Introduction to

Industrial-Organizational (I-O)
Psychology
Why Study I-O Psychology?
 Work
 Large chunk of the day
 Largest period of adult life
 Often governs
 where we live
 how we live
 people we associate with

The world of work and work behavior

What is I-O Psychology?
 Psychology
 study of behavior and mental processes
(studi tentang proses mental dan tingkah laku)
 Industrial-Organizational Psychology
 study of behavior in work settings and the application of
psychological principles to change work behavior
(studi ttg. perilaku dlm seting dunia kerja, serta aplikasi prinsip2
psikologi utk merubah perilaku kerja)
 one of many specialty areas of psychology

(salah satu dari cabang/area spesialisasi psikologi)

Specialization within I-O
Psychology
 Industrial
 selection
 training
 performance measurement
 Organizational
 development
 motivation
 job satisfaction and stress
 more ...
Scientist/Practitioner Model
 Scientific Objective
 study and understanding of all aspects of behavior at work
 conduct research

 publish results

 Applied Objective
 application of psychological principles and the knowledge
gleaned from research
 deal with specific problems/issues
History - Industrial Psychology
 Wilhelm Wundt
 1st Psychology Laboratory (1879)
 Early 1900’s
 Walter Dill Scott
 W.L. Bryan
 Industrial Psychology
 Frederick Taylor
 Scientific Management
 Frank & Lillian Gilbreth
 Efficiency Experts
Scientific Management
 Use of scientific principles to improve
efficiency and productivity of jobs
 Principle objective
 to maximize the prosperity of the employer and
each employee
 Fundamental assumption
 interests of employees and employers are not
antagonistic
Time-and-Motion Studies
 Procedures in which work tasks are broken
down into simple component movements and
the movements timed to develop a more
efficient method for performing the tasks
 often doubled, tripled or even quadrupled labor
output
 revolutionized physical labor jobs in terms of
efficiency and productivity
History (continued)
 Hugo Munsterberg
 1st book on psychology and industrial
efficiency 1913
 1st work simulation, Pittsburgh trolley drivers
 Max Weber
 classic book on bureaucracy
 World War I
 First wide spread use of testing in selection
 World War I - testing
 Army Alpha
 intelligence test for selection and placement of
military personnel (recruits)
 found over 1/4 of recruits were illiterate
 Army Beta
 non-verbal intelligence test for non-reading
recruits

First efforts at mass testing; lead the way for future testing efforts
1924 Hawthorne Works of
Western Electric
 A positive change in behavior occurs at
the onset of an intervention followed by
gradual decline.
 Revealed the existence of informal
employee work groups and their influence
on production
 Identified the importance of employee
attitudes and the value of an
understanding supervisor
The Hawthorne Effect
 Changes in behavior occur as a function of
one’s knowledge that they are being
observed and their expectations concerning
their role as a research participant
Human Relations Movement
(Organizational Psychology)
 Based on the Hawthorne studies (by Elton
Mayo) that emphasizes the importance of
social factors (informal processes) in
influencing work performance.
 Worker morale
 Co-worker relations
 Social sources of motivation, especially in
repetitive low level work
World War II
(continued work begun in WW I)
 Army General Classification Test (AGCT)
 classified 12million soldiers
 based on ability to learn
 selection for officer training
 Pilot selection and training
 OSS (precursor to CIA)
 select spies based on situational tests
 intelligence, adaptability and creative thinking
Post World War II
 Specialty areas of I-O became more pronounced
 testing

 selection

 evaluation

 Defense industry growth spurred development

 engineering psychology
 human factors psychology

 ergonomics
50’s Ohio State Leadership
Studies
(Landmark in I-O)
 Structure
 task oriented leadership
 Consideration
 people oriented leadership
 Human Relations Movement (expanded)
 quality of work life
 job satisfaction
1960’s through early 1990’s
 Research and practice of I-O flourished
 motivation
 goal setting
 job attitudes
 organizational stress
 group processes
 organizational power and politics
 organizational development
1960’s Civil Rights and
Women’s Movements
 Legal changes - 1964 Civil Rights Act
 Emphasized fairness in employment
decisions - Title VII
 Protects:
 race (ethnicity)
 color
 national origin (country)
 sex
 religion


1960’s and 1970’s Civil Rights
and Women’s Movements
 Prohibits:
 Discrimination in employment (hiring, firing,
training…)
 Segregation
 Retaliation for filing Claims
 Administered by E.E.O.C.
 1978 Uniform Guidelines developed


Cross Cultural I/O Psychology
Diversity of Workforce
 Increasing diversity
 Women
 Ethnic minorities
 Opportunity for
 different viewpoints and perspectives
 organizational creativity and innovation
 understanding and reaching new markets

By 2010 white males will count for less than 40% of the workforce
Cross Cultural I/O Psychology
Scope of the Work Environment
 Globalization of business
 100,000+ U.S. company do business overseas
 Jobs increasing in complexity
 Increased responsiveness to needs of
workers
Cross Cultural I/O Psychology
Other issues
 Mergers, acquisitions, and joint ventures
 International business environment
 “cultural shock”
 outsourcing
 High technology and telecommunication
systems
 Internet influences
Changing Labor Market
 Tighter market for skilled workers
 recruitment (attract)
 selection
 retention
 retraining
 Growing numbers of low-skilled service jobs
 how can this work be made more meaningful?
Organizational Downsizing
 Strategy of reducing an organization’s workforce to
improve organizational efficiency, productivity and/or
competitiveness
 technological advances
 robotics
 computer-assisted manufacturing
 reduction in mid-level management
 flatter organizations
 teams
Current Hot Topics
 Mergers, Acquisitions and Joint Ventures
 Influences of Technology Explosion
 Cultural Diversity
 Change Management
 Work and Family Balance
 Competency Modeling
 Teams
Industrial-Organizational (I-O)
Psychology
Today

One of the fastest growing areas of psychology

I-O Psychologists

 Versatile behavioral scientists dealing with

human behavior in the workplace
 Scientists who derive principles of individual,
group and organizational behavior through
research
 Consultants and staff psychologists who
develop scientific knowledge and apply it in
solving problems at work
 Teachers who train in both research and
application of I-O Psychology
Four Main Work Areas of
I-O Psychologists
 Academia 37%
 Consulting 38%
 Government 7%
 Industry 18%
Six Fields (specialization
areas)
 Selection and Placement
 Performance Appraisal
 Training and Development
 Organizational Development
 Occupational Health
 Quality of work life
 Human Factors Psychology
 Ergonomics
Society for Industrial and Organizational
Psychology (SIOP)
 Division 14 of the American Psychological Association (one
of 53)
 www.siop.org
 The professional organization for I-O Info.
 Graduate programs
 Jobs
 Conferences
 Networking
 Publications
 American Psychological Association (APA)
 largest professional organization for
psychologists
 www.apa.org
 American Psychological Society (APS)
 alternative professional organization stressing
a scientific focus
 www.psychologicalscience.org
Licensing in I-O Psychology
 Issues
 protection of public
 exclusivity of practice
 SIOP’s current position
 not supporting licensing in I-O
 continual review of policy
Some Journals Publishing I-O Research
 Journal of Applied Psychology
 Personnel Psychology
 Academy of Management Journal
 Academy of management Review
 Journal of Applied Social Psychology
 Journal of Management
 Journal of Occupational Behavior
 Leadership Quarterly
 Organizational Behavior and Human Decision
Processes
 Training and Development Journal