Chapter 1 - I/O Psychology

• Industrial/organizational psychology applies psychological principles to the workplace
• The goal of I/O psychology is to enhance the dignity and performance of human beings.
• Dignity in the workplace includes trust and respect, equality, self-esteem, fair treatment, and autonomy
• Factors influencing work performance include job design, motivation, job satisfaction, training, development, and leadership
• Performance appraisals, objective measures, and supervisor ratings are used to assess work performance
• Industrial psychologists develop interventions like coaching, feedback, and incentives to improve work performance
• The COVID-19 pandemic has impacted work performance, leading to a need for employers to adapt to changing work environments
• The industrial approach in I/O psychology focuses on competencies needed for a job, staffing, and training
• The organizational approach in I/O psychology creates a motivating organizational structure and culture for employees
• Personnel psychology focuses on employee selection, evaluation, job analysis, recruitment, training, and performance evaluation
• Organizational psychology studies employee behavior within an organization, focusing on leadership, job satisfaction, motivation, and more
• Human Factors/Ergonomics in I/O psychology concentrates on the interaction between humans and machines, workplace design, and safety
• Human Factors/Ergonomics frequently work with engineers and technical professionals to enhance workplace safety and efficiency
• Human Factors/Ergonomics include activities such as designing optimal ways to draw maps, creating comfortable chairs, and investigating optimal work schedules
• During World War I, I/O psychologists played a significant role in selecting soldiers for appropriate positions using tests like Army Alpha and Army Beta
• The Hawthorne Studies marked a significant shift in understanding employee behavior and the impact of the work environment
• The 2000s brought rapid technological advances and changes in the global economy, impacting the role of I/O Psychology
• Educational requirements for I/O psychologists include bachelor's, master's, or doctoral degrees, with higher degrees offering increased career opportunities
• Graduate programs in I/O Psychology typically involve coursework, internships, comprehensive exams, and the completion of a thesis or dissertation
• The history of Industrial Psychology in the Philippines includes notable figures like Mr. Mariano Obias and Fr. Jaime Bulatao S.J
• Challenges faced by I/O researchers include the willingness of companies to allow research within their organizations
• Practice-based organizations in the Philippines related to I/O Psychology include the People Management Association of the Philippines and the Philippine Society for Training and Development
• The Filipino I/O Psychologist is a world-class trained professional who applies psychological theories, research methods, and intervention strategies to promote productivity and social transformation
• The mission of a globally-competitive Filipino I/O Psychologist includes spearheading, advocating, and facilitating worker well-being and performance across different levels through robust I/O psychological interventions
• The roles and accountabilities of a Filipino I/O Psychologist are demonstrated in policy formulation, programs, practices, and processes that lead to sustainable business growth and social transformation
• A Filipino I/O Psychologist upholds ethical standards of the profession for personal and societal benefit and advances knowledge and practice of the profession by adhering to professional standards of competencies
• Career Tracks for I/O Psychology Practitioners:

  • Job Evaluation
  • Career Management
  • Rewards Management
  • Workforce Planning
  • Performance Management
  • Labor Relations
  • Talent Management
  • Leadership and Executive Management
  • Organization Development
  • Recruitment and Selection
  • Coaching and Mentoring
  • Strategic Management
  • Learning and Development
  • Employee Engagement & Well Being
  • Culture Management
• Consulting Firms:

  • Help organizations become more productive by selecting a high-quality and diverse workforce, designing motivating systems, training employees, and ensuring legal and ethical treatment of applicants and employees
• I/O Psychologists in the private sector work for single companies like IBM, Microsoft, and FedEx, while consultants work with multiple companies. Those in the public sector work for local, state, or federal governments
• Research in I/O Psychology:

  • Reasons for conducting research include answering questions, making decisions, and challenging common sense
  • Considerations in conducting research involve forming ideas, hypotheses, and theories
  • Literature reviews are essential to avoid duplicating existing research
  • Research can be conducted in laboratories or in the field, each with its advantages and disadvantages
• Research Methods in I/O Psychology:

  • Experiments are powerful for determining cause-and-effect relationships
  • Quasi-Experiments evaluate new program results
  • Archival Research uses existing data
  • Surveys gather opinions
  • Meta-Analysis reaches conclusions based on previous research
• Subject Samples in Research:

  • Decisions on sample size, composition, and selection method are crucial
  • Large sample sizes are not always necessary if extraneous variables are controlled
  • Sample selection method depends on the study's nature
• Running a Study:

  • Instructions to subjects should be standardized and understandable
  • Subjects should be debriefed after participation
• Statistical Analysis in Research:

  • After data collection, results are statistically analyzed
  • Statistical analysis determines the probability that results occurred by chance
  • Correlation helps determine relationships between variables
• Ethics in Industrial/Organizational Psychology:

  • Ethical dilemmas in organizations and for employees require personal judgment
  • Different backgrounds impact personal values and decision-making
  • Two types of ethical dilemmas are Type A and Type B, each with distinct characteristics and examples
• Trust and Respect, Equality, Self-Esteem, Fair Treatment and Autonomy are components of what?

  Dignity in the workplace