MODULE 1.1 The Importance of I-O Psychology
The Importance of Work in People’s Lives
• The Concept of “Good Work”
• Authenticity: A Trend of Interest to I-O Psychologists
What Is I-O Psychology?
I-O Psychology’s Contributions to Society
Evidence-Based I-O Psycholog
SIOP as a Resource
-What is SIOP?
-What is human resource management?
-What is human engineering or human factors management?
- Society for Industrial and Organizational Psychology
SIOP An association to which many I-O psychologists,
both practitioners and researchers, belong. Designated
as Division 14 of the American Psychological Association
(APA)
They are:
Scientists who derive principles of individual, group, and organizational behavior through
research;
Consultants and staff psychologists who develop scientific knowledge and apply it to the solution
of problems at work
Scientist-Practitioner Model: Using scientific tools and research in the practice of I-O psychology
(vs. relying on “best practices” or experience)
Personnel psychology →Field of psychology that addresses issues such as
• recruitment, selection, training,
• performance appraisal,
• promotion, transfer, and termination.
Human resources management (HRM)→Practices such as recruitment, selection, retention,
training, and development of people (human resources) in order to achieve individual and
organizational goals.
Personnel psychology (often seen as part of human resources management, or HRM) addresses
issues such as recruitment, selection, training, performance appraisal, promotion, transfer, and
termination. The approach assumes that people are consistently different in their attributes and
work behaviors and that information about these differences can be used to predict, maintain, and
increase work performance and satisfaction
Organizational psychology→Field of psychology that combines research from social psychology
and organizational behavior and addresses the emotional and motivational side of work.
Human engineering or human factors psychology→The study of the capacities and limitations of
humans with respect to a particular environment.
-What are the 6 Common Areas of Concentration for I-O Psychologists?
, -What is the scientist practitioner model?
1)Selection and placement
• Developing tests
• Validating tests
• Analyzing job content
• Identifying management potential
• Defending tests against legal challenge
2)Training and development
• Identifying training and development needs
• Forming and implementing technical and managerial training programs
• Evaluating training effectiveness
• Career planning
3)Organizational development
• Analyzing organizational structure
• Maximizing satisfaction and effectiveness of employees
• Facilitating organizational change
4)Performance measurement
• Developing measures of performance
• Measuring the economic benefit of performance
• Introducing performance evaluation systems
5)Quality of work life
• Identifying factors associated with job satisfaction
• Reducing stress in the workplace
• Redesigning jobs to make them more meaningful
6)Engineering psychology
• Designing work environments
• Optimizing person–machine effectiveness
• Making workplaces safer
Scientist-practitioner model→A model that uses scientific tools and research in the practice of I-O
psychology.
• I-O Psychology’s Contributions to Society
increasingly interested in building sustainable and environmentally conscious organizations
efforts to lead the way in helping organizations to be more sustainable:
• organizational initiatives that were implemented for traditional business purposes (e.g.,
cost savings and process efficiency) but can in turn yield environmental benefits, which are
also known as eco‐benefits
• e.g. online testing and assessment (Chapter 3), telecommuting (Chapter 9), and
compressed workweeks (Chapter 9) have all been linked with environmental sustainability
humanitarian work psychology
• are prosocial applications of psychology
• poverty reduction and the promotion of decent work, aligned with local stakeholders’
needs, and in partnership with global aid/development groups
A related trend in I‐O psychology is a focus on corporate social responsibility (CSR)
• defined as organizational actions and policies that take into account stakeholders’
expectations as well as economic, social, and environmental performance
The Importance of Work in People’s Lives
• The Concept of “Good Work”
• Authenticity: A Trend of Interest to I-O Psychologists
What Is I-O Psychology?
I-O Psychology’s Contributions to Society
Evidence-Based I-O Psycholog
SIOP as a Resource
-What is SIOP?
-What is human resource management?
-What is human engineering or human factors management?
- Society for Industrial and Organizational Psychology
SIOP An association to which many I-O psychologists,
both practitioners and researchers, belong. Designated
as Division 14 of the American Psychological Association
(APA)
They are:
Scientists who derive principles of individual, group, and organizational behavior through
research;
Consultants and staff psychologists who develop scientific knowledge and apply it to the solution
of problems at work
Scientist-Practitioner Model: Using scientific tools and research in the practice of I-O psychology
(vs. relying on “best practices” or experience)
Personnel psychology →Field of psychology that addresses issues such as
• recruitment, selection, training,
• performance appraisal,
• promotion, transfer, and termination.
Human resources management (HRM)→Practices such as recruitment, selection, retention,
training, and development of people (human resources) in order to achieve individual and
organizational goals.
Personnel psychology (often seen as part of human resources management, or HRM) addresses
issues such as recruitment, selection, training, performance appraisal, promotion, transfer, and
termination. The approach assumes that people are consistently different in their attributes and
work behaviors and that information about these differences can be used to predict, maintain, and
increase work performance and satisfaction
Organizational psychology→Field of psychology that combines research from social psychology
and organizational behavior and addresses the emotional and motivational side of work.
Human engineering or human factors psychology→The study of the capacities and limitations of
humans with respect to a particular environment.
-What are the 6 Common Areas of Concentration for I-O Psychologists?
, -What is the scientist practitioner model?
1)Selection and placement
• Developing tests
• Validating tests
• Analyzing job content
• Identifying management potential
• Defending tests against legal challenge
2)Training and development
• Identifying training and development needs
• Forming and implementing technical and managerial training programs
• Evaluating training effectiveness
• Career planning
3)Organizational development
• Analyzing organizational structure
• Maximizing satisfaction and effectiveness of employees
• Facilitating organizational change
4)Performance measurement
• Developing measures of performance
• Measuring the economic benefit of performance
• Introducing performance evaluation systems
5)Quality of work life
• Identifying factors associated with job satisfaction
• Reducing stress in the workplace
• Redesigning jobs to make them more meaningful
6)Engineering psychology
• Designing work environments
• Optimizing person–machine effectiveness
• Making workplaces safer
Scientist-practitioner model→A model that uses scientific tools and research in the practice of I-O
psychology.
• I-O Psychology’s Contributions to Society
increasingly interested in building sustainable and environmentally conscious organizations
efforts to lead the way in helping organizations to be more sustainable:
• organizational initiatives that were implemented for traditional business purposes (e.g.,
cost savings and process efficiency) but can in turn yield environmental benefits, which are
also known as eco‐benefits
• e.g. online testing and assessment (Chapter 3), telecommuting (Chapter 9), and
compressed workweeks (Chapter 9) have all been linked with environmental sustainability
humanitarian work psychology
• are prosocial applications of psychology
• poverty reduction and the promotion of decent work, aligned with local stakeholders’
needs, and in partnership with global aid/development groups
A related trend in I‐O psychology is a focus on corporate social responsibility (CSR)
• defined as organizational actions and policies that take into account stakeholders’
expectations as well as economic, social, and environmental performance
