1. Industrial and Organizational Psychology

2. Overview What is I/O Psychology? Goal of I/O Psychology
Industrial Psychology
Organizational Psychology

3. What is I/O Psychology?
The application of the science of psychology to work and the workplace
The scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance.
(from SIOP webpage)

4. Goal of I/O Psychology Treating employees fairly
Selection, performance appraisal
Making jobs more interesting/satisfying
Job design, ergonomics, teams
Helping people be more productive
Training

5. “I” vs. “O” Performance = Ability Company-oriented
Industrial
Organizational
Performance = Ability
Company-oriented
Efficiency and productivity
Personnel/Human resource
Performance = Ability + motivation, organizational factors
Employee’s experience
Human relations

6. Teaches one or more subjects, such as economics, chemistry, law, or medicine, within prescribed curriculum. Prepares and delivers lectures to students. Compiles bibliographies of specialized materials for outside reading assignments. Stimulates class discussions. Compiles, administers, and grades examinations, or assigns this work to others. Directs research of other teachers or graduate students working for advanced academic degrees. Conducts research in particular field of knowledge and publishes findings in professional journals. Performs related duties, such as advising students on academic and vocational curricula, and acting as adviser to student organizations. Serves on faculty committee providing professional consulting services to government and industry. FACULTY MEMBER, COLLEGE OR UNIVERSITY

7. Opens valve to pump preheated cooking oil into cooking vats
Opens valve to pump preheated cooking oil into cooking vats. Fills salt hopper. Adjusts burner controls to maintain specified temperature in cooking vats. Turns valves to rinse potato slices, and moves levers to control rate of flow of potato slices into cooking vats. Stirs potato slices to ensure uniform cooking, using paddle or by use of automatic reciprocating rakes. Observes color of cooked potato chips as they emerge onto conveyors from cooking vats. Replaces worn blades on slicing heads, using handtools. May cook potatoes by lowering wire basket of sliced potatoes into vat of cooking oil. POTATO-CHIP FRIER

8. Industrial psychology
Main emphasis
Job analysis
Employee selection
Training
Performance appraisal
All 4 areas are really closely connected.

9. Job analysis
The process of generating a description of what a job involves
Job-oriented
Person-oriented
Use of JA
To know about the job
To select the right person (legal defense)
To evaluate performance

10. Employee selection Recruiting Testing Interviews
Integrity test
Cognitive ability tests
Personality test
Interviews
Work samples and exercises
Portpolio
Sample job-related tests
Selection is always based on JA.

11. Training Orientation Formal training Mentoring
Learn the ropes of a new job!
Formal training
Mentoring
Mentor: an experienced employee
Protégé: a novice

12. Performance appraisal
Task performance
Tasks on the job description
Contextual performance (OCB)
Discretionary actions
Not part of the formal responsibilities

13. Performance appraisal
Task performance
Tasks on the job description
Contextual performance (OCB)
Discretionary actions; not part of the formal responsibilities
360-degree feedback

14. Question

15. Organizational psychology
Main emphasis
Job satisfaction
Employee commitment
Leadership
Motivation

16. Job satisfaction
The extent to which a person is content in his or her job
Global appraisal
How happy are you with your job, overall?
Specific appraisal
How happy are you with your pay? Work environment?

17. Employee commitment Affective commitment Continuance commitment
I love my job
Continuance commitment
It’s better to stay than leave
Normative commitment
I think I have to stay

18. Leadership
Transactional
Transformational
The exchange relationship between the worker and the leader (You do a good job and I will reward you)
People are motivated by the rewards/punishments
Charisma, passion, vision to the position
Associated with positive organizational outcomes

19. Motivation Goal setting theory
People will exert effort toward accomplishing their goal
Performance is highest for:
Specific, difficult, accepted goals that are coupled with feedback

20. Question