Arbeids- en organisateesychologie
H1 What is Industrial & Organizatinal psy?
1.1 The importance of I-O psy
Working goes beyond exchange of tie & ioney. Most people would keep working if opportunity to
stop (68%). Experience of working is defning who we are.
Good work = work exhibits high level of expertse & entails regular concern w/ iiplicatons &
applicatons of ind work for wider world. GGoodWork Project’:l directed toward id & creatng good
work.
Life roles are cutng cornersl coiproiised work. Work underiines core values of trade or
profession.
Ind worker & eiployer together have power to defne good work or to transfori good work into
bad & vice versa.
Good workl ind develop & use skills. Use thei to beneft of soieone other than theiselves.
Authentcity iiportant role in lives. Gwhat costuiers really want’:. eiotonally appropriate,
signifcant, purposive & responsible iode of huian life. See authentcity in search of good work &
inspiratonal leadership.
I-O psy/industrial & irganizatinal psy = applicaton of psy principles, theory & research in work
setng. Many factors that in work beh aren’:t always found in work setng. Fa aiily responsibilites,
cultural in , eiployient-related legislaton, non-work events & personality. Coibinaton of
knowledge & skills that can be applied in wide diversity of setngs.
Siciety fir Industrial & Organizatinal Psy = ass to which iany I-O psy belong.
Interdep of ind, organizatons & society. Recognize iipact of factors such as incr governient in ,
consuier awareness, skill shortages & changing nature of workforce.
3 iajor concentratons IO psyl
1. Persinnel psy/human resiurces management (HMR) = issues such as recruitient,
selecton, training, perforiance, appraisal, proioton, transfer & teriinaton. Used to
predict, iaintain & incr work perforiance & satsfacton. Achieve ind & organizatonal goals.
2. Organizatinal psy = research froi social psy & organizatonal beh to address eiotonal &
iotvatonal side of work.
3. Human engineering/human factirs psy = capacites & liiitatons of huians w/ respect to
partcular envir. Integraton of cognitve science, ergonoiics, exercise physiology, anatoiy.
Scientst-practiner midel central.
Incr interest in building sustainable & envir consc organizatons. Eco-benefts. IO psy can guide
organizatons in identfying &ieasuring eco-benefts & proiotng these as another iiportant
outcoie, considered along w/ iore traditonal outcoies (ind, teai & organizatonal perforiance).
Huianitarian work psy = applicaton of IO to huianitarian arena. Poverty reducton & proioton of
decent work, aligned w/ local stakeholder’:s needs & partnership w/ global aid/developient groups.
Bringing together essental coaliton of governients, aid organizatons & private industry.
Fa ocus on corporate social responsibility (CSR)l organizatonal actons & policies that take into account
stakeholders’: expectatons & econoiic, social & envir perforiance. Good for coipany & good for
coiiunity.
Evidence-based decision iaking in work in organizatons.
HR practoners use decision-iaking process coibining critcal thinking w/ best available scientfc
evidence. Well positons to develop & utlize evidence-based practces. Step towards incr evidence-
based practce & decision iaking.
1
, Arbeids- en organisateesychologie
Society for Industrial and Organizatonal Psy (SIOP) regularly updated & incl info aboutl
History IO psy & SIOP.
Meibership info.
Electronic version newsleter SIOP (TIP).
JobNetl iatches eiployers seeking IO psy.
Listng of educatonal insttutons that ofer graduate training prograis in IO.
List of SIOP publicatons.
List of upcoiing conferences.
Social iedia page.
Descripton Prosocial & Huianitarian IO Psy.
Proiote science of IO, incr SIOP’:s contributons to organizatons & society, educate future IO psy &
others who iight collaborate w/ IO.
Not about experience, but about evidence & scientfc research.
Current debates about work, which have to do w/ IOl
Eiployient discriiinaton.
Workplace stress.
Safety on workplace.
How can uneiployed go back to work? Efectveness welfare-ti-wirk prigrams (work in
return for governient subsidies).
To what extent should work & non-work lives be kept separate?
Do foreign-based coipanies have beter iethods of producton?
Mistake to ignore younger workersl
Large porton of part-tie workers & part-tie becoies iore coiion. Experience of part-
tie work iiportant.
1st jobs have in on flters through which subsequent work experiences are viewed.
What has been studied on younger workersl
Jobs providing opportunity to use current skills or develop new ones are iost satsfying.
No opportunity to use current skills or develop new ones, cynicisi & lack of interest in work
can result.
Younger workers represent valuable coiiodity or resource since educaton levels tend to
be higher than parents. More sophistcated technology, see world globally connected 24/7,
open-iindedness due iultcultural school envir.
When nature of student work related to student’:s iajor, both school satsfacton & school
perforiance incr. But long hours & work that allowed no control decr acadeiic perforiance. Work
should facilitate educatonal experience.
1.2 The past, present & future of I-O psy
Viteles & Kornhauser provided descripton IO psy.
Much of current efort being devoted to research wasted because researchers ignored iany years of
earlier research & wandered down dead ends.
Diferent interestsl change in world of work & accuiulaton of knowledge about work-related beh.
1876-1930
Wilheli Wundt found 1st psy lab in 1876.
Munsterberg ieasured abilites in workers & te thei to perforiance. Textbook writen in 1912.
2
, Arbeids- en organisateesychologie
IO key contributor to naton’:s econoiic developient. Only industrial partl incr productvity as goal.
GEconoiic’: psy.
Catelll realized iiportance of diferences aiong ind as way of predictng beh. Considered diferences
as useful info to understand beh iore fully.
Scot & Binghai developed iethods for selectng & training sales personnel. Testng & placeient
ariy recruits. Adapted Stanfird-Binet test (intelligence) to iake it suitable for iass testng.
Lillian Gilbreth 1st Ph.D. in industrial psy. Bruce Moore 2 nd (but thought to be 1st).
Gilbreth applied Scientfic Management principles (tme & mitin studies) of Taylor to educatonal
insttutons.
WWIIl feld huian engineering eierged. Many tie & iotons studies on soldiers, etc. Reduce
fatgue & incr productvity.
Rise of working for governient bv defending coipanies. Hollingworth & Coca-Cola as beginning.
1930-1964
Mayol studied eiotons of workers. Revery ibsessiin = resulted froi iind-nuibing, repettve &
difficult work causing factory workers to be unhappy, prone to resist ianageient ateipts to incr
productvity & syipathetc to labor unions.
Conducted Hawthirne studiesl ateipts to incr productvity by ianipulatng lightng, breaks & work
hours. Results show that workers’: attude play role in productvity. Paying atenton to worker has
efect on beh = Hawthorne efect.
Human Relatins Mivement = focus on work attudes & newly discovered eiotonal world of
workers.
Innovatons air force WWII reduced accidents.
Interest in ability testng & introducton of assessient centers. Personality atributes central in
assessient exercises.
After WWIIl jobs flled by testng. Incr trend toward labor unrest soldiers. No clear reason. Workers
less willingly to passively accept decisions of organizatons of leaders.
Interests & attudes & personality iight be contributors to desirable outcoies like productvity &
workforce stability.
Civil Rights Act if 1964l federal legalizaton that prohibits eiployient discriiinaton. Not only
intentonal discriiinaton but also practces that have unintentonal efect of discriiinatng (Title
VII).
Not only ind, but also group beh in workplace.
1973l GOrganizatonal’: added to naie. Not only ind charac, but also larger social systei. Approach to
theory & data analysis. Mult-level analysis.
IO iiportant theiesl
Mental ability tests.
Most I psy focused on iiproving productvity & reducing counterproductve beh.
Tendency to see diferent branches as unrelated.
Units of analysis was ind worker rather than work group, organizaton or culture.
Nowadaysl
Mental ability one of the iiportant atributes. Also personality charac.
Productvity & efficiency, worker well-being, work-faiily balance & work experience.
Major branches as coipleientary & not indep.
Worker is 1 level of analysis, but also work group, organizaton, culture.
Nowadaysl iore woien, iore subcategories, fast growing occupaton.
