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Unit 1 Introduction to Organizationa and Industrial Psychology
- 1. INTRODUCTION TO INDUSTRIAL/ORGANIZATION AL (I/O) PSYCHOLOGY Dr. Galanakis MichaelDr. Galanakis Michael Online Course Contact: galanakismichael@hotmail.com
- 2. WHAT IS I/O PSYCHOLOGY? Textbook definition: “Application of psychological principles and theories to the workplace” What I tell my peers: Study of how people get along at work and are able to perform effectively. Evaluate behavior and motives in the workplace. The study of psychopathology within occupational context. The optimization of procedures and regulations regarding the human capital. Understand how, why, when, where, what employees deliver in the workplace.
- 3. WHAT IS I/O PSYCHOLOGY? Subareas within I/O Industrial or personnel psychology HR stuff: recruitment, job analysis, selection, training, performance appraisal, compensation, employment law (Title VII of CRA) KSAs job performance Organizational psychology Micro: motivation, leadership, teams, worker attitudes, safety & well-being, work-family Macro: org theory, culture, org development & change
- 4. WHAT IS I/O PSYCHOLOGY? Subareas within I/O Human factors & ergonomics Modifying equipment & env to fit workers
- 5. WHAT IS I/O PSYCHOLOGY? Society for Industrial and Organizational Psychology (SIOP) www.siop.org Division 14 of the American Psychological Association (APA) Good overviews… Textbooks by the two Pauls
- 6. WHAT IS I/O PSYCHOLOGY? Psychology is the science of human behavior I/O psychology is the science of human behavior at work Dual focus Efficiency/productivity of organizations Health/well-being of employees Dual nature Application of the science of psychology to the workplace Development/discovery of scientific psychological principles at work
- 7. SPECIFIC AREAS OF CONCERN Recruiting and selecting employees for jobs Training employees Assessing performance Defining and analyzing jobs Determining people feel about work Determining why people act as they do at work Effects work has on people Effects people have on one another How organizations are structured and function Designing work Designing tools and equipment Employee Health and Safety
- 8. I/O AS A PROFESSION Graduate degree necessary (MA or Ph.D.) Content of graduate training Basic psychology Research methods (heavy emphasis) I/O content Thesis, Dissertation Qualifying exam Internship, practice Entry requirements very competitive SIOP website for most US programs (www.siop.org) Employment Little or no unemployment Academic and nonacademic market strong Field expanding and becoming popular
- 9. PERCENTAGE OF I/O PSYCHOLOGISTS WHO WORK IN VARIOUS SETTINGS IN 1960 AND 2001 (USA) Setting 2001 1960 Consulting firms 32% 28% Government 7% 11% Private companies 15% 35% Universities 38% 26% Other 8% Note: Trend away from private companies in favor of consulting firms and academia.
- 10. MEAN SALARIES OF I/O PSYCHOLOGISTS IN THE US IN 2000 M.A. $67,000 Ph.D. $90,000 Top 10% $200,000 or more Professors $73,000 Companies $100,000 New Ph.D. $60,000 Men $93,000 Women $77,000 Note: Gender difference mostly accounted for by women being more likely to be M.A. level and being younger. Source: Katkowski, D. A., & Medsker, G. J. (2011).
- 11. I/O PSYCHOLOGY AROUND THE WORLD At one time I/O was almost entirely American I/O interest has exploded over the past 10-15 years and accelerating American consulting firms have become international, reflected in names DDI--Developmental Decisions Inc. to International PDI--Personnel Decisions Inc. to International Number of graduate programs increasing rapidly around the world
- 12. COUNTRIES WITH THE MOST I/O GRADUATE PROGRAMS Country Number of programs Country Number of programs U.S. 124 France 4 Germany 11 New Zealand 4 Australia 7 Spain 4 Canada 7 Turkey 4 England 7 Korea 3 Belgium 5 Nigeria 3 China 5 Puerto Rico 3 Netherlands 5
- 13. THE MOST POPULAR I/O RESEARCH TOPICS IN EIGHT COUNTRIES Country Topics Canada Career development, Employee selection, job stress, leadership England Employee selection, gender, job stress, leadership, turnover Germany Job Stress, motivation, training, work environment India Job satisfaction, job stress, motivation, organizational level Israel Career development, job satisfaction, motivation, performance appraisal, values Japan Career development, job stress, leadership, motivation Scandinavi a Gender, job stress, shift work, unemployment United States Career development, employee selection, leadership, performance
- 14. HISTORY OF I/O Began early 1900s World War I first mass testing Between wars psychology helping business: I side Hawthorne studies impact of social aspects: O side World War II: Psychology and the war effort Civil rights movement: Job relevance Technological change
- 15. HAWTHORN STUDIES - VIDEO Check the following link https://www.youtube.com/watch?v=W7RHjwmVGhs
- 16. THE CIVIL RIGHTS MOVEMENT Check out this link https://www.youtube.com/watch?v=7tas9OzGYcM
- 17. LEADING HISTORICAL FIGURES Hugo Münsterberg: Psycho lo g y and IndustrialEfficie ncy https://www.youtube.com/watch?v=eejQygFqPIQ Walter Dill Scott: The Theory of Advertising https://www.youtube.com/watch?v=3JmeGwEvom4 Frederick Winslow Taylor: Scientific Management https://www.youtube.com/watch?v=vNfy_AHG-MU Robert Yerkes: Army Alpha and Beta tests https://www.youtube.com/watch?v=YS-uGpSP4x4 Lillian Gilbreth: Time and motion; Human factors https://www.youtube.com/watch?v=k9vIhPszb2I Roethlisberger & Dickson: Hawthorne Studies
- 18. TIMELINE OF MAJOR EVENTS
- 19. PROSPECTS FOR I/O FIELD Rapidly growing New areas/topics Attracting more graduate students More graduate programs More psychologists in the world Job market strong: Academic and applied Area of psychology making an impact on the world Relevant to anyone who works Interdisciplinary connections Business, engineering, health fields, other areas of psychology
- 20. WHO ARE I/O PSYCHOLOGISTS? Two general groups Academics Professors in research- and teaching-oriented universities and colleges Example departments: psychology, management, industrial relations, quantitative sciences, occupational health & safety Major activities Teaching courses, conducting research, writing and presenting research papers, attending conferences, mentoring students, performing university and professional service
- 21. WHO ARE I/O PSYCHOLOGISTS? Two general groups Practitioners HR and organizational specialists in consulting, private, and public organizations Major activities Job analysis, diagnosis, surveying employees, designing and administering selection & performance appraisal systems, training, developing psychological tests, implementing and evaluating OD & change, data analysis “Other” category Research institutes, think tanks (e.g., RAND)
- 23. WHO ARE I/O PSYCHOLOGISTS? Scientists AND practitioners Understanding and evaluating research necessary for good practice… …and awareness of practical problems necessary for good research I/Oers are thieves! We “borrow” from social, cognitive, developmental, clinical, and other areas of psychology
- 24. WHERE DO YOU GO TO BECOME AN I/O PSYCHOLOGIST? Grad school!!! Top PhD programs Minnesota, Michigan State, Illinois (UIUC), Akron, Bowling Green, Penn State, George Mason, South Florida, Maryland Good PhD programs (just a sampling!) Central Florida, Florida Tech, Georgia Tech, Colorado State, Portland State, San Diego State Want to be a Canuck? Waterloo, Western Ontario, Calgary, Guelph, St. Mary’s
- 25. WHERE DO YOU GO TO BECOME AN I/O PSYCHOLOGIST? Typical grad school timeline Lots of course work in years 1 and 2 MA thesis completed in year 2 or 3 Varies in formality by program Internship? Comprehensive exams in year 3 Dissertation in years 4 and 5 Proposal and defense meetings
- 26. WHERE DO YOU GO TO BECOME AN I/O PSYCHOLOGIST? Other considerations… PhD or MA program? Psychology or business? Application req’ts may vary (GRE vs. GMAT) Coursework varies (social vs. strategy) More stats and RM courses in psych PhD in business is 100% research-focused Thesis not typical in business Funding better in business Short-term vs. long-term considerations
- 27. WHEN SHOULD YOU BEGIN THINKING ABOUT GRAD SCHOOL IN I/O PSYCHOLOGY?The sooner the better! Stuff to think about early on Relevant coursework I/O (duh!), stats, research methods, tests & measures, social, personality, motivation, cognitive, OB/HR Research experience Honor’s thesis, RA Experience is more important than topic Interact with faculty, grad students Be active (not passive) Attend brownbags Involvement in professional societies (Psi Chi, SIOP)
- 28. WHY SHOULD YOU CONSIDER GETTING A DEGREE IN I/O PSYCHOLOGY?Applied field There will always be practical problems to solve! Company restructuring & downsizing Workplace diversity Variety of job possibilities Academic positions in multiple departments Internal and external consulting Private and public organizations Any combination of the above
- 29. WHY SHOULD YOU CONSIDER GETTING A DEGREE IN I/O PSYCHOLOGY?Variety of research topics Attitudes, emotions, behavior (social) Learning, memory, heuristics (cog) Employee aging, retirement (develop) Employee counseling, coaching (clinical) Data analysis, test development (quant) Field is growing More and more I/O and mgmt dept’s Out with the old, in with the new…
- 30. REFERENCES Lebreton, J. M., Hargis, M. B., Griepentrog, B., Oswald, F. L., & Ployhart, R. E. (2007). A MULTIDIMENSIONAL APPROACH FOR EVALUATING VARIABLES IN ORGANIZATIONAL RESEARCH AND PRACTICE. Personnel Psychology, 60(2), 475- 498. doi:10.1111/j.1744-6570.2007.00080.x McHugh, M. L., & Villarruel, A. M. (2003). Descriptive Statistics, Part I: Level of Measurement. Journal for Specialists in Pediatric Nursing, 8(1), 35. Retrieved from EBSCOhost. Organization Development. (2004). In Encyclopedia of Applied Psychology. Retrieved from http://www.credoreference.com.ezproxy.apollolibrary.com/entry/estappliedpsyc/organiz ation_development SADRI, G., & BOWEN, R. (2011). Meeting EMPLOYEEE requirements: Maslow's hierarchy of needs is still a reliable guide to motivating staff. Industrial Engineer: IE, 43(10), 44-48. Shen, J., Chanda, A., D'Netto, B., & Monga, M. (2009). Managing diversity through human resource management: an international perspective and conceptual framework. International Journal Of Human Resource Management, 20(2), 235-251. doi:10.1080/09585190802670516 Spector, P. E. (2008). Industrial and organizational psychology: Research and practice
- 31. THANK YOU! INTRODUCTION TO INDUSTRIAL/ORGANIZATIONAL (I/O) PSYCHOLOGY Online Course Contact: galanakismichael@hotmail.com Dr. Galanakis MichaelDr. Galanakis Michael