INDUSTRIAL ORGANIZATION PSYCHOLOGY

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INDUSTRIAL ORGANIZATION PSYCHOLOGY

TOPIC OVERVIEW

A. THE FIELD OF I/O PSYCHOLOGY B. RESEARCH IN I/O PSYCHOLOGY C. ETHICS IN I/O PSYCHOLOGY

INTRODUCTION TO INDUSTRIAL- ORGANIZATIONAL PSYCHOLOGY

IO Psychology is the study of human behavior in work settings and the application of psychological principles to change work behavior.

Why are I/O Psychologists referred to as Scientist-Practitioners?

Industrial-organizational psychologists are able to apply psychological theories to explain and enhance the effectiveness of human behavior in the workplace. Industrial-organizational psychologists rely extensively on research, quantitative methods, and testing techniques. They are trained to use empirical data and statistics rather than intuition to make decisions.

The purpose of I/O Psychology is "to enhance the dignity and performance of human beings, and the organizations they work in, by advancing the science and knowledge of human behavior".

John Watson developed perceptual and motor tests for pilots Henry Gantt increased cargo ship efficiency

GRANT CHART

Dependency relationships between activities and the current schedule status

PROFESSIONAL AND SCIENTIFIC

One point one. RESEARCH IN I/O PSYCHOLOGY

HOW DO I KNOW WHAT TO RESEARCH? (CONSIDERATION IN MAKING RESEARCH)

WHAT RESEARCH METHOD SHOULD I USE?

QUASI-EXPERIMENTS

QUASI-EXPERIMENTAL DESIGNS

SURVEY

DOES METHOD MATTER? INCREASING RESPONSE RATES

EMAIL SURVEYS

Immediately affiliation

QUESTION CONSIDERATIONS

META ANALYSIS

STEPS OF META-ANALYSIS

One point two. ETHICS IN I/O PSYCHOLOGY

TOPIC OVERVIEW- B: MODERN THEORIES UPERGAARSANIZATION

ORGANIZATIONAL THEORY

Two point zero. THREE MAJOR THEORIES OF ORGANIZATION

Eight. Principle of Remuneration

NEOCLASSICAL THEORY

Informal Organizational Structure

PRINCIPLES OF NEOCLASSICAL

Individual Work group Participative Management

ORGANIZATIONS AS OPEN SYSTEMS

Two point one. Modern Theories of Organization

Characteristics of Modern Theory

Modern Theories of Organization Systems Approach

Topic Overview

B. Job Evaluation

Job Description

HOW DO WE ACHIEVE A BALANCE APPROACH TO

Job Specification

Qualification

A. Education and Professional Certification

B. Work Experience, Training and/or Track Records

C. Character and Personal Attributes

D. Competencies

Team Values and Interpersonal skills -

Competencies

The twelve Core Competencies

Physical Demands and Work Environment

WHO WILL CONDUCT IT?

WHO WILL CONDUCT?

WHO WILL PARTICIPATE?

Potential Differences

BASIC STEPS in CONDUCTING JOB

IDENTIFY TASKS PERFORMED

WRITE TASK STATEMENTS

Required elements to a task statement

CHARACTERISTICS OF A WELL WRITTEN TASK STATEMENT:

RATE TASK STATEMENTS

RATING SCALE USING THE RATING:

POSITION ANALYSIS QUESTIONNAIRE (P A Q)

Three point one JOB EVALUATION

INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY

DETERMINE COMPENSABLE FACTORS

DETERMINE LEVEL FOR EACH COMPENSABLE

Education

Physical demands

Salary Survey Example

FACTOR COMPARISON METHOD

Overview

This document outlines the study of human behavior in work settings through the lens of industrial-organizational psychology. It covers major aspects such as research methodologies, ethical principles, and the historical development of the field, emphasizing the role of I/O psychologists as practitioners and researchers.

Key Points

1Industrial-organizational psychology applies psychological principles to workplace settings
2The document discusses the history and evolution of I/O psychology from the early 1900s to the present
3Ethical guidelines for research in I/O psychology are essential for maintaining professional standards
4Various research methods are evaluated for their effectiveness in answering I/O related questions
5The influence of technology and workplace dynamics on I/O psychology is highlighted.

Details

Category: Psychology

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