I/O Psychology's Future Directions- Increased focus on technology/AI: As automation continues, I/O can help organizations integrate new technologies while minimizing negative impacts on workers. Researchers will study human-machine collaboration and skills needed for jobs of the future. - Globalization: More multinational companies means greater need for cross-cultural selection and training tools. I/O can adapt assessments for diverse populations and help organizations manage virtual/global teams. - Well-being and work-life balance: Younger generations prioritize work-life integration. I/O will develop new interventions to
Similar to I/O Psychology's Future Directions- Increased focus on technology/AI: As automation continues, I/O can help organizations integrate new technologies while minimizing negative impacts on workers. Researchers will study human-machine collaboration and skills needed for jobs of the future. - Globalization: More multinational companies means greater need for cross-cultural selection and training tools. I/O can adapt assessments for diverse populations and help organizations manage virtual/global teams. - Well-being and work-life balance: Younger generations prioritize work-life integration. I/O will develop new interventions to
Similar to I/O Psychology's Future Directions- Increased focus on technology/AI: As automation continues, I/O can help organizations integrate new technologies while minimizing negative impacts on workers. Researchers will study human-machine collaboration and skills needed for jobs of the future. - Globalization: More multinational companies means greater need for cross-cultural selection and training tools. I/O can adapt assessments for diverse populations and help organizations manage virtual/global teams. - Well-being and work-life balance: Younger generations prioritize work-life integration. I/O will develop new interventions to (20)
I/O Psychology's Future Directions- Increased focus on technology/AI: As automation continues, I/O can help organizations integrate new technologies while minimizing negative impacts on workers. Researchers will study human-machine collaboration and skills needed for jobs of the future. - Globalization: More multinational companies means greater need for cross-cultural selection and training tools. I/O can adapt assessments for diverse populations and help organizations manage virtual/global teams. - Well-being and work-life balance: Younger generations prioritize work-life integration. I/O will develop new interventions to
1.
2. What is I/O Psychology?
I/O Psychology as Profession and Field
History of I/O Psychology
3.
4. 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
5. I/O Psychology is:
The 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”
7. Typical Day in the life…
Work 8 hours
Commute to work 1 hour
WatchTV 3 hours
Sleep 8 hours
Eat 2 hours
Other 2 hours
8. Work and Sleep = Major Life Activities
Workers spend the majority of their time doing one or the other
Millions of AmericansWork
Around 153.5 million Americans are part of the labor force
(BLS.GOV, 2007).
I/O psychology can impact all of these individuals, PLUS those
around them!
http://money.cnn.com/magazines/fortune/best-
companies/2012/full_list/
Organizational Effectiveness = Cheaper Goods
I/O psychologists can help organizations reduce costs,
improve performance/productivity, etc.
9. Graduate degree NECESSARY
MA or Ph.D.
M.A. required to get a Ph.D.
Typically Ph.D. takes 4-5 years to complete
Content of graduate training
Basic psychology
Research methods (heavy emphasis)
I/O core content
Thesis
Dissertation
Qualifying Exam
Internship, Practica experiences
Entry requirements
very competitive for PhD (somewhat less competitive for Masters)
High GRE Scores, High GPA, Prior Research, 3 Letters of Recommendation
SIOP website for most US programs (www.siop.org)
10. Approx. 4% of Psychologists work within the I/O field
I/O Related Organizations
SIOP – “The Governing I/O Organization”
Society for Industrial and Organizational Psychology
Division 14 of APA (American Psychological Association)
SHRM
Society for Human Resources
Are I/O’s licensed like clinical psychologists?
Little reason to get licensed and has no effect on typical I/O jobs
11. Key Differences
I/O psychologists rely on application of
psychological principles.
I/O psychologists focus on the factors in
businesses that affect people.
I/O psychologists heavily on research, quantitative
methods, and testing techniques for guiding
decisions.
