LECTURE 1:
What motivates the most (at work?) → Making progress
- growth
- relatedness
- Autonomy: humans be strange when it comes to relationships: on one hand
like to be together and connect to other people, but within relationship also
want to be ourselves
What are we looking for in nature when working together with other people
based on these 3 elements?
- like to grow from each other (sharing knowledge): basic idea of raising
children
- like to be related to others and be part of a group of something
- within that we want to be ourselves
Chapter 1: What is Industrial and Organizational Psychology:
1876-1930:
- very young science (started around 170 years ago)
- Munsterburg and Cattell→ first two organizational psychologist, that wanted
to understand humans in relation to their work
- WW 1 a lot wars are catalysts for innovation → wanted to understand: can I
predict who in this group will be a good officer
- Later on, they looked at time and motion studies → trying to understand how
people work more effectively in their daily work
Hawthorne effect:
- first study that we found out that human beings have a need for certain
attention
- did an experiment where they asked people how they were doing → then
switched off/dimmed the lights and asked the same question again
- turned out that when they charged the light → people became happier/when
switching the light on again, people were still happy
- how? → Hawthorne effect = the moment you’re assessing a human being,
their behavior also changes
- a measurement is an intervention in itself (the fact that you ask how
someone’s doing, the score already goes up)
- also studies people need attention
1930-1964:
- Hawthorne studies, human relations
- Human relations movement → started to understand what makes people tick
during their work (Maslov, Skinner)
- theories of motivation
- emotional world of the worker
- studies job satisfaction
, - WW 2 → again catalyst for understanding human behavior (especially
interaction between human brain and regimes)
Hybrid working:
- problem in hybrid working is: one group likes to be all by their
selves (likes to work from home → autonomy) and other group
likes growth and relatedness
- with hybrid → you miss out on the core human being are about:
to be connected to each other
Cultural difference in organizations:
- if you question people → give different answers based on their
culture
- So, different cultures have a different tendency to deal with the same issue
- Can measure the personality of a culture in five dimensions
Hofstede’s Theory of Cultural influence: Five dimensions
1. Individualism vs. Collectivism:
define yourself as unique individual or as part of group
2. Power distance:
do have idea that people in higher position have right to act such as?
3. uncertainty avoidance:
how do you deal with the fact that the world around you is uncertain? Can you
deal with the fact that you sometimes don’t know what to do?
some cultures really want certainty, while others do not even have laws
4. Masculinity vs. femininity:
masculinity means → definitions of gender in culture should be very sharp
femininity opposite → walls between gender should not be so clearly defined
5. Long-term vs. Short-term orientation:
if you compare (especially the first 4 dimensions) with Netherlands and
France → what are the differences?
- Netherlands very individualistic country (protestant culture & also
because of money)
- low power distance
- uncertainty avoidance mediocre
Conclusion: cultures have different perceptions of reality → different ideas of how to
interact with each other
Chapter 2: Research Methods and Statistics in I-O Psychology:
Common research designs in I-O Psychology:
1. Experimental:
random assignment of participants to conditions
conducted in a laboratory or the workplace
2. Non-experimental:
does not include manipulation or assignment to different conditions
, two common designs:
- observational design → observes and records behavior
- survey/questionnaire design (most common)
3. Quasi-experimental:
Non-random assignment of participants to conditions
Methods of data collection: qualitative and quantitative research
1. Qualitative methods:
include procedures like observation, interview, case study and analysis of
written documents
only works for smaller groups, not possible with for example 600 people
2. Quantitative methods:
rely on tests, rating scales, and physiological measures
Correlation coefficient: statistic or measure association, reflects magnitude and
direction
Multiple correlation:
Within certain variables they also might be intercorrelated as well → What predicts if
someone is good at basketball?
- correlation between shoe size and ability to play basketball, but that’s
because height and shoe size are intercorrelated
- what happens a lot in social sciences is that you get three variables and that
they are intercorrelated → then you get a multiple correlation
In ideal world people of different dimensions do not correlate with each other → in
many times not the case: then you correct for intercorrelation with regression
Regression analysis is about the unique predictability of a variable on another
variable
Meta analysis:
- meta-analysis is a a study of studies
- statistical method for combining results from many studies to draw a general
conclusion
- one study might be lot bigger than the other → so can’t just add up the
correlation and take the average
- rather looking at an estimation of how big the correlation in real life is
- advantage: don’t need to read all 40 articles for example
Interpretation through reliability and validity:
Reliability: consistency or stability of a measure
1. test-retest reliability: calculated by correlating measurements taken at time a
and time b
2. internal consistency: assesses how consistently items of a test measure a
single construct
, Validity: whether measurements taken accurately and completely represent what is
to be measured
- predictor: test chosen or developed to assess identified abilities or other
characteristics (KSAO → knowledge, skills, etc.)
- criterion: outcome variable describing important performance domain
- In organization, the holy grill is: performance → ultimately want to predict who
in this group is going to be the most successful in their jobs?
- try to make prediction of a criterion (performance)
- other important one: stress and burn out
Generalizability:
- application of results from one study or sample to other participants or
situations
- they more areas a study includes, the greater its generalizable
- every time a compromise is made, the generalizability is reduced
- have to be extremely conscious when drawing conclusions/generalizing
research
What motivates the most (at work?) → Making progress
- growth
- relatedness
- Autonomy: humans be strange when it comes to relationships: on one hand
like to be together and connect to other people, but within relationship also
want to be ourselves
What are we looking for in nature when working together with other people
based on these 3 elements?
- like to grow from each other (sharing knowledge): basic idea of raising
children
- like to be related to others and be part of a group of something
- within that we want to be ourselves
Chapter 1: What is Industrial and Organizational Psychology:
1876-1930:
- very young science (started around 170 years ago)
- Munsterburg and Cattell→ first two organizational psychologist, that wanted
to understand humans in relation to their work
- WW 1 a lot wars are catalysts for innovation → wanted to understand: can I
predict who in this group will be a good officer
- Later on, they looked at time and motion studies → trying to understand how
people work more effectively in their daily work
Hawthorne effect:
- first study that we found out that human beings have a need for certain
attention
- did an experiment where they asked people how they were doing → then
switched off/dimmed the lights and asked the same question again
- turned out that when they charged the light → people became happier/when
switching the light on again, people were still happy
- how? → Hawthorne effect = the moment you’re assessing a human being,
their behavior also changes
- a measurement is an intervention in itself (the fact that you ask how
someone’s doing, the score already goes up)
- also studies people need attention
1930-1964:
- Hawthorne studies, human relations
- Human relations movement → started to understand what makes people tick
during their work (Maslov, Skinner)
- theories of motivation
- emotional world of the worker
- studies job satisfaction
, - WW 2 → again catalyst for understanding human behavior (especially
interaction between human brain and regimes)
Hybrid working:
- problem in hybrid working is: one group likes to be all by their
selves (likes to work from home → autonomy) and other group
likes growth and relatedness
- with hybrid → you miss out on the core human being are about:
to be connected to each other
Cultural difference in organizations:
- if you question people → give different answers based on their
culture
- So, different cultures have a different tendency to deal with the same issue
- Can measure the personality of a culture in five dimensions
Hofstede’s Theory of Cultural influence: Five dimensions
1. Individualism vs. Collectivism:
define yourself as unique individual or as part of group
2. Power distance:
do have idea that people in higher position have right to act such as?
3. uncertainty avoidance:
how do you deal with the fact that the world around you is uncertain? Can you
deal with the fact that you sometimes don’t know what to do?
some cultures really want certainty, while others do not even have laws
4. Masculinity vs. femininity:
masculinity means → definitions of gender in culture should be very sharp
femininity opposite → walls between gender should not be so clearly defined
5. Long-term vs. Short-term orientation:
if you compare (especially the first 4 dimensions) with Netherlands and
France → what are the differences?
- Netherlands very individualistic country (protestant culture & also
because of money)
- low power distance
- uncertainty avoidance mediocre
Conclusion: cultures have different perceptions of reality → different ideas of how to
interact with each other
Chapter 2: Research Methods and Statistics in I-O Psychology:
Common research designs in I-O Psychology:
1. Experimental:
random assignment of participants to conditions
conducted in a laboratory or the workplace
2. Non-experimental:
does not include manipulation or assignment to different conditions
, two common designs:
- observational design → observes and records behavior
- survey/questionnaire design (most common)
3. Quasi-experimental:
Non-random assignment of participants to conditions
Methods of data collection: qualitative and quantitative research
1. Qualitative methods:
include procedures like observation, interview, case study and analysis of
written documents
only works for smaller groups, not possible with for example 600 people
2. Quantitative methods:
rely on tests, rating scales, and physiological measures
Correlation coefficient: statistic or measure association, reflects magnitude and
direction
Multiple correlation:
Within certain variables they also might be intercorrelated as well → What predicts if
someone is good at basketball?
- correlation between shoe size and ability to play basketball, but that’s
because height and shoe size are intercorrelated
- what happens a lot in social sciences is that you get three variables and that
they are intercorrelated → then you get a multiple correlation
In ideal world people of different dimensions do not correlate with each other → in
many times not the case: then you correct for intercorrelation with regression
Regression analysis is about the unique predictability of a variable on another
variable
Meta analysis:
- meta-analysis is a a study of studies
- statistical method for combining results from many studies to draw a general
conclusion
- one study might be lot bigger than the other → so can’t just add up the
correlation and take the average
- rather looking at an estimation of how big the correlation in real life is
- advantage: don’t need to read all 40 articles for example
Interpretation through reliability and validity:
Reliability: consistency or stability of a measure
1. test-retest reliability: calculated by correlating measurements taken at time a
and time b
2. internal consistency: assesses how consistently items of a test measure a
single construct
, Validity: whether measurements taken accurately and completely represent what is
to be measured
- predictor: test chosen or developed to assess identified abilities or other
characteristics (KSAO → knowledge, skills, etc.)
- criterion: outcome variable describing important performance domain
- In organization, the holy grill is: performance → ultimately want to predict who
in this group is going to be the most successful in their jobs?
- try to make prediction of a criterion (performance)
- other important one: stress and burn out
Generalizability:
- application of results from one study or sample to other participants or
situations
- they more areas a study includes, the greater its generalizable
- every time a compromise is made, the generalizability is reduced
- have to be extremely conscious when drawing conclusions/generalizing
research