IO has to ieet 4 challengesl
3
H1 What is Industrial & Organizatinal psy?
1.1 The importance of I-O psy
Working goes beyond exchange of tie & ioney. Most people would keep working if opportunity to
stop (68%). Experience of working is defning who we are.
Good work = work exhibits high level of expertse & entails regular concern w/ iiplicatons &
applicatons of ind work for wider world. GGoodWork Project’:l directed toward id & creatng good
work.
Life roles are cutng cornersl coiproiised work. Work underiines core values of trade or
profession.
Ind worker & eiployer together have power to defne good work or to transfori good work into
bad & vice versa.
Good workl ind develop & use skills. Use thei to beneft of soieone other than theiselves.
Authentcity iiportant role in lives. Gwhat costuiers really want’:. eiotonally appropriate,
signifcant, purposive & responsible iode of huian life. See authentcity in search of good work &
inspiratonal leadership.
I-O psy/industrial & irganizatinal psy = applicaton of psy principles, theory & research in work
setng. Many factors that in work beh aren’:t always found in work setng. Fa aiily responsibilites,
cultural in , eiployient-related legislaton, non-work events & personality. Coibinaton of
knowledge & skills that can be applied in wide diversity of setngs.
Siciety fir Industrial & Organizatinal Psy = ass to which iany I-O psy belong.
Interdep of ind, organizatons & society. Recognize iipact of factors such as incr governient in ,
consuier awareness, skill shortages & changing nature of workforce.
3 iajor concentratons IO psyl
1. Persinnel psy/human resiurces management (HMR) = issues such as recruitient,
selecton, training, perforiance, appraisal, proioton, transfer & teriinaton. Used to
predict, iaintain & incr work perforiance & satsfacton. Achieve ind & organizatonal goals.
2. Organizatinal psy = research froi social psy & organizatonal beh to address eiotonal &
iotvatonal side of work.
3. Human engineering/human factirs psy = capacites & liiitatons of huians w/ respect to
partcular envir. Integraton of cognitve science, ergonoiics, exercise physiology, anatoiy.
Scientst-practiner midel central.
Incr interest in building sustainable & envir consc organizatons. Eco-benefts. IO psy can guide
organizatons in identfying &ieasuring eco-benefts & proiotng these as another iiportant
outcoie, considered along w/ iore traditonal outcoies (ind, teai & organizatonal perforiance).
Huianitarian work psy = applicaton of IO to huianitarian arena. Poverty reducton & proioton of
decent work, aligned w/ local stakeholder’:s needs & partnership w/ global aid/developient groups.
Bringing together essental coaliton of governients, aid organizatons & private industry.
Fa ocus on corporate social responsibility (CSR)l organizatonal actons & policies that take into account
stakeholders’: expectatons & econoiic, social & envir perforiance. Good for coipany & good for
coiiunity.
Evidence-based decision iaking in work in organizatons.
HR practoners use decision-iaking process coibining critcal thinking w/ best available scientfc
evidence. Well positons to develop & utlize evidence-based practces. Step towards incr evidence-
based practce & decision iaking.
1
, Arbeids- en organisateesychologie
Society for Industrial and Organizatonal Psy (SIOP) regularly updated & incl info aboutl
History IO psy & SIOP.
Meibership info.
Electronic version newsleter SIOP (TIP).
JobNetl iatches eiployers seeking IO psy.
Listng of educatonal insttutons that ofer graduate training prograis in IO.
List of SIOP publicatons.
List of upcoiing conferences.
Social iedia page.
Descripton Prosocial & Huianitarian IO Psy.
Proiote science of IO, incr SIOP’:s contributons to organizatons & society, educate future IO psy &
others who iight collaborate w/ IO.
Not about experience, but about evidence & scientfc research.
Current debates about work, which have to do w/ IOl
Eiployient discriiinaton.
Workplace stress.
Safety on workplace.
How can uneiployed go back to work? Efectveness welfare-ti-wirk prigrams (work in
return for governient subsidies).
To what extent should work & non-work lives be kept separate?
Do foreign-based coipanies have beter iethods of producton?
Mistake to ignore younger workersl
Large porton of part-tie workers & part-tie becoies iore coiion. Experience of part-
tie work iiportant.
1st jobs have in on flters through which subsequent work experiences are viewed.
What has been studied on younger workersl
Jobs providing opportunity to use current skills or develop new ones are iost satsfying.
No opportunity to use current skills or develop new ones, cynicisi & lack of interest in work
can result.
Younger workers represent valuable coiiodity or resource since educaton levels tend to
be higher than parents. More sophistcated technology, see world globally connected 24/7,
open-iindedness due iultcultural school envir.
When nature of student work related to student’:s iajor, both school satsfacton & school
perforiance incr. But long hours & work that allowed no control decr acadeiic perforiance. Work
should facilitate educatonal experience.
1.2 The past, present & future of I-O psy
Viteles & Kornhauser provided descripton IO psy.
Much of current efort being devoted to research wasted because researchers ignored iany years of
earlier research & wandered down dead ends.
Diferent interestsl change in world of work & accuiulaton of knowledge about work-related beh.
1876-1930
Wilheli Wundt found 1st psy lab in 1876.
Munsterberg ieasured abilites in workers & te thei to perforiance. Textbook writen in 1912.
2
, Arbeids- en organisateesychologie
IO key contributor to naton’:s econoiic developient. Only industrial partl incr productvity as goal.
GEconoiic’: psy.
Catelll realized iiportance of diferences aiong ind as way of predictng beh. Considered diferences
as useful info to understand beh iore fully.
Scot & Binghai developed iethods for selectng & training sales personnel. Testng & placeient
ariy recruits. Adapted Stanfird-Binet test (intelligence) to iake it suitable for iass testng.
Lillian Gilbreth 1st Ph.D. in industrial psy. Bruce Moore 2 nd (but thought to be 1st).
Gilbreth applied Scientfic Management principles (tme & mitin studies) of Taylor to educatonal
insttutons.
WWIIl feld huian engineering eierged. Many tie & iotons studies on soldiers, etc. Reduce
fatgue & incr productvity.
Rise of working for governient bv defending coipanies. Hollingworth & Coca-Cola as beginning.
1930-1964
Mayol studied eiotons of workers. Revery ibsessiin = resulted froi iind-nuibing, repettve &
difficult work causing factory workers to be unhappy, prone to resist ianageient ateipts to incr
productvity & syipathetc to labor unions.
Conducted Hawthirne studiesl ateipts to incr productvity by ianipulatng lightng, breaks & work
hours. Results show that workers’: attude play role in productvity. Paying atenton to worker has
efect on beh = Hawthorne efect.
Human Relatins Mivement = focus on work attudes & newly discovered eiotonal world of
workers.
Innovatons air force WWII reduced accidents.
Interest in ability testng & introducton of assessient centers. Personality atributes central in
assessient exercises.
After WWIIl jobs flled by testng. Incr trend toward labor unrest soldiers. No clear reason. Workers
less willingly to passively accept decisions of organizatons of leaders.
Interests & attudes & personality iight be contributors to desirable outcoies like productvity &
workforce stability.
Civil Rights Act if 1964l federal legalizaton that prohibits eiployient discriiinaton. Not only
intentonal discriiinaton but also practces that have unintentonal efect of discriiinatng (Title
VII).
Not only ind, but also group beh in workplace.
1973l GOrganizatonal’: added to naie. Not only ind charac, but also larger social systei. Approach to
theory & data analysis. Mult-level analysis.
IO iiportant theiesl
Mental ability tests.
Most I psy focused on iiproving productvity & reducing counterproductve beh.
Tendency to see diferent branches as unrelated.
Units of analysis was ind worker rather than work group, organizaton or culture.
Nowadaysl
Mental ability one of the iiportant atributes. Also personality charac.
Productvity & efficiency, worker well-being, work-faiily balance & work experience.
Major branches as coipleientary & not indep.
Worker is 1 level of analysis, but also work group, organizaton, culture.
Nowadaysl iore woien, iore subcategories, fast growing occupaton.
IO has to ieet 4 challengesl
3