12. Typical I/O PhD Courses Typical MBA Courses
•Statistics
•Experimental Methodology
•PsychometricTheory
•Employee Selection and Placement
•Organizational Psychology
•EmployeeTraining and Development
•PerformanceAppraisal
•Job Analysis
•Statistics
•Business Research
•Organizational Behavior
•Administrative Policy
•Managerial Economics
•Financial Management
•Marketing Management
•ManagerialAccounting
13. Personnel Psychology (The “I” in I/O)
Defining and analyzing jobs
Recruiting and selecting employees for jobs
Training employees
Assessing performance
Promoting and retaining employees
Test development andValidation
Legal Issues
Organizational Psychology (The “O” in I/O)
Determining how people feel about work
Determining why people act as they do at work
Examining the effects work has on people
Examining the effects people have on one another
How organizations are structured and function
How work is designed
Tool and equipment usage on the job
Examining work relevant health, safety, and well-being issues
14. Employment
Little or no unemployment (usually)
4 MainWork Settings:
Universities
Consulting Firms
Industry/Corporations
Government Agencies
Field expanding and becoming more popular
I/O psychologists often work/consult with
MBAs
CEOs,
VPs,
HR staff
Healthcare/Health Science Staff (if in Occupational Health Specialty)
18. M.A. $88,000
Ph.D. $125,000
Top 10% $200,000 or more
Professors $94,000
Consultants $106,717
New Ph.D. $83,307
Men Ph.D. $132,000
Women Ph.D. $106,957
Mean Salaries 2009 Median Salaries 2009
Note: Data taken from 2009 SIOP Income Survey
19. Go to web site of the Society for Industrial-
Organizational Psychology (SIOP) at
http://www.siop.org
Click on “WHAT IS I/O” and read:
Go to the SIOP JobNet and click on “Positions
Available”.Assuming you had the proper
training and credentials discuss the 2 open
positions you would find most intriguing and
why.
20.
21. EarlyYears (1900s)
WorldWar I (1914-1918)
Between the Wars (1919-1940)
WorldWar II (1941-1945)
Toward Specialization (1946-1963
Government Intervention (1964-1993)
InformationAge (1994–Present)
22. Merging of two forces: Applying psychology
& industrial engineers improving efficiency
Four Major Figures
Walter Dill Scott
“Psychology of Advertising” 1908
“Increasing Human Efficiency”
ContributedWWI to application to Army
23. FrederickTaylor
Engineer focused on redesigning work
“Principles of Scientific Management” 1911
Four Principles
Science over rule of thumb
Scientific selection and training
Cooperation over individualism
Equal division of work best suited to management and employees
Known for institutionalizing forced breaks for those handling heavy
iron (half the cost, 3 times the production)
24. 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”
25. Hugo Munsterberg
Considered the “Father of Industrial Psychology”
“Psychology and Industrial Efficiency” 1913
Trolley Car Simulator Creation
Systematically studied all aspects of job through observations
Studied what makes good operator
Analyzed behaviors and asked questions
Basically, he pioneered Job Analysis
26. Army Alpha Project (1914 – 1918) –
Army hires psychologists including RobertYerkes
Screen recruits for intelligence
Army Beta – created for those that were illiterate (30%)
Journal of Applied Psychology (1917) – first I/O
journal
DocumentedArmyAlpha & Beta projects
Still most prestigious journal in the field
27. James Cattell (1921)
forms PsychologicalCorporation to provide services to industry
Hawthorne Studies (1924)
Research by Harvard & MIT
Led by Elton Mayo
Conducted at Hawthorne Plant ofWestern Electric Co.
Looking for cost effective ways to reduce expenses
adjusted lighting levels
Key Finding-
▪ Found impact of intervention on employee performance was a result of the
intervention itself.
Hawthorne Effect
▪ Novelty of intervention influences behavior (i.e., I observe you working, and you
perform better because of my presence as an observer)
28. Army hires I/O psychologists to select &
classify recruits
Army General ClassificationTest (AGCT)
Group testing, sorted applicants into 5 categories
based on if they could learn duties, etc
29. Toward Specialization (1946-1963)
Evolved into legitimate area of practice, schools, terminology, etc
Government Intervention (1964-1993)
Civil Rights Act of 1964 – Protected Classes (Gender, Race, Ethnicity
Equal Employment Opportunity Commission
Court Cases (e.g., Griggs vs Duke Power, Dothard vs Rawlinson)
Information Age (1994–Present)
Higher demands for organizations and employees
Greater and more frequent technology improvements
More complex, computer generated statistical analyses are becoming
common (MANOVA, Multilevel Modeling, Structural Equation Modeling,
Item ResponseTheory, etc.)
Application of cognitive psychology to I/O, specifically performance
appraisal
Increased focus on selection methods (selecting the “right person” for the
job is becoming more important)
Globalization has become an important issue
30. Having reviewed the History of I/O and the
current state of the field, where do you think
the field will be in 20 years?
Think of organizational, economic, and
governmental factors that may affect the field
in the next 20 years.
There are no wrong answers to this question.