Questions in mind

• Have you ever worked?

• What kind of work you will look for?

• What are the characteristics are you looking

for?

• If you won the lottery, would you still

work?
 Work exercise
• What are the characteristics of a good
job?
 What is I/O psychology?
• A blend of psychology & organization
• The application of psychological principles to the workplace
(SIOP,2016)
• Industrial Psychology:
concerned with organizational effectiveness through utilizing
psychological factors

• Organizational psychology:
concerned with (human factors) how does work make you
feel? (not just measuring productivity!)

3
 I/O Psychology
Organizational Psychology is part of a broader
field of Industrial/Organizational Psychology.
Industrial/Organizational Psychology

Industrial Organizational
Job Design Individual Diference
Recruitment Motivation
Selection Occupational Stress
Compensation Leadership (supervisory practice)
Performance Appraisal Health and safety
Training Attitudes and Emotion

4
The Most Popular I/O Research Topics in Eight

Countries
Country Topics
Canada Career development, Employee selection, job
stress, leadership
England Employee selection, gender, job stress,
leadership,
Germany Job Stress, motivation, training, work
environment
India Health & Safety, job stress,, organizational
level, turnover
Israel Career development, job satisfaction,
motivation, performance appraisal, values

Japan Career development, job stress, leadership,

motivation , absenteeism
Scandinavia Gender, job stress, shift work, unemployment

United States Career development, employee selection,

leadership, performance appraisal
 Chapter 3

Industrial and Organizational

Psychology
Job Analysis

Copyright Paul E. Spector, All rights reserved, March 15, 2012

 Job Analysis
• What is involved in
performing a task/
job/ work?

• Task vs Job?
• A job consists of
tasks.
• Ex- Job: teaching
• Task: Taking classes
 What is Job Analysis

• JOB ANALYSIS: Family of formal methods for

describing jobs and human qualities necessary for
doing jobs.
• Answers Two Major Questions
– 1. What do people in a particular job do? (Task oriented)
– 2. What human characteristics are necessary for a job?
(Person oriented)
•
 Major Job Analysis Concepts

• KSAO
• Knowledge: Know to do a task
• Skill: Can do a task
• Ability: Capability to learn to do a task (How steep is
the learning curve)
• Other personal characteristics: Other attributes needed
• Subject Matter Expert (SME): A subject-matter
expert (SME) or domain expert is a person who is an
authority in a particular area or topic.
• Job incumbents- (Job Holders)
• Supervisors
 Examples Of KSAOs For Different
Occupations

Job Knowledge Skill Ability Other Personal

(Category of Characteristics
Skills) (Attitude)
Lawyer Constitutional Writing Communica- Willingness to
rights clearly tion work long
hours
Nurse Surgical Drawing Remain calm Lack of
procedures blood in a crisis squeamishness
in the sight of
blood
Plumber Pipe design Soldering Hand-eye Willingness to
joints coordination get dirty

Teacher Learning Writing Relate to Commitment

principles clearly children to learning
 Sources of Job Analysis Information & Who
can conduct job analys?
• Sources Of Job Analysis Data
• Analyst
• Subject Matter Expert: SME
• Incumbent
• Supervisor
• Records
• Database
• Customers
 Uses of Job Analysis Information

Figure 4–1
© 2005 Prentice Hall Inc. 4–12
All rights reserved.
 Purposes of Job Analysis
• Career development
• Human resource forecasting
• Job relevance: Is KSAO necessary to do the job?
• Performance appraisal
• Selection: What sorts of people should we hire?
• Training: What knowledge and skills are needed?
• Research
 Data Collection Approaches

• Questionnaire

• Interview

• Diary

• Observation

• Doing work