Chapter 1. Industrial-Organizational (I-O) Psychology: Psychology in the Workplace

Short Description

Industrial and organizational psychologists help identify factors that improve motivation, efficiency, and employee satisfaction in the workplace.

Long Description

Industrial and organizational psychologists help identify factors that improve motivation, efficiency, and employee satisfaction in the workplace. In this scientific study, research methods are combined with psychological theories and principles to examine employee attitudes and behaviors and evaluate training and hiring practices.

In this video, Paul Levy distinguishes organizational psychology from industrial psychology, explaining that organizational psychology focuses on the social context of the workplace (employee well-being and behaviors), while industrial psychology studies an organization's actual infrastructure (recruiting strategies, for example). Therefore, the goal of an I-O psychologist is to save organizations money by enhancing the quality and efficacy of the interviewing process and employee selection. The likelihood that employees are satisfied is greater when they are placed in positions that suit their skills and personality.

But, what motivates employees to work hard? Expectancy theory, also called V.I.E. (value, instrumentality, expectancy) theory, maintains that behaviors are motivated by what we assume or expect the outcome of doing that behavior will be. If the outcome is desirable, motivation is expected to increase.

Advancements in neuroscience have led to more insight into what parts of the brain are involved in emotions and motivation. Other areas of psychology—experimental, quantitative, and social psychology—have also offered important contributions to the application and study of I-O psychology.

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