What is I/O PsychologyApplication of psychological principals in the workplaceStudy attitude, behaviors, interpersonal relationships, structure of orgs, performance, and climateIndustrial psy – “personnel psy” is job analysis, training, selection, and performance evalOrg psy – motivation, attitude, leadership, cultureHow are I/O Psychologists Trained?Most have PhD or PsyD“Scientist/practitioner model” – generators and consumers of knowledgeDevelop “competencies” – skills and allow employees to perform functionsDiversity is importantWhat do I/O Psychologists Do?Most choose career that emphasizes science and research/practiceConsulting 30%, Academic 35%, Private 30%, Public 5%Non-academics work on applicationMost common area is on selection. Validation of selection processes to predict job performanceSecond area is training and developmentThird area is Organizational Development (OD) – analyze org sturc and cultureFourth area is performance appraisal (management) –Fifth is quality of work life – survey and find what employees like and don’t about their job100 Years of HistoryPre-World War IWalter Dill Scott (Northwestern) invited by ad manager of magazine chain to talk bout psych of adsScott publishes The Theory of AdvertisingFirst division of Applied Psychology established at Carnegie Mellon in 1916Hugo Munsterberg publishes Psychology and Industrial EfficiencyMuch of development of the field occurred in both the US and Europe (which had more gov support)Developed in a more individual manner in the USWorld War I Through the 1920sMoves from academia into applicationScott and Bingham created personnel files for the military and rating formsUS psychs led by Robert Yerkes worked for gov and developed Army Alpha and Army Beta tests.Multiple choice intelligence testsShowed potential of such testMoved to private industry; private consulting by Scott in “The Scott Company”Bruce V. Moore becomes first PhDHelps Westinghouse Electric and Manufacturing distinguish between employees who should be directed to sales engineering or design engineeringDid so on basis of interestEdward Strong elaborates on work for Strong Vocational Interest Blank for Men to determine career paths.Frederick Taylor approached motivation through financial rewardsLillian Gilbreth (PhD Psychology) elaborated on this with more focus on worker well-beingThe 1930s to Pre-World War IIThe Hawthorne StudiesSeries of experimentsExamined impact of illumination on productivityAt Western Electric Plant in Hawthrone, IllinoisImportance of social relations and attitudesSocial and psychological conditions of work often more important than the physicaFirst time team dev, supervision, morale, and such came into I/O fieldWorld War II to Mid-1960sBingham, Scott, and Yerkes worked again with military to match recruits to jobsRefinement of knowledge base and how to applyIncreased universitiesMid-1960s to the Mid-1980sChanged division names to “Industrial and Organizational”Work on selection and performance appraisalMajor theme: concern of ethnic and racial differences on testsAlso motivation, job attitudes and characteristicsMid-1980s to the PresentGrown very rapidlyFocus on fairness of tests, legal climate, cognitive processesImportance of I/O Psychology in the 21st CenturyEconomics will dominate geopolitics (global competition)Requires well trained workers for competitionBusiness will have to bridge culturesNew technology decreases number of traditional jobsDownsizingCompanies look to be more efficientAid laid-off workers and helping employees handle the job diversity“Flatter” organizational structuresLess/no mid-level managementGreater responsibility for performancePrepare employees for the organizationWorkplace diversityRequires sensitivityOrganizations must understand how policies impact generations, nationalities, etc.What is it?Psych in the context of workThis is an applied science“Study of how people get along at work and are able to perform effectively”People you come in contact with at workPieces of I/OIndustrial (personnel)Job analysis, selection, training, performance appraisal, compensation“Human resources”OrganizationalMotivation, leadership, work-related attitudes, organization change and development“Touchy-feely stuff”; how we get along (more on the psych side)Human factorsHuman-machine interaction, ergonomicsWho are I/O PsychologistsMost are academicsConsultingPrivate sectorPublic sectorEmployment testingDetermine promotions and such; very seriousOtherIndependent consultingPrimary Areas of WorkSelectionTesting and placementTrainingOrganization developmentBig change effortsPerformance managementCoaching programsImprove standardsQuality of Work lifeJob attitude, commitment, stress, etc.Human factorsTraining of an I/O PsychologistSociety for Industrial and Organizational Psychology (SIOP)Division 14 of American Psychological Association (APA)Publishes guidelines for trainingScientist-practitioner model: applied scienceScientist = Generator of knowledge“What’s new?”Practitioner = consumer and applier of knowledgeNeeds to address a practical problem in business; does it help?Questions grounded in real-world problemsBoth theory and practice are important; must be able to use knowledgeMost have Masters or PhD2-5 yearsHistoryPre-WWIWalter Dill Scott is the founder“Theory of Adverting”Moves psych from the individual levelWalter VanDyke BinghamEstablished first applied psychology at Carnegie MellonApply psychology to regular folksHugo MunsterbergAuthor of first I/O textbook. Psychology and Industrial Efficiency 1913Frederick W. TaylorScientific ManagementDivide all the work, divided by skillsDivision of labor (small element instead of whole house)WWI through 1920sWalter Scott and Walter BinghamPersonnel files to fit people to jobsPerformance ratingsRobert YerkesSelection and placement. Many people, needed to sort through them quicklyArmy Alpha/Beta mental ability tests beginBruce V. MooreFirst PhD in 1921 from Carnegie Mellon10 I/O grows due to war1930s to WWIIBeginning of the O sideHawthorne Effect – effect of lighting on productivityLighting had no effectThe fact that there were official observers watching that increased productivityPeople watching and paying attention matters more. Fact that you are being studied.Began motivational side and it’s effectMoving beyond just testing and placementWWII to 1960sI/O psychology on the riseResearch centers ARI and