1. by Jeffrey M. Conte & Frank J. Landy
Work in the 21st Century: An Introduction to Industrial and Organizational Psychology (6th Edition)
by Jeffrey M. Conte
& Frank J. Landy

2. Work in the 21st Century Chapter 1
What is
Industrial and Organizational
Psychology?

3. Module 1.1: Fundamentals of I-O Psychology
Importance of I-O psychology
Importance of work in people’s lives
What is I-O psychology?
The application of psychological principles, theory, and research to the work setting.

4. Fundamentals of I-O Psychology (cont’d)
SIOP (Division 14 of APA)
Fields of I-O Psychology
Personnel psychology
Organizational psychology
Human engineering

5. New Topics of Interest to I-O Psychology
Building sustainable and environmentally conscious organizations
I-O psychologists can guide organizations in measuring their eco-benefits and in promoting these benefits along with individual, team, and organizational performance.
Humanitarian work psychology (HWP): application of I-O psychology to humanitarian arena, especially poverty reduction and promotion of decent work, aligned with local stakeholders’ needs, and in partnership with global aid/development groups.
Led by New Zealand I-O psychologist Stuart Carr, work in this field shows that I-O psychologists can make a difference in some of the major global problems of the 21st century.

6. SIOP as a Resource www.siop.org History of I-O psychology
Membership information (including students)
Quarterly newsletter: TIP
JobNet
SIOP Journal – I-O Psychology: Perspectives on Science and Practice
Graduate training programs in I-O psychology
List of SIOP publications

7. Common Areas of Concentration for I-O Psychologists
Table 1.1

8. Common Job Titles for I-O Psychologists
Table 1.2

9. Evidence-Based I-O Psychology
I-O psychologists have become increasingly focused on making evidence-based decisions in their work in organizations
This includes using a decision-making process that combines critical thinking with use of best available scientific evidence.
I-O psychologists are well positioned to develop and utilize evidence-based practices as they have adopted the scientist-practitioner model to guide the field.

10. How This Course Can Help You
Knowledge about 21st century workplace
Course will address issues such as work stress, work-family balance, workplace discrimination, & leadership

11. Module 1.2: The past, present, and future of I-O Psychology
The Past – Important Dates/Events in I-O Psychology
The Present – Demographics and Career Paths
Future Challenges to I-O Psychology

12. Titles of Research Articles from 1917

13. Titles of Research Articles from 2015

14. Brief History of I-O Psychology
Hugo Munsterburg, James McKeen Cattell, Walter Dill Scott, & Walter Van Dyke Bingham
World War 1: Army Alpha & Army Beta Tests
1917 – First Ph.D. in Industrial Psychology awarded to Lillian Gilbreth
Research in time & motion study → Human Engineering

15. Brief History of I-O Psychology (cont'd)
Hawthorne Studies, Human Relations
Human relations movement
Theories of motivation
Emotional world of the worker
Studies of job satisfaction
WWII
Civil Rights Act of 1964 & Title VII

16. Civil Rights Act of 1964 & Title VII
Title VII specified demographic groups to be protected from employment discrimination
Groups named in 1964
Race
Color
Gender
National origin
Religion
2 additional protected groups added later
ADEA (age) 1967
ADA (disability) 1990

17. Important Dates in the Evolution of I-O Psychology

18. Demographics of I-O Psychologists
In 2000, I-O psychologists represented about 6% of all APA members
In 2000, 30% of I-O psychologists in APA were women
Average salaries:
Ph.D. in I-O psychology: $90,000
Masters in I-O psychology: $67,000

19. Where I-O Psychologists are Employed

20. Preparing for a Career in I-O Psychology
Education & training
Getting into a graduate program
Consideration of GPA & GRE score(s)
Relevant coursework (e.g., statistics)
More emphasis on coursework than major

21. Challenges to I-O in 21st Century
I-O psychology needs to be:
Relevant
Useful
Grounded in scientific method

22. Changes in the Workplace Since 1980
Personal computing
Telecommuting & virtual teams
Videoconferencing
Providing a service vs. manufacturing “goods”
Nature of work more fluid
Teams vs. the individual
Little stability
Family-friendly workplaces
Greater diversity
Global workplace
Milton Montenegro/Getty Images

23. Module 1.3: Multicultural & Cross-Cultural Issues in I-O Psychology
Multiculturalism
Culture defined
System in which individuals share meaning & common ways of viewing events & objects
Sharing of meanings & interpretations

24. Multicultural Nature of Work in the 21st Century
Why should multiculturalism be important to you?
Why is multiculturalism important for I-O psychology?
Issues surrounding the global economy, expatriates, & the “West vs. the Rest” mentality

25. Theory of Cultural Influence Hofstede’s 5 Dimensions
Individualism-Collectivism
Power Distance
Uncertainty Avoidance
Masculinity/Femininity
Long-term vs. short term orientation

26. Thoughts on Theories of Cultural Influence
Triandis’ variation on Hofstede’s dimension of individualism/collectivism
Horizontal cultures – those that minimize distances between individuals
Vertical cultures – accept & depend on distances between individuals

27. Cultural Determinants in the Workplace (Triandis)

28. Module 1.4: Themes & Course Structure
A) Unified Science
B) Holistic Approach
Parts of the book:
Introduction
Industrial Psychology
Organizational Psychology
Work Environment

29. Module 1.4 (cont’d) Resources Case study Paper (I-O Journals/Books)
Electronic: I-O websites (e.g.,
Case study
Provides example of complexity of work behavior

30. Scientific Journals in I-O Psychology

31. Book Series on I-O Psychology