INDUSTRIAL ORGANIZATIONAL

PSYCHOLOGY
INTRODUCTION TO INDUSTRIAL
ORGANIZATIONAL PSYCHOLOGY
 Industrial
Organizational
Psychology

is a branch of psychology
that applies the principles
of psychology to the
workplace.
Goal of I/O Psychology is to increase
productivity and well being of employees in the
organization.
Two Approaches in I/O Psychology
1. Determining and developing competencies, and
staffing; and
2. Organizational culture that will motivate employees,
provide working conditions that is safe, and satisfy
employees.
Major Fields Industrial/Organizational
Psychology
1. Personnel Psychology
2. Organizational Psychology
3. Human Factors
 1. Personnel Psychology
study the practice in areas such as analyzing jobs,
recruiting applicants, selecting employees,
determining salary levels, training employees, and
evaluating employee performance.
 2. Organization Psychology
is primarily concerned with the issues of leadership,
job satisfaction, employee motivation, organizational
communication, conflict management, organizational
change, and group process within an organization.
 3. Human Factors/Ergonomics
concentrate on workplace design, human-machine
interaction, physical fatigue and stress.
 Employment of
I/O Psychologists
1. Education
2. Private sector
3. Public Sector
4. Consulting
5. Others
Master Program and PhD Programs
in I/O Psychology
Research in I/O Psychology
 Job Analysis refers to the process of
gathering, analyzing, and structuring information
about a job’s components, characteristics, and
requirements.
Job Analysis is important
because…
1. It leads us to creating job descriptions.
2. It will provide a structure for employee
selection.
3. It will help the organization identify
training requirements for its employees.
 Job Description
is a brief 2-5 pages summary of job specifications,
duties and responsibilities.
 Job Job
Analysis Description

Determines work activities and

requirements for the job
 Job Employee
Analysis Selection

Interview structure, competency

requirements (KSAO) and tests
needed
 Training and
Job Analysis
Development

Designs training programs

 Other Importance of Job Analysis

4. Person power planning (worker mobility)

5. Performance Appraisal
6. Job Evaluation
7. Job Design
8. Job Design
9. Compliance with legal guidelines
Organizational analysis
Eight Sections of a
Job Description
1. Job title
2. Brief summary
3. Work activities
4. Tools and equipment used
5. Job content
6. Performance standard
7. Compensation information
8. Personal requirements
Preparing for Job Analysis

1. Who will conduct job analysis?

2. How often a job description should be
updated?
3. Which employees should participate?
4. What type of information should be
obtained?
Conducting Job Analysis

Step 1. Identify task performed

Step 2. Write task statements
Step 3. Rate task statements
Step 4. Determine essential KSAO’s
Step 5. Selecting tests to tap KSAO’s
Job Evalution
refers to the identification of a job’s worth.
Conducting Job Evaluation

Step 1. Determining compensable factors

Step 2. Determining levels of compensable
factors
Step 3. Determining the factor weighs