CHAPTER 1 PERSONNEL PSYCHOLOGY IN CONTEXT
Define IO psychology
Scientific study of people within their work environment
I/O psychology has two objectives:
o To conduct research in order to increase knowledge and understanding of human work behaviour
o To apply that knowledge to work behaviour and the work environment and psychological condition of
employees
Application of psychological principles, theory and research
Application of knowledge to improve work behaviour
IO psychologists are trained to be both scientists and practitioners in the scientist/ practitioner model. This implies that the
IO psychologist engages in:
o Scientific observation
o Evaluation
o Optimal utilisation – selection, placement, management, development and retention
o Influencing of normal and deviant behaviour in interaction with the environment as manifested in the world of
work
IO psychology vs HR profession
There is a distinct difference
IO Psychology HRM Practitioner
Type of work Scientific study of people within Distinctive approach to
their work environment – employment management –
including application of competitive advantage through
psychological principles, theory strategic development of highly
and research. committed and capable
workforce – personnel
techniques.
Workplace level – interaction
between staff and supervisors.
Roles 1. To conduct research – increase 1. Management of human and
knowledge and understanding of social capital – employment
human behaviour. relationship.
2. To apply knowledge to improve 2. Responsible for the
work behaviour, work organisation’s effective daily
environment and psychological utilisation and management of
conditions of workers. human resources through the
3. Act as internal or external implementation of behavioural
consultants for management and science knowledge
the HR manager
4. Their role is primarily to
diagnose and intervene
5. Anchor= theoretical knowledge
and research expertise
Responsibilities o Scientific observation o Attraction, screening,
(investigation, research) selection, retention,
o Evaluation (assessment, utilisation, motivation,
evaluation or appraisal, training, development,
measurement, problem- appraisal, rewarding and
identification) discipline.
o Optimal utilisation o They design and
(selection, placement, implement systems,
management, practices and policies to
improve the general
, development, retention), effectiveness of the
and organisation within the
o Influencing (changing, strategy of the business
training, developing, o Skills specialisation:
motivating) of normal planning, development,
and, to a lesser degree, implementation and
deviant behaviour in evaluation of staff
interaction with the recruitment , dispute
environment (physical, resolution, representing
psychological, social and employers – enterprise
organisational), as bargaining, conditions of
manifested in the world employment
of work. o Recruitment, training
and development,
induction, maintaining
personnel records, needs
analyses. Employment
legislation
Link to Personnel psychology Industrial psychologists apply the Personnel psychology informs
principles of psychology to issues HRM practices by its focus on the
related to the work situation of scientific study of indiv.
relatively well adjusted adults in differences and behaviour and
order to optimise individual, their consequences for the
group and organisational well- organisation.
being and effectiveness.
Major Fields In IO Psychology
Subfield in IO
Description
psychology
Personnel Psychology o Personnel psychology is the scientific study of individual differences in work
settings.
o It applies a scientific decision-making framework to enhance the quality of decisions in the
employment and retention of employees.
o It is not synonymous with human resource management but represents an overlap
between psychology and human resource management.
HRM: concerned with the management of the human and social capital in the context of
the employment relationship
o It is an applied discipline that focuses on individual differences in behaviour and job
performance, and on methods to scientifically measure and predict such differences in
order to enhance the quality of personnel decisions.
o Informs HRM practices by its focus on the scientific study of individual differences and
behaviour and their consequences for the organisation
Organisational Psychology o Organisational psychology focuses on the influence organisations may have on the attitudes
and behaviour of their employees, specifically focusing on social and group influences on
behaviour, culture, climate and leadership behaviour and how these affect organisational
performance and effectiveness.
o Industrial psychologists are also concerned with changing (developing) organisations to
make them more efficient.
o Fields of interest include: leadership, group dynamics, conflict, decision making,
communication, motivation, power, org culture and climate, org change, org development
and structure
Career Psychology o Career psychology is concerned with counselling employees and assisting them in making
, career choices, focusing on the psychological contract between employees and
organisations.
o Optimising the respective expectations of the org and employee and what both are
prepared to give to ensure the integrity of the psychological contract
o Topics of focus include: career development of employees, meaning of work in people’s
lives, individual vocational behaviour across the lifespan, career counselling and guidance,
career issues that influence career development and org career development support
initiatives
Psychometrics Psychometrics is not classified as a subfield of I/O psychology, but industrial psychologists use
psychological testing in their fields of application, specifically in personnel psychology.
Ergonomics o Ergonomics is a subfield of I/O psychology that aims to modify the work environment so
that it is compatible with the characteristics of human beings.
o Defined as interactions between humans and systems
o This subfield focuses on people and the way they interact with systems, including tools, and
the physical work environment, including aspects such as making the actual work
interesting and meaningful.
o People are the focus of ergonomics
Consumer Psychology o study of the behaviour consumers display in searching for, purchasing, using, evaluating and
disposing of products and services.
Employment Relations o Studies the behavioural dynamics related to the juxtaposition of conflict and common
ground in any employment relationship, emphasising the collective relationship and trade
union related dynamics.
o Behavioural dimensions involved in union management corporation processes
o Investigate issues such as org justice and dual commitment (union and employing
organisation)
Cross Cultural Psychology o Not currently a recognised area of I/O psychology.
o It focuses on the similarities and differences in individual psychology and social functioning
among various cultures and ethnic groups.
Licensing and Certification (Registration) of Psychologists And Psychometrics (HPCSA)
Psychologists
Practices of psychologists are controlled by the HPCSA (Health Professions Council of SA)
AIM of HPCSA – provide better control over the training, registration and practices of practitioners of health
professions and provide for matters incidental thereto
All professional and practicing psychologists must be registered with the Health Professions Council, which through
the Professional Board for Psychology controls and applies the laws regarding psychological training and
professional actions
In order to register as a IO Psychologist with the Professional Board, you must have:
o A masters degree
o Formal one year internship (accredited)
Psychometrists
Four year or honours degree in IO psychology
Completed approved six month practicum
, CHAPTER 2 – PERSONNEL EMPLOYMENT
The five step empirical research process - important that you know all the finer detail
in terms of each step for qualitative and quantitative research
Overview of the process
Five step procedure with an important feedback factor – the fifth step influences the first step in future research studies
Step 1: Formulating the research question
Step 2: Choosing an appropriate design for the study
Step 3: Collecting the data
Step 4: Analysing the data
Step 5: Drawing conclusions from research
Process in detail
Step 1: Formulating the research question
There are various types of questions that can be asked:
Question Type Description
o Asked when a relatively new field or area is investigated
o Results from this question can often be used to generate more specific
research questions that should be addressed in consecutive studies
Exploratory Question
o EXAMPLE: What are the kinds of influencing techniques that candidates use
in a selection interview?
o Best design: Qualitative study
o Like taking a photograph – provides a picture of the state of events
o EXAMPLE: Is there a relationship between the type of interview conducted
Descriptive Question and the interviewer’s success of rating an applicant’s personality
characteristics?
o Best design: quantitative study
o EXAMPLE: Can the results of a selection interview be used to successfully
Predictive Question
predict the performance of any applicant?
o Set to determine the quality or effectiveness of a programme, practices or
procedure
Evaluative Question
o EXAMPLE: How effective is the current interviewer training programme used
in the organisation?
o A question asking why events occur as they do
o Try to find causes
Causal Question
o EXAMPLE: Does feedback after a negative selection decision reduce the
negative effect thereof on job applicants?
It is important to determine the type of question as this defines the goal or objective of the study and well as the
variables you want to investigate
Research Terms:
o Independent
Define IO psychology
Scientific study of people within their work environment
I/O psychology has two objectives:
o To conduct research in order to increase knowledge and understanding of human work behaviour
o To apply that knowledge to work behaviour and the work environment and psychological condition of
employees
Application of psychological principles, theory and research
Application of knowledge to improve work behaviour
IO psychologists are trained to be both scientists and practitioners in the scientist/ practitioner model. This implies that the
IO psychologist engages in:
o Scientific observation
o Evaluation
o Optimal utilisation – selection, placement, management, development and retention
o Influencing of normal and deviant behaviour in interaction with the environment as manifested in the world of
work
IO psychology vs HR profession
There is a distinct difference
IO Psychology HRM Practitioner
Type of work Scientific study of people within Distinctive approach to
their work environment – employment management –
including application of competitive advantage through
psychological principles, theory strategic development of highly
and research. committed and capable
workforce – personnel
techniques.
Workplace level – interaction
between staff and supervisors.
Roles 1. To conduct research – increase 1. Management of human and
knowledge and understanding of social capital – employment
human behaviour. relationship.
2. To apply knowledge to improve 2. Responsible for the
work behaviour, work organisation’s effective daily
environment and psychological utilisation and management of
conditions of workers. human resources through the
3. Act as internal or external implementation of behavioural
consultants for management and science knowledge
the HR manager
4. Their role is primarily to
diagnose and intervene
5. Anchor= theoretical knowledge
and research expertise
Responsibilities o Scientific observation o Attraction, screening,
(investigation, research) selection, retention,
o Evaluation (assessment, utilisation, motivation,
evaluation or appraisal, training, development,
measurement, problem- appraisal, rewarding and
identification) discipline.
o Optimal utilisation o They design and
(selection, placement, implement systems,
management, practices and policies to
improve the general
, development, retention), effectiveness of the
and organisation within the
o Influencing (changing, strategy of the business
training, developing, o Skills specialisation:
motivating) of normal planning, development,
and, to a lesser degree, implementation and
deviant behaviour in evaluation of staff
interaction with the recruitment , dispute
environment (physical, resolution, representing
psychological, social and employers – enterprise
organisational), as bargaining, conditions of
manifested in the world employment
of work. o Recruitment, training
and development,
induction, maintaining
personnel records, needs
analyses. Employment
legislation
Link to Personnel psychology Industrial psychologists apply the Personnel psychology informs
principles of psychology to issues HRM practices by its focus on the
related to the work situation of scientific study of indiv.
relatively well adjusted adults in differences and behaviour and
order to optimise individual, their consequences for the
group and organisational well- organisation.
being and effectiveness.
Major Fields In IO Psychology
Subfield in IO
Description
psychology
Personnel Psychology o Personnel psychology is the scientific study of individual differences in work
settings.
o It applies a scientific decision-making framework to enhance the quality of decisions in the
employment and retention of employees.
o It is not synonymous with human resource management but represents an overlap
between psychology and human resource management.
HRM: concerned with the management of the human and social capital in the context of
the employment relationship
o It is an applied discipline that focuses on individual differences in behaviour and job
performance, and on methods to scientifically measure and predict such differences in
order to enhance the quality of personnel decisions.
o Informs HRM practices by its focus on the scientific study of individual differences and
behaviour and their consequences for the organisation
Organisational Psychology o Organisational psychology focuses on the influence organisations may have on the attitudes
and behaviour of their employees, specifically focusing on social and group influences on
behaviour, culture, climate and leadership behaviour and how these affect organisational
performance and effectiveness.
o Industrial psychologists are also concerned with changing (developing) organisations to
make them more efficient.
o Fields of interest include: leadership, group dynamics, conflict, decision making,
communication, motivation, power, org culture and climate, org change, org development
and structure
Career Psychology o Career psychology is concerned with counselling employees and assisting them in making
, career choices, focusing on the psychological contract between employees and
organisations.
o Optimising the respective expectations of the org and employee and what both are
prepared to give to ensure the integrity of the psychological contract
o Topics of focus include: career development of employees, meaning of work in people’s
lives, individual vocational behaviour across the lifespan, career counselling and guidance,
career issues that influence career development and org career development support
initiatives
Psychometrics Psychometrics is not classified as a subfield of I/O psychology, but industrial psychologists use
psychological testing in their fields of application, specifically in personnel psychology.
Ergonomics o Ergonomics is a subfield of I/O psychology that aims to modify the work environment so
that it is compatible with the characteristics of human beings.
o Defined as interactions between humans and systems
o This subfield focuses on people and the way they interact with systems, including tools, and
the physical work environment, including aspects such as making the actual work
interesting and meaningful.
o People are the focus of ergonomics
Consumer Psychology o study of the behaviour consumers display in searching for, purchasing, using, evaluating and
disposing of products and services.
Employment Relations o Studies the behavioural dynamics related to the juxtaposition of conflict and common
ground in any employment relationship, emphasising the collective relationship and trade
union related dynamics.
o Behavioural dimensions involved in union management corporation processes
o Investigate issues such as org justice and dual commitment (union and employing
organisation)
Cross Cultural Psychology o Not currently a recognised area of I/O psychology.
o It focuses on the similarities and differences in individual psychology and social functioning
among various cultures and ethnic groups.
Licensing and Certification (Registration) of Psychologists And Psychometrics (HPCSA)
Psychologists
Practices of psychologists are controlled by the HPCSA (Health Professions Council of SA)
AIM of HPCSA – provide better control over the training, registration and practices of practitioners of health
professions and provide for matters incidental thereto
All professional and practicing psychologists must be registered with the Health Professions Council, which through
the Professional Board for Psychology controls and applies the laws regarding psychological training and
professional actions
In order to register as a IO Psychologist with the Professional Board, you must have:
o A masters degree
o Formal one year internship (accredited)
Psychometrists
Four year or honours degree in IO psychology
Completed approved six month practicum
, CHAPTER 2 – PERSONNEL EMPLOYMENT
The five step empirical research process - important that you know all the finer detail
in terms of each step for qualitative and quantitative research
Overview of the process
Five step procedure with an important feedback factor – the fifth step influences the first step in future research studies
Step 1: Formulating the research question
Step 2: Choosing an appropriate design for the study
Step 3: Collecting the data
Step 4: Analysing the data
Step 5: Drawing conclusions from research
Process in detail
Step 1: Formulating the research question
There are various types of questions that can be asked:
Question Type Description
o Asked when a relatively new field or area is investigated
o Results from this question can often be used to generate more specific
research questions that should be addressed in consecutive studies
Exploratory Question
o EXAMPLE: What are the kinds of influencing techniques that candidates use
in a selection interview?
o Best design: Qualitative study
o Like taking a photograph – provides a picture of the state of events
o EXAMPLE: Is there a relationship between the type of interview conducted
Descriptive Question and the interviewer’s success of rating an applicant’s personality
characteristics?
o Best design: quantitative study
o EXAMPLE: Can the results of a selection interview be used to successfully
Predictive Question
predict the performance of any applicant?
o Set to determine the quality or effectiveness of a programme, practices or
procedure
Evaluative Question
o EXAMPLE: How effective is the current interviewer training programme used
in the organisation?
o A question asking why events occur as they do
o Try to find causes
Causal Question
o EXAMPLE: Does feedback after a negative selection decision reduce the
negative effect thereof on job applicants?
It is important to determine the type of question as this defines the goal or objective of the study and well as the
variables you want to investigate
Research Terms:
o Independent
