Introduction to

Industrial & Organizational Psychology

Learning Objectives

 Describe I/O psychology and what I/O psychologists do

 I/O Psychology as Profession and Field

 History of I/O Psychology

 Know the admissions requirements for graduate programs in I/O

psychology
Industrial/ Organizational Psychology
- is a branch of psychology that applies the principles
of psychology to the workplace.

The Purpose of I/O Psychology:

“to enhance the dignity and performance of human
beings, and the organizations they work in, by
advancing the science and knowledge of human
behavior”
WHAT IS I/O PSYCHOLOGY?

 Psychology
 Is the science of the human behavior, cognitions, emotions, and
motivation.

 I/O psychology
 Add the words “as it relates to work”

 Dual focus = Organization & Employee

 Efficiency/productivity of organizations
 Health/well-being of employees

 Dual nature = Scientist & Practitioner

 Application of the science of psychology to the workplace
 Development/discovery of scientific psychological principles at work
Is it important?

HOW DO YOU SPEND YOUR DAY

Other Activities
Eat 2hrs
2 hrs Work
8hrs

Sleep
8hrs Commute
1hr
Watch TV
3hrs

Work Commute Watch TV

Sleep Eat Other Activities
Is I/O Important?

 Organizational Effectiveness =
Cheaper Goods
 I/O psychologists can help organizations
reduce costs, improve
performance/productivity, etc.
 Satisfied employees are more productive.
Happy Employees Do A Better Job

 https://www.youtube.com/watch?
v=xHIMZicG_uQ
Major Fields of I/O Psychology
1. Personnel Psychology

- analyzing jobs, recruiting applicants, selecting employees,

determining salary levels, training employees, and evaluating
employee performance.
Major Fields of I/O Psychology
2. Organizational Psychology

- concerned with the issues of leadership, job satisfaction,

employee motivation, organizational communication, conflict
management, organizational change, and group processes within
an organization.
2. Human Factors/Ergonomics

- concentrate on workplace design, human-machine

interaction, ergonomics, and physical fatigue and stress.
These psychologists frequently work with engineers and
other technical professionals to make the workplace safer
and more efficient.
 The History of I/O

1903
Merging of two forces: Applying
psychology & industrial engineers
improving efficiency
Four Major Figures

Walter Dill Scott

“Theory of Advertising” 1903
“Increasing Human Efficiency in
Business” (1911)
1910
 Hugo Munsterberg
“Psychology and Industrial
Efficiency”

1921
James Cattell forms
Psychological Corporation to
provide services to industry
 World War I (1914-1918)
 Army Alpha Project (1914 – 1918) –
 Army hires I/O psychologists including Robert Yerkes
 Screen recruits for intelligence
 Army ALPHA- test for recruits who can read
 Army BETA– test for recruits who CANNOT read
High Scorers- Officer Training
Low Scorers- Infantry

 Journal of Applied Psychology (1917) – first I/O journal

 Documented Army Alpha & Beta projects
 Still most prestigious journal in the field
 Lillian (and Frank) Gilbreth
 Lillian
- Focused on Stress and fatigue on
workers
 Frank - Focused on technical aspects of worker
efficiency
- Lillian’s 1908 speech – called for attention to
person element

 Time & Motion Studies, “therblig”

 Later – invented things like foot pedal trashcan

 “Cheaper by the Dozen”

1930’s
 Hawthorne Studies
- psychologists became more
involved in the quality of the work
environment, as well as the
attitudes of employees.

Hawthorne Effect
- productivity of employees increase
when they are being observed.

1980’s-1990’s
cognitive Psychology applied in
Industry
increased interest in the effects of
work on family life and leisure
activities
renewed interest in developing
methods to select employees.
21st Century
 Tests administered through internet
 Online recruitment/ training / distance
learning
 Online meetings
This is
Hilarious.

https://www.youtube.com/watc
h?v=vWTW5yiZqI0
Educational Requirements and
Types of Program
 Master’s Programs
 (1.5- 2 years)
• Thesis Non-Thesis
• 1) complete a minimum of 1) complete a minimum of
twenty-four (24) units of thirty (30) units of formal
formal graduate courses; graduate courses;
• 2) Cumulative Weighted 2) maintain [in his/her
Average Grade (CWAG) of
graduate courses] a
2.00 or better at the end of
each academic year; Cumulative Weighted
• 3) successfully defend a Average Grade (CWAG) of
master’s thesis; and 2.00 or better at the end of
• 4) submit at least five (5) each academic year; and
bound and certified copies of 3) pass the master’s
the approved master’s thesis. comprehensive
examination.
 Doctoral Programs
(5 years)
• Dissertation
EMPLOYMENT Of

Industrial/Organizational
Psychologists
EMPLOYMENT Of Industrial/Organizational Psychologists

M.A.’s – Employment Settings

Chart Title
Other Education
7% 1%

Private
Consulting Sector
37% 44%

Public
Sector
11%
EMPLOYMENT Of Industrial/Organizational Psychologists

Ph.D.’s – Employment Settings

Chart Title
Other
4%

Consulting
Education
25%
40%

Public Private
Sector Sector
8% 23%
THANK YOU FOR YOUR TIME!

PRESENTATION PREPARED BY:

CRUZ, RONALYN D.
AMOR, KEITH NATALIE
TRINIDAD, ANNE CLARISSE

ABPSYCH 3