Industrial Psychology 114
Industrial Psychology
114 – Semester 1
Sem$s&er 1 S&udy No&es
by Am&né Wes,els
Copyright Ó Amoné Wessels 1
, Industrial Psychology 114
Theme 1: Industrial
Psychology — A
Broad Overview
Industrial psychology is a subfield of psychology (Psychology: scien9fic study of human behaviour
and all the mental processes that underpin it
— explains what, how and why of human behaviour
— done through the use of scien9fic enquiry
— an applied science and profession
I-O Psych5ogy defined
The scien9fic study of human behaviour in the workplace through the use of psychology theory and
methodology for the purpose of ensuring op9mal organisa9onal performance
The importance of I-O Psychology in organisa9ons: Organisa9ons transform scarce produc9on
factors into goods and services in order to be sustainable this must be done in a profitable manner.
People play an important part in this (as produc9on factor, labour and by ac9ng as entrepreneurs).
I-O Psychology aGempts to influence human behaviour to improve work performance
Terms as<=cia&ed wi&h &he field
‘Industrial Psychology’ or ‘Industrial and Organisa9onal Psychology’ in SA and the USA ‘Occupa9onal
Psychology’ in the UK
‘Work Psychology’ or ‘Organisa9onal psychology’ in Europe
Copyright Ó Amoné Wessels 2
, Industrial Psychology 114
I-O-P Subfields and Prac&ice Areas
Organisa3i&nal psych7ogy
Deals with the organisa9on as a system involving individuals and groups, and the structure and
dynamics of the organisa9on
Aims is to facilitate worker adjustment, sa9sfac9on and produc9vity, as well as organisa9onal
efficiency
Main focus ac9vi9es
• Leadership and mo9va9on
• Organisa9onal climate, culture and trust
• Organisa9onal change and transforma9on
Pers&n:el psych7ogy
Focuses on the scien9fic study and applica9on of individual differences in the workplace
Main focus ac9vi9es:
— Assessment and appraisal of employees
— Selec9on, placement and promo9on of employees
— Training and development
— Reward system
— Construc9on and valida9on of assessment processes and instruments etc
Personnel I-O psychologists cri9cal in informing key HR prac9ces
Care<r psych7ogy
Focus is on issues to do with the nature of work, career development, the nature of employment
(and unemployment) and any other career related issues at work
Special interest is on factors influencing individuals in their careers
C&nsumer psych7ogy
Also referred to as ‘economic’ and ‘market’ psychology
Concerned with understanding, explaining and predic9ng the psychological aspects (and behaviour)
of consumers or buyers
Focus is on the needs, values, beliefs, a[tudes, interests and other personal aGributes that
facilitate decision-making and mo9va9on in buyers as they search for, purchase, use and evaluate
goods and services
Acquired knowledge is applied in adver9sing and marke9ng strategies
Erg&n?mics
Copyright Ó Amoné Wessels 3
, Industrial Psychology 114
Also referred to as ‘engineering and human factors psychology’
Focus is on the op9mal fit and interac9on between characteris9cs of employees (human factors)
and work environment (technical, social and physical)
Through designing work, equipment and workplace with special considera9on of human factors
Generally the field also informs the design of homes, buildings and various forms of transport
Empl&ymen3 rela3i&ns
Also Labour Rela9ons or Industrial Rela9ons
Deals with the dynamics, communica9on processes and conflict resolu9on issues principally among
three par9es:
— Employees (as individuals and/or as a group)
— Employers (management and organistaions/industries)
— Government (directly or through legal mechanisms)
Res<arch me3hod7ogy
I-O Research is scien9fic in nature (scien9fic inquiry) Basic or Applied Research
All fields of Industrial Psychology do research
Research contribu9on considered a major part of any I-O Psychology academics and professionals in
South Africa
Psych7ogical as,es,men3/psych&me3rics
Acts as a support discipline for the various applied sub-fields
Defined as: the development and u9lisa9on of various types of assessment instruments to measure
aGributes and behaviours of employees in various work applica9ons such as selec9on and
development
Key aspects include:
— Validity and reliability
— Measurement bias and fairness
Empl&ye< and &rganisa3i&nal welD-being
Deals with issues such as:
— Work stress and conflict
— Posi9ve and disrup9ve employee and organisa9onal behaviour
— Work dysfunc9ons
— Employee counseling
Draws mainly from other fields such as health psychology, abnormal psychology, clinical psychology,
and consul9ng psychology
Human res&urces manGgem<n3
It entails the running and management of employees (human resources) Main ac9vi9es include:
— Acquiring
— Training
Copyright Ó Amoné Wessels 4
Industrial Psychology
114 – Semester 1
Sem$s&er 1 S&udy No&es
by Am&né Wes,els
Copyright Ó Amoné Wessels 1
, Industrial Psychology 114
Theme 1: Industrial
Psychology — A
Broad Overview
Industrial psychology is a subfield of psychology (Psychology: scien9fic study of human behaviour
and all the mental processes that underpin it
— explains what, how and why of human behaviour
— done through the use of scien9fic enquiry
— an applied science and profession
I-O Psych5ogy defined
The scien9fic study of human behaviour in the workplace through the use of psychology theory and
methodology for the purpose of ensuring op9mal organisa9onal performance
The importance of I-O Psychology in organisa9ons: Organisa9ons transform scarce produc9on
factors into goods and services in order to be sustainable this must be done in a profitable manner.
People play an important part in this (as produc9on factor, labour and by ac9ng as entrepreneurs).
I-O Psychology aGempts to influence human behaviour to improve work performance
Terms as<=cia&ed wi&h &he field
‘Industrial Psychology’ or ‘Industrial and Organisa9onal Psychology’ in SA and the USA ‘Occupa9onal
Psychology’ in the UK
‘Work Psychology’ or ‘Organisa9onal psychology’ in Europe
Copyright Ó Amoné Wessels 2
, Industrial Psychology 114
I-O-P Subfields and Prac&ice Areas
Organisa3i&nal psych7ogy
Deals with the organisa9on as a system involving individuals and groups, and the structure and
dynamics of the organisa9on
Aims is to facilitate worker adjustment, sa9sfac9on and produc9vity, as well as organisa9onal
efficiency
Main focus ac9vi9es
• Leadership and mo9va9on
• Organisa9onal climate, culture and trust
• Organisa9onal change and transforma9on
Pers&n:el psych7ogy
Focuses on the scien9fic study and applica9on of individual differences in the workplace
Main focus ac9vi9es:
— Assessment and appraisal of employees
— Selec9on, placement and promo9on of employees
— Training and development
— Reward system
— Construc9on and valida9on of assessment processes and instruments etc
Personnel I-O psychologists cri9cal in informing key HR prac9ces
Care<r psych7ogy
Focus is on issues to do with the nature of work, career development, the nature of employment
(and unemployment) and any other career related issues at work
Special interest is on factors influencing individuals in their careers
C&nsumer psych7ogy
Also referred to as ‘economic’ and ‘market’ psychology
Concerned with understanding, explaining and predic9ng the psychological aspects (and behaviour)
of consumers or buyers
Focus is on the needs, values, beliefs, a[tudes, interests and other personal aGributes that
facilitate decision-making and mo9va9on in buyers as they search for, purchase, use and evaluate
goods and services
Acquired knowledge is applied in adver9sing and marke9ng strategies
Erg&n?mics
Copyright Ó Amoné Wessels 3
, Industrial Psychology 114
Also referred to as ‘engineering and human factors psychology’
Focus is on the op9mal fit and interac9on between characteris9cs of employees (human factors)
and work environment (technical, social and physical)
Through designing work, equipment and workplace with special considera9on of human factors
Generally the field also informs the design of homes, buildings and various forms of transport
Empl&ymen3 rela3i&ns
Also Labour Rela9ons or Industrial Rela9ons
Deals with the dynamics, communica9on processes and conflict resolu9on issues principally among
three par9es:
— Employees (as individuals and/or as a group)
— Employers (management and organistaions/industries)
— Government (directly or through legal mechanisms)
Res<arch me3hod7ogy
I-O Research is scien9fic in nature (scien9fic inquiry) Basic or Applied Research
All fields of Industrial Psychology do research
Research contribu9on considered a major part of any I-O Psychology academics and professionals in
South Africa
Psych7ogical as,es,men3/psych&me3rics
Acts as a support discipline for the various applied sub-fields
Defined as: the development and u9lisa9on of various types of assessment instruments to measure
aGributes and behaviours of employees in various work applica9ons such as selec9on and
development
Key aspects include:
— Validity and reliability
— Measurement bias and fairness
Empl&ye< and &rganisa3i&nal welD-being
Deals with issues such as:
— Work stress and conflict
— Posi9ve and disrup9ve employee and organisa9onal behaviour
— Work dysfunc9ons
— Employee counseling
Draws mainly from other fields such as health psychology, abnormal psychology, clinical psychology,
and consul9ng psychology
Human res&urces manGgem<n3
It entails the running and management of employees (human resources) Main ac9vi9es include:
— Acquiring
— Training
Copyright Ó Amoné Wessels 4
