KEY POINTS
What Is Industrial/Organizational Psychology?
Industrial/organizational (I/O) psychology is a broad field that examines human behavior in the workplace. I/O psychologists focus on either Industrial (personnel) or Organizational functions. The “industrial,” or “I,” side of I/O psychology is also called personnel psychology. The “organizational,” or “O,” side is sometimes called organizational behavior.
History of I/O Psychology
Two of Wilhelm Wundt’s students were important figures in the history of I/O psychology. James Cattell was influential in the development of mental testing and founded the Psychological Corporation. Hugo Münsterberg founded the field of I/O psychology and wrote the first textbook on the topic.
Industrial (Personnel) Psychology
A first step in the work of personnel psychologists is to perform a job analysis—a determination of the major responsibilities of a certain job and the human characteristics needed to fill it. A good job analysis is key to successful personnel selection, effective job training programs, and accurate evaluation of job performance.
Personnel psychologists use devices such as psychological tests, work samples, situational exercises, and selection interviews to help select the best applicants. Personnel psychologists must consider selection device validity—the extent to which the device succeeds in distinguishing between those applicants who will become high performers and those who will not.
Organizational Behavior
Job satisfaction has been extensively studied in the field of organizational behavior. Researchers have tried to explain different levels of job satisfaction by studying the discrepancy hypothesis, which focuses on gaps between what a person wants from a job and what he or she actually experiences.
Leadership is also a widely studied topic in the field of organizational behavior. Researchers have tried to explain leadership effectiveness through the trait approach to leader effectiveness, behavioral theories of leader effectiveness, and situational (contingency) theories of leadership. Of these three approaches, situational theories seem to do the best job. Research also examines how supervisors and subordinates interact (the leader-member exchange model).
Workplace Trends and Issues
The workplace of today has been influenced greatly by technological advances. The Internet has affected the ways in which employers seek job candidates and the ways in which job candidates learn about potential employers. It has also allowed more employees to work from home. Work-force diversity continues to increase and now includes up to four generations in the workplace. Finally, many employees are concerned about work–
Employment Settings, Type of Training, Earnings, and Employment Outlook
A doctorate or master’s degree is required to work as an I/O psychologist.
I/O psychologists may work in colleges or universities or as consultants to organizations. They may also work for large private corporations or for public institutions, such as government agencies.
Jobs in I/O-related fields for people with bachelor’s degrees include personnel, training, and labor-relations specialists and managers, as well as management analysts and consultants.
Match each of the terms on the left with its definition on the right. Click on the term first and then click on the matching definition. As you match them correctly they will move to the bottom of the activity.
behavioral theories of leader effectiveness discrepancy hypothesis industrial/organizational (I/O) psychology job analysis leader-member exchange model organizational behavior personnel psychology selection device validity situational (contingency) theories of leadership trait approach to leader effectiveness | A technique that identifies the major responsibilities of a job, along with the human characteristics needed to fill it. The branch of psychology that focuses on the study of human behavior in the workplace. An approach to determining what makes an effective leader that focuses on the personal characteristics displayed by successful leaders. A subarea of I/O psychology that focuses on the workplace culture and its influence on employee behavior. A subarea of I/O psychology that focuses on matching people's characteristics to job requirements, accurately measuring job performance, and assessing employee training needs. An approach to explaining job satisfaction that focuses on the discrepancy, if any, between what a person wants from a job and how that person evaluates what is actually experienced at work. A model of leadership emphasizing that the quality of the interactions between supervisors and subordinates varies depending on the unique characteristics of both. Leadership theories claiming that various situational factors influence a leader's effectiveness. Theories of leader effectiveness that focus on differences in the behaviors of effective and ineffective leaders. The extent to which a personnel selection device is successful in distinguishing between those who will become high performers at a certain job and those who will not. |