Chapter 13: INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY
Industrial-Organizational Psychology: a subfield of psychology that focuses on how people's
psychology and behavior affect their work and how their work affects them.
Industrial psychology looks at candidate and job traits and how to match them, as well as staff
development and performance evaluation.
Organizational psychology examines how people interact inside organizations and how that
interaction affects performance.
Human factors psychology examines how employees use their tools of the trade and how to
design them to maximize productivity, security, and well-being.
- known as "ergonomics" in Europe.
- Tools of work can include interaction with a machine, work station, information displays,
and the local environment (e.g., lighting).
, The Hawthorne Effect refers to the improvement in performance of those who are observed,
followed, and paid attention to by researchers or managers.
SELECTING EMPLOYEES
Job analysis – accurately describing the task/job.
Industrial-Organizational Psychology: a subfield of psychology that focuses on how people's
psychology and behavior affect their work and how their work affects them.
Industrial psychology looks at candidate and job traits and how to match them, as well as staff
development and performance evaluation.
Organizational psychology examines how people interact inside organizations and how that
interaction affects performance.
Human factors psychology examines how employees use their tools of the trade and how to
design them to maximize productivity, security, and well-being.
- known as "ergonomics" in Europe.
- Tools of work can include interaction with a machine, work station, information displays,
and the local environment (e.g., lighting).
, The Hawthorne Effect refers to the improvement in performance of those who are observed,
followed, and paid attention to by researchers or managers.
SELECTING EMPLOYEES
Job analysis – accurately describing the task/job.
