a 1. Use the Force-Choice Technique
person’s interests with the interests of those who 2. Come up with perfect attributes that an ordinary
have been successful in a specific job. person would not possess.
3. Repeat the administration of the test
Strong Campbell Interest Inventory and Kuder Occupational
Interest Survey are the most widely used interest inventories. SCREENING INTERVIEW AND BACKGROUND CHECK

5. Personality Test The types of interviews are the following:

- These tests are used to measure temperament 1. Panel Interview
and personality as well as to get a rundown of 2. Behavioral or Experience-based interview
the applicant’s traits. 3. Structured Interview
a. Objective Self-Report Inventory – the most 4. Unstructured Interview
common type of personality test
b. Projective Test – reveals unconscious aspect of Background Investigation – a way of finding out the
personality authenticity of the documents.

CHARACTERISTICS OF PSYCHOLOGICAL TESTS JOB OFFER, EMPLOYMENT CONTRACT AND PSYCHOLOGICAL

1. Standardized – a good psychological test requires CONTRACT
uniformity in the administration.
2. Objective – a psychological test is said to be objective Job Offer – A process of offering the job to the chosen
if its scoring and interpretation are consistent. candidate.
3. Based on Norms – Norms provide a better Employment Contract – contains the general information of
interpretation of raw scores because these test scores the employment.
are compared with those of a group of people who Psychological Contract – unwritten expectations of the newly
took the same test. hired employee and employer from each other.

EQUAL EMPLOYMENT OPPORTUNITY